• Provide hands-on HR execution and advisory support to client organizations across payroll, benefits administration, employee relations, and general HR operations • Conduct bi-monthly payroll accurately and on time; prepare payroll and benefits-related reports • Administer employee benefit enrollments, changes, and ongoing support across HRIS platforms • Provide employee relations support using HR best practices • Support performance management systems and feedback processes • Ensure HR processes and documentation comply with federal, state, and local employment laws • Develop, maintain, and improve HR policies, procedures, and workflows • Coordinate with legal counsel and external partners as needed • Serve as a trusted HR partner and advocate for client culture and people practices

Role Description The Human Resources Business Partner will support the HR Manager/Director in managing employee relations, performance management, compensation events, succession planning, and employee engagement and talent management. You will be responsible for evaluating employee programs, recommending improvements to employee relations policies, and ensuring that all employee-related policies in each department align with corporate goals and established regulations. You will ensure all employee records are up-to-date and confidential, and you’ll also act as the main point of contact for employees’ queries on HR-related topics. - Participates/leads regular check-in meetings with respective division market leaders. - Performs routine tasks required to administer and execute human resource programs including but not limited to: - Compensation - Benefits - Leave - Disciplinary matters - Disputes and investigations - Performance and talent management - Productivity, recognition, and morale - Occupational health and safety - Training and development - Consults with line management, providing HR guidance when appropriate. - Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies. - Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations. - Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. - Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). - Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. - Provides HR policy guidance and interpretation. - Provides guidance and input on business unit restructuring, workforce planning, and succession planning. - Identifies training needs for business units and partners with Talent Management on identifying and delivering training solutions. - Maintains the HRIS to ensure data accuracy and compliance. - Leads employee disciplinary meetings, terminations, and investigations. - Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. - Performs other related duties as assigned. Company Description

Role Description Interstates is seeking a Senior Process Transformation Lead to help transform how work gets done across teams, functions, and systems. This role is ideal for a strategic, hands-on problem solver who can uncover inefficiencies, simplify complexity, and turn business opportunities into practical solutions that improve productivity, consistency, scalability, and business outcomes. As part of the Strategy Team, this leader will work across the business to assess current-state processes, identify friction, standardize where needed, and implement improvements — including automation and AI-enabled solutions. The right person brings a builder’s mindset, strong facilitation skills, and the ability to move from ambiguity to action. What You’ll Do - Lead process discovery across teams and functions to understand how work is done today, where friction exists, and where opportunities for improvement are most meaningful. - Assess process maturity and readiness for standardization, automation, or AI-enabled support. - Identify root causes of inefficiency, rework, inconsistency, unclear ownership, and other barriers that limit scalability and strong execution. - Work with leaders and teams to define clear problem statements and turn business needs into practical opportunities for improvement. - Design future-state processes, workflows, standards, tools, and templates that make work simpler, clearer, and more effective. - Build and deploy automation, decision-support tools, and AI agents that reduce manual effort and improve productivity and decision-making. - Partner with business leaders, IT, data, operational excellence, and other cross-functional teams to determine the right solution approach for each opportunity. - Lead or co-lead implementation from concept through adoption, including piloting, feedback loops, rollout, and sustainment. - Coach leaders on process standardization, AI readiness, and how to use emerging technologies in ways that are practical, responsible, and aligned with business needs. - Support change adoption by developing communication, training, and sustainment plans that help teams embrace new ways of working. - Measure results, track impact, and build repeatable methods, playbooks, and tools that strengthen Interstates’ capability over time. - Help create a culture of continuous improvement where process transformation and AI free teams to focus on higher-value work. What Success Looks Like - Removing friction from core processes. - Improving clarity, consistency, and accountability. - Expanding practical use of automation and AI. - Strengthening cross-functional alignment. - Building solutions teams actually adopt and sustain. - Creating repeatable methods that improve how Interstates works over time. Qualifications - Significant experience in process transformation, operational excellence, business transformation, strategy execution, internal consulting, or solution implementation. - Demonstrated ability to move initiatives from discovery through design, implementation, adoption, and measurement. - Experience assessing and standardizing processes for automation or AI readiness. - Hands-on experience building or deploying AI agents, automation solutions, or intelligent workflows, or a strong ability to learn quickly. - Strong process mapping, problem-solving, facilitation, and solution design skills. - Experience developing workflows, standards, tools, playbooks, governance models, or operating rhythms. - Ability to translate business needs into AI-enabled or automated solutions. - Strong project leadership and cross-functional coordination skills. - Ability to partner effectively with business teams, technical teams, leaders, and frontline users. - Strong communication, coaching, and change enablement skills. - Ability to influence without authority and lead through ambiguity. Additional Information - Travel will be required and will vary according to business requirements. Up to 20% may be expected. - This position may be based out of our Sioux Falls, SD, Sioux Center, IA, or Omaha, NE offices or remote based. - The base pay range for this position is $150-170K + benefits. - This position is accepting applications until Monday, June 1, 2026.

Role Description As HR Manager, you will take end-to-end ownership of HR operations and key people initiatives, working closely with consultants and leadership. - HR Strategy & Workforce Planning - Align HR priorities with company development - Review team structure and proactively address staffing and skill gaps in co-operation with the sales department - Recruitment & Onboarding - Manage full recruitment cycle (needs definition to contract signature) - Own and operate online recruitment platform (job posting, screening, coordination) - Ensure structured onboarding processes - Performance Management - Establish and run a consistent performance management cycle - Policies, Contracts & Administration - Maintain HR policies and ensure compliance - Manage contracts - Compensation & Development - Support benefits development - Contribute to career development and training initiatives Qualifications - 2-4 years of experience in HR operations and/or HR generalist roles (ideally in multi-cultural / remote environments) - Strong capability in recruitment process management (from JD to signature) and confident stakeholder management with hiring managers - Good understanding of performance management frameworks and the discipline to run a cadence (reminders, documentation, consistency) - Solid organisational skills and high attention to detail (contracts, policies, compliance, documentation) - Strong communication skills (written & verbal) and ability to work independently in a remote set-up - Comfortable with HR systems/ATS and digital workflows (experience with Manatal or comparable ATS is a plus) - Fluency in English is required; additional languages are a plus - Minimum Bachelor's degree in a relevant field Benefits - A key role with end-to-end responsibility for HR across an international organisation - Direct collaboration with leadership and high exposure to organisational development - Flexible, remote part-time setup - Opportunity to shape and professionalise HR structures in a growing company