• Manage and resolve end-to-end employee exits across multiple international jurisdictions, prioritizing a superior offboarding experience for Remote's clients and their employees. • Provide sound guidance and manage clients' requests on various HR matters, including but not limited to termination, resignation and transfer procedures, employment contracts, and redundancy processes, ensuring legal compliance and best practices. • Lead and facilitate meetings with clients and external employees, including but not limited to workforce reduction consultation meetings, administrative hearings, negotiations in separations and settlements, providing guidance on terminations, and delivering termination outcomes. • Influence and negotiate positive outcomes in complex terminations, balancing multiple stakeholders with competing interests. • Liaise with and coordinate various internal and external stakeholders to ensure compliance in offboarding activities and audits, including but not limited to payroll, legal counsel, government bodies, and trade unions. • Draft, tailor and administer all termination and supplementary documents with accuracy and attention to detail, ensuring employee records are maintained with strict adherence to privacy and confidentiality regulations. • Process offboarding on Remote's internal HRIS platform, collaborating with various internal stakeholders, such as Customer Success, Legal, Payroll, Benefits, Time and Attendance, amongst other verticals, to ensure all aspects of the employee exit are administered correctly and promptly. • Be the subject-matter expert and respond to internal and external queries on all offboarding matters in conjunction with Lifecycle's internal stakeholders. • Navigate clients through Remote's Employee Relations resources and guides, helping them understand applicable policies and processes. • Conduct preliminary assessment of workplace concerns, identifying key facts and applicable local regulations. • Coordinate with internal and external stakeholders to ensure appropriate handling of employee relations matters. • Support clients in understanding progressive disciplinary approaches and documentation requirements. • Monitor ongoing employee relations cases, ensuring timely follow-up and coordination with relevant stakeholders. • Actively identify opportunities for and contribute to process improvements, automation, product development and overall customer and employee experience through the offboarding and employee relations processes.

• Manage and resolve end-to-end employee exits across multiple international jurisdictions, prioritizing a superior offboarding experience for Remote's clients and their employees. • Provide sound guidance and manage clients' requests on various HR matters, including but not limited to termination, resignation and transfer procedures, employment contracts, and redundancy processes, ensuring legal compliance and best practices. • Lead and facilitate meetings with clients and external employees, including but not limited to workforce reduction consultation meetings, administrative hearings, negotiations in separations and settlements, providing guidance on terminations, and delivering termination outcomes. • Influence and negotiate positive outcomes in complex terminations, balancing multiple stakeholders with competing interests. • Liaise with and coordinate various internal and external stakeholders to ensure compliance in offboarding activities and audits, including but not limited to payroll, legal counsel, government bodies, and trade unions. • Draft, tailor and administer all termination and supplementary documents with accuracy and attention to detail, ensuring employee records are maintained with strict adherence to privacy and confidentiality regulations. • Process offboarding on Remote's internal HRIS platform, collaborating with various internal stakeholders, such as Customer Success, Legal, Payroll, Benefits, Time and Attendance, amongst other verticals, to ensure all aspects of the employee exit are administered correctly and promptly. • Be the subject-matter expert and respond to internal and external queries on all offboarding matters in conjunction with Lifecycle's internal stakeholders. • Navigate clients through Remote's Employee Relations resources and guides, helping them understand applicable policies and processes. • Conduct preliminary assessment of workplace concerns, identifying key facts and applicable local regulations. • Coordinate with internal and external stakeholders to ensure appropriate handling of employee relations matters. • Support clients in understanding progressive disciplinary approaches and documentation requirements. • Monitor ongoing employee relations cases, ensuring timely follow-up and coordination with relevant stakeholders. • Actively identify opportunities for and contribute to process improvements, automation, product development and overall customer and employee experience through the offboarding and employee relations processes.

Company Description About Abuse Refuge Org: At ARO, we are here to support your personal healing journey towards your complete well-being. We bring solutions and real-time education for 21 different types of abuses. The most prevalent abuses are Sexual Abuse, Spousal Abuse, Physical Abuse, Psychological Abuse, Narcissistic Abuse, Financial Abuse, Self Abuse, Elderly Abuse, Isolation Abuse, Child Abuse, Bullying, Cyberbullying, Workplace Abuse, Religious Abuse, Medical Abuse, Food Abuse, Authority Abuse, Educational Abuse, Child Sexual Exploitation, Sex Trafficking, and Political Abuse. Support our efforts by visiting GoARO.org and NormTherapy.com to sign up for Norm Therapist® Training to become one of our dynamic staff members who serve Victims and Survivors of abuse worldwide, schedule Norm Therapy® sessions, become a Live Stream volunteer, join our mailing list to learn how you can make an impact on the Abuse Care Community, and provide life-saving financial assistance with a generous donation. At this time in ordinance with our BFOQ policy we are only hiring female identifying volunteers. In the near future we will be launching a male side to ARO at which point we will open up opportunities to all who are interested. You can view our BFOQ policy here https://abuserefuge.org/human-resources/#BFOQ ARO is an equal opportunity employer and values diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. We support the LGBTQ-IA+ community and the disabled communities. For more about our hiring practices, please refer to: Human Resources – Abuse Refuge Org Job Description Human Resources Coordinator (Volunteer/Remote): - Are you seeking a volunteer role that affords you an opportunity to gain valuable work experience while being committed to helping further the efforts of ARO’s mission in helping victims of abuse? - Do you like the flexibility of working within a virtual environment? - Enjoy interacting globally with others who share the same passion for making a difference? - Are you interested in the value of developing your skill sets, departmental cross-training, leadership roles, mentoring or the opportunity to excel within your chosen vocation? Apply with ARO today and join our team of amazing volunteers! **This is an unpaid volunteer position Job Summary: The Human Resource Coordinator aids with and facilitates the human resource processes at all business locations. This position ensures effective use of plans and positive employee relations. The Human Resource Coordinator makes sure that certain plans are administered in accordance with federal and state regulations and that plan provisions are followed. This role provides administrative support to the human resource function as needed, including record-keeping, file maintenance and data entry. Responsibilities And What You Will Do: - Performs volunteer relations functions by answering volunteer requests and questions. - Assists in the onboarding process for new volunteers. - Assists with processing of terminations and resignations. - Preparing and conducting the performance review process. - Schedules meetings and interviews as requested by the Manager of HR. - Files documents into appropriate volunteer files. - Assists or prepares correspondence as requested. - Prepares new-volunteer files. - Performs other related duties as assigned. Here’s What We’re Looking For: - Must be available to perform during EST work hours. - ● Must be available to volunteer 8-10 hours a week / 10+ months - Excellent verbal and written communication skills. - Excellent interpersonal skills. - Excellent organizational skills and attention to detail. - Working understanding of human resource principles, practices and procedures. - Excellent time management skills with a proven ability to meet deadlines. - Ability to function well in a high-paced and at times stressful environment. - Bachelor's degree in human resources or related field and/or equivalent experience preferred. Additional Information All your information will be kept confidential according to EEO guidelines.

With a career at The Home Depot, you can be yourself and also be part of something bigger. Position Purpose:The District Human Resources Manager(DHRM)plays a key role in establishing a customer service culture by driving the effective execution of HR processes. The DHRM is responsible for the planning and delivery of processes for talent management, performance management, and associate engagement for a district of 6-12 stores, with the goal of developing a workforce that achieves excellence in driving business results, customer service, and Company Values. DHRMs provide coaching and advisement to district/regional leaders, store leaders, and Associate Support Department Supervisors (ASDS). The DHRM also works as a contributing and flexible member of the district team by assisting other team members in meeting workload demands. Key Responsibilities: - Ensuring effective HR Review, succession planning, and development of the leadership pipeline for the district - Ensuring consistent quality in selection, assimilation and training of salaried managers within the district - Providing coaching and consulting on development planning for district and store leaders - Improving workforce diversity - Coordinating hourly job fairs, facilitating RMA forums, and maintaining local hiring partnerships - Partnering with store managers on the selection and ongoing training of ASDSs - Monitoring the effectiveness of planning and executing for salaried and hourly training plans - Facilitating, monitoring, and supporting the performance management process in a timely and effective manner, including code calibration - Providing partnership and counsel on all terminations and demotions - Partnering with store leadership to engage and coach associates on the floor to facilitate a customer service culture - Ensuring effective use of Company recognition and communication processes - Conducting store HR Town Hall meetings and following up to ensure effective execution on issues - Supporting leaders in Employer of Choice survey administration, feedback, and action planning - Partnering with the HR Service Center on staffing, associate relations, and other transactional processes - Taking a leadership role in the execution of organizational change initiatives impacting the district or stores - Serving as a first responder for labor, workplace violence, and other similar events and partnering with the Regional Associate Relations team to determine next steps and ensure final resolution - Partnering with district leaders on strategic plans to drive business results, customer service, and alignment with Company Values - Supporting all aspects of HR during new store openings, closings, or relocations - Actively participating in store walks, district staff meetings and other operations activities with DM Direct Manager/Direct Reports: - DHRM position reports to a Regional HR Director. - 6-12 ASDSs have a dotted-line reporting relationship to the DHRM. Travel Requirements: - Typically requires overnight travel 20% to 50% of the time. Physical Requirements: - Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles. Working Conditions: - Typically located in a comfortable indoor area. There may be regular exposure to mild physical discomfort from factors such as dust, fumes or odors, temperature extremes, loud noise, strong drafts, or bright lights. Minimum Qualifications: - Must be eighteen years of age or older. - Must be legally permitted to work in the United States. Preferred Qualifications: - Bachelors degree in human resources or related field - Analytical, with knowledge and experience in operational, sales and management. - Ability to work a flexible schedule Minimum Education: - The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job. Preferred Education: - No additional education Minimum Years of Work Experience: - 8 Preferred Years of Work Experience: - No additional years of experience Minimum Leadership Experience: - None Preferred Leadership Experience: - None Certifications: - None Competencies: - None