• Provide comprehensive oversight of all activities related to health, pharmacy, and dental benefit programs, including plan performance, vendor management, compliance, and operational efficiency. • Partner with internal stakeholders and external vendors • Ensure benefit programs are administered accurately, efficiently, and in compliance with applicable regulations. • Facilitate timely resolution of benefit‑related issues • Oversee appeals processes to ensure fair, consistent, and prompt outcomes for team members. • Analyze trends in health, pharmacy, and dental utilization, costs, and outcomes • Identify opportunities for improvement. • Assess team member satisfaction with benefit programs. • Evaluate network adequacy, access to care, and cost efficiency across all benefit offerings. • Monitor pharmacy utilization and cost trends • Identify emerging issues and recommend appropriate plan or programmatic changes. • Research, assess, and recommend plan design enhancements based on utilization trends, market benchmarks, organizational priorities, and financial sustainability. • Collaborate with partners, vendors, and consultants to evaluate benefit design alternatives. • Develop actionable recommendations to support team member well‑being based on health and dental usage patterns. • Annual, or as needed, review of summary plan description • Prepare for and lead monthly and quarterly Health and Welfare Committee meetings, including agenda development, data presentations, recommendations, and follow‑up actions. • Partner with key stakeholders to align benefit strategies with organizational objectives. • Maintain strong vendor relationships • Ensure accountability, performance standards, and continuous improvement. • Assure plans are and remain compliant with all applicable laws. • Oversee the development and execution of all communication plans related to health, pharmacy, and dental benefits. • Ensure benefit communications are clear, accurate, timely, and supportive of informed decision‑making by team members. • Coordinate and lead the annual open enrollment process, including timelines, materials, vendor coordination, system readiness, and post‑enrollment follow‑up. • Develop and implement targeted actions, programs, or initiatives to support team member well‑being, informed by health and dental utilization trends. • Coordinate on‑site dental clinics and oversee development of related promotional and educational materials.

Role Description Als Personalleiterin baue ich aktuell eine zentrale Personalabteilung für einen dezentral organisierten Konzern auf. Dafür suche ich einen engagierten Werkstudenten (m/w/d), der mich beim strukturellen und inhaltlichen Aufbau unterstützt. Dich erwartet eine echte Mitgestalterrolle in einem Umfeld, in dem Prozesse, IT-Tools und Richtlinien von Grund auf entstehen. - Verschriftlichung und Dokumentation von HR-Prozessen, Arbeitsanweisungen und Leitfäden - Erstellung von Prozessdarstellungen, Übersichten und praxisnahen Handlungsanleitungen - Unterstützung beim Aufbau und der Strukturierung von HR-Tools, Richtlinien und Standards Qualifications - Du bist immatrikulierter Student (m/w/d) der Psychologie, Personalwirtschaft, Wirtschaftspsychologie oder eines vergleichbaren Studiengangs - Freude daran, komplexe Inhalte strukturiert aufzubereiten und verständlich zu dokumentieren Benefits - Eine echte Mitgestalterrolle mit viel Freiraum für Eigeninitiative und persönliches Wachstum - Flexible Arbeitszeiten und moderne technische Ausstattung, die dir ortsunabhängiges Arbeiten ermöglicht - Direkte Zusammenarbeit mit der Personalleitung und tiefe Einblicke in den Aufbau einer HR-Abteilung - Ein kleines, wertschätzendes Team mit kurzen Entscheidungswegen und offener Kommunikation - Praxisnahe Erfahrungen, die weit über klassische Werkstudententätigkeiten hinausgehen

Role Description The Sr. Representative provides counsel and guidance within established SLEs to Field, Store, and Distribution Leaders, as well as Corporate Leaders and Associates to include: - Policy interpretation - Disciplinary guidance - Performance management - Approval of all involuntary terminations - ADA interactives assisting Investigators with case management preparation - 3rd Party charge responses - Unemployment and DOL claims hearing preparation and participation as needed The base salary range for this role is $54,000 – $74,250. The base salary range is dependent on factors including, but not limited to, experience, skills, qualifications, relevant education, certifications, seniority, and location. The range listed is just one component of the total compensation package for employees. Other rewards vary by position and location. Qualifications - Two or more years of HR experience preferred - Bachelor’s degree preferred - Excellent oral and written communication skills - Work independently - Excellent analytical and customer service skills - High attention to detail and accuracy - PowerPoint, Excel, and Word proficient Requirements - Provide counsel and guidance to Field, Store, and Distribution Leaders and Corporate Leaders and Associates - Review and approve involuntary separations requests for stores and distribution centers; escalate as necessary - Facilitate ADA Interactive conversations based on requests from business units, documenting in the case management system and following up as needed - Work with Supervisor to interpret HR policies and procedures - Assist Field, Store, Distribution, and Corporate Leaders in redirecting associates when necessary; formulate action plans with managers when potential associate problems are identified - Work with Supervisor to provide analytics and make recommendations to HR Leadership regarding potential associate relations issues based on trends - Gather critical data (reporting, associate files, policy sign-offs, etc.) to assist Investigators in responding to allegations, 3rd Party charges, Unemployment claims, etc. - Coordinate and investigate Department of Labor claims as needed; track, record, and maintain records - Guide Field, Store, Distribution, and Corporate Leaders in implementing and communicating policies and procedures - Assist in evaluating Human Resource training needs based on trends identified in case management; recommending training topics to be presented for Field, Store, Distribution, and Corporate Leaders - Partner with HR Leadership in recommending human resource policy and procedural changes - Monitor final pay and effective scheduling compliance within guidelines - Other duties as assigned Physical Requirements/ADA The position may be performed remotely anywhere within the United States. This position requires the ability to use a computer, work as part of a team, and the ability to communicate with team members and others. Supervisory Responsibilities None Disclaimer This job description is a summary of the primary duties and responsibilities of the job and position. It is not intended to be a comprehensive or all-inclusive listing of duties and responsibilities. Contents are subject to change at management’s discretion. Ross is an equal employment opportunity employer. We consider individuals for employment or promotion according to their skills, abilities and experience. We believe that it is an essential part of the Company’s overall commitment to attract, hire and develop a strong, talented and diverse workforce. Ross is committed to complying with all applicable laws prohibiting discrimination based on race, color, religious creed, age, national origin, ancestry, physical, mental or developmental disability, sex (which includes pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), veteran status, military status, marital or registered domestic partnership status, medical condition (including cancer or genetic characteristics), genetic information, gender, gender identity, gender expression, sexual orientation, as well as any other category protected by federal, state or local laws.

Role Description This role will provide site HR business partnership to client groups within the Operations, Engineering, Supply Chain, and Quality organizations, as well as partner with the HR team to drive HR strategies that will drive business success. - Oversee the planning, coordination, and execution of all site activities. Identify and resolve any issues or conflicts that arise on-site, ensuring minimal disruption. - Directly support assigned leaders and employees, and partner with other business leaders, HR Business Partners, and Center of Excellence to implement strategic initiatives to drive business growth and improve organizational capability. - Drive results to increase site performance, along with healthy organizational health metrics. - Responsible for employee engagement plan and onboarding. - Utilize trends and analytics to provide proactive recommendations and propose solutions to enable sound talent divisions and initiatives. - Identify and diagnose issues to develop, recommend, and implement root cause solutions that enhance employee engagement/experience. - Build and utilize relationships with functional HRBPs to influence business priorities within the functions. - Responsible for leading end-to-end talent management processes within the division, including workforce planning, organizational design, talent development, performance management, diversity and inclusion, and compensation. - Manage projects and special initiatives within and outside the HR function. - Provides change management leadership. - Applies strategic approach to verbal and written communications. - Drive L3Harris business operating system (“e3,” L3Harris’s continuous improvement operating model) principles and processes with a focus on increasing administrative excellence and process improvement. - Other duties as assigned. Qualifications - Bachelor’s Degree and minimum 6 years of prior relevant experience as a HR Business Partner. - Graduate Degree and a minimum of 4 years of prior related experience as a HR Business Partner. - In lieu of a degree, minimum of 10 years of prior related experience as a HR Business Partner. Requirements - Experience driving HR strategy in performance management, employee engagement and retention, staffing, compensation, leadership coaching and development, and succession planning. - Understanding of employment law and applicable state requirements. - Ability to leverage approved AI resources to multiply HRBP impact. - Experience working as an HR Business Partner with increasing scope and responsibility, supporting various levels within the organization, preferably within a matrix and government contracting environment. - Strong communication, interpersonal, influencing, coaching, and consulting skills. - Highly adaptable and able to succeed in a fast-paced dynamic environment. - Ability to collaborate in a team environment as well as operate independently. - Possesses a high degree of professional integrity and confidentiality with an eye for attention to detail. - Proficient in Word, Excel, and PowerPoint with the ability to analyze and display data. - Knowledge of HR systems such as PeopleSoft, Oracle, and SuccessFactors. - Open to travel and relocation for additional career opportunities. Benefits - Health and disability insurance. - 401(k) match. - Flexible spending accounts. - EAP (Employee Assistance Program). - Education assistance. - Parental leave. - Paid time off. - Company-paid holidays.