Company Description NBCUniversal is one of the world's leading media and entertainment companies. We create world-class content, which we distribute across our portfolio of film, television, and streaming, and bring to life through our global theme park destinations, consumer products, and experiences. We own and operate leading entertainment and news brands, including NBC, NBC News, NBC Sports, Telemundo, NBC Local Stations, Bravo, and Peacock, our premium ad-supported streaming service. We produce and distribute premier filmed entertainment and programming through our powerhouse film and television studios, including Universal Pictures, DreamWorks Animation, and Focus Features, and the four global television studios under the Universal Studio Group banner, and operate industry-leading theme parks and experiences around the world through Universal Destinations & Experiences, including Universal Orlando Resort, home to Universal Epic Universe, and Universal Studios Hollywood. NBCUniversal is a subsidiary of Comcast Corporation. Visit www.nbcuniversal.com for more information. Our impact is rooted in improving the communities where our employees, customers, and audiences live and work. We have a rich tradition of giving back and ensuring our employees have the opportunity to serve their communities. We champion an inclusive culture and strive to attract and develop a talented workforce to create and deliver a wide range of content reflecting our world. Job Description The Operations & Technology HR team is looking for a motivated, highly organised and detail-driven HR Coordinator to join the team on a 12-month fixed term contract. This is a hands-on, fast-paced role that plays a vital part in keeping the HR team running smoothly. It will suit someone who enjoys a hands-on role at the heart of the HR team and who brings strong experience in HR administration, payroll data entry, HR systems, and reporting. You will act as a central point of coordination for the HR team-ensuring employee data is accurate, payroll inputs are timely, and HR systems are maintained to a consistently high standard. Supporting a diverse employee population across Operations and Technology, you will work closely with colleagues in Payroll, HR Operations, Talent Acquisition and Global Mobility, while gaining exposure to broader HR initiatives across the employee lifecycle. Key Responsibilities Payroll, HR Systems & Data - Process and manage all monthly UK payroll changes, including starters, leavers, contractual changes, and data amendments, ensuring accuracy and timely submission. - Act as a key point of contact for payroll inputs, working closely with Payroll to resolve queries and discrepancies. - Maintain and audit employee data within HRIS systems (SAP experience preferred), ensuring data integrity, accuracy, and compliance. - Produce regular and ad-hoc HR reports and metrics, supporting headcount tracking, audits, and management reporting. - Ensure organisational charts, employee records, and HR system data remain accurate and up to date across multiple business units. Employee Lifecycle - Own and coordinate onboarding activities for new hires, from role advertising through to HR and benefits induction, ensuring a smooth and welcoming start. - Prepare and issue employment documentation and letters for new and existing employees, maintaining accurate and compliant employee records. - Coordinate leaver processes, including exit interviews and data tracking. - Track and maintain visa and immigration documentation in line with compliance requirements. Systems, Processes & Programme Support - Leverage strong systems expertise to support day-to-day HR operations, confidently working across HRIS, ATS, and related HR platforms. - Support HR programme rollouts such as performance reviews, salary planning, benefits enrolment, and early careers initiatives. - Support Global Mobility activities, including relocations and remote working requests. Employee Support & Stakeholder Management - Act as a first point of contact for HR queries, delivering accurate, timely, and customer-focused support. - Respond to policy queries (e.g. family-friendly policies, absence management), escalating issues appropriately. - Act as a liaison between HR teams to help resolve day-to-day employee issues efficiently and professionally. Additional Responsibilities - Support wider HR project initiatives as required. - Review, check, and process invoices. - The responsibilities associated with this position are not limited to the above description and may be modified at any time by the Company. Qualifications What We're Looking For Key Skills & Experience - Strong experience in HR administration, with a particular focus on payroll data entry, HR systems, and reporting. - Experience working with HRIS platforms (SAP preferred) and Applicant Tracking Systems (ATS). - Confidence working with HR data, spreadsheets, and reports. - Strong proficiency in Microsoft Excel, PowerPoint, Outlook, and Teams. You Are - Highly organised, with excellent attention to detail and strong follow-through. - Systems-savvy and comfortable working across multiple HR platforms. - Analytical, with a strong eye for accuracy and the ability to spot inconsistencies in data. - Clear and confident in both written and verbal communication. - Able to prioritise tasks effectively and manage multiple competing priorities in a fast-paced environment. - Discreet and professional, with the ability to handle sensitive information and maintain confidentiality at all times. - Service-minded, with a professional approach and a strong focus on delivering a high-quality employee experience. Additional Information As part of our selection process, external candidates may be required to attend an in-person interview with an NBCUniversal employee at one of our locations prior to a hiring decision. NBCUniversal's policy is to provide equal employment opportunities to all applicants and employees without regard to race, color, religion, creed, gender, gender identity or expression, age, national origin or ancestry, citizenship, disability, sexual orientation, marital status, pregnancy, veteran status, membership in the uniformed services, genetic information, or any other basis protected by applicable law. If you are a qualified individual with a disability or a disabled veteran and require support throughout the application and/or recruitment process as a result of your disability, you have the right to request a reasonable accommodation. You can submit your request to AccessibilitySupport@nbcuni.com.

HRIS Specialist Full time Remote Location: Orlando, Florida, United States Overview Description About AssistRx AssistRx blends innovative technology with deep healthcare expertise to help life sciences companies improve patient access, visibility, and outcomes. Our solutions simplify complex therapy initiation and reimbursement processes, enabling patients to start and stay on the treatments they need. As a growing health-tech organization, we partner with leading pharmaceutical and biotechnology companies to navigate an evolving healthcare landscape. At AssistRx, our people are our greatest asset—we foster a collaborative, high-performance culture where employees are empowered to grow, innovate, and make a meaningful impact on patient lives. The Opportunity The HRIS Specialist is responsible for maintaining accurate and timely employee data within the HRIS, with a strong emphasis on ADP system expertise. This role supports the full employee lifecycle by processing status changes, job updates, onboarding and offboarding transactions, and generating routine and ad‑hoc reports. The HRIS Specialist partners closely with HR, Payroll, and business leaders to ensure data integrity, compliance, and effective system utilization. The position also contributes to system enhancements, testing, and implementation initiatives. Key Responsibilities - Process employee lifecycle transactions, including hires, terminations, promotions, transfers, compensation changes, and other status updates in ADP. - Maintain data accuracy and ensure compliance with organizational policies, audit requirements, and regulatory standards. - Prepare, validate, and distribute recurring and ad‑hoc HR reports and data extracts. - Support system upgrades, enhancements, and implementation activities, including testing and documentation. - Troubleshoot HRIS issues, escalate technical problems, and collaborate with the Manager, HRIS & Reporting on solutions. - Assist with onboarding and offboarding workflows to ensure a seamless employee experience. - Conduct data audits and participate in data cleanup and process improvement initiatives. - Provide end‑user support and training for HR and business partners on ADP functionality and best practices. What Sets You Apart - You have successfully supported call centers, shared services, healthcare operations, or other high-volume environments - You are comfortable managing ambiguity, rapid change, and competing priorities - You balance empathy with accountability and operational discipline - You can influence frontline leaders, managers, and senior leaders alike - You bring strong judgment, resilience, and executive presence Requirements Required Skills & Experience - Min of 2-4 years HRIS experience - Hands‑on experience working in ADP (Workforce Now or similar) in prior HR roles. - Strong understanding of HR data, employee lifecycle processes, and HR operations. - Proficiency in HR reporting, data validation, and Excel or similar tools. - Ability to manage high‑volume transactions with accuracy and attention to detail. - Experience supporting system implementations, upgrades, or user acceptance testing. - Strong analytical, problem‑solving, and communication skills. - Ability to collaborate effectively with HR, Payroll, and business stakeholders. Preferred Qualifications - Experience with additional HR systems, integrations, or workflow tools. - Knowledge of compliance requirements related to employee data and recordkeeping. - Background in process improvement or workflow optimization. - HR or HRIS‑related certifications (e.g., SHRM‑CP, PHR, ADP Workforce Now certifications). Education - Associates/Bachelor’s Degree in Human Resources, Business Administration, Information Systems, or a related field or equivalent combination of education and relevant HRIS/ADP experience may be considered. Benefits - Competitive pay structure, - Matching 401(k) with immediate vesting, - Medical, dental, vision, life, & short-term disability insurance, - Paid time off and eight (8) paid holidays throughout the calendar year, and - Through proven success, motivation, and team work, potential for growth and promotions within the organization. AssistRx, Inc. is proud to be an Equal Opportunity Employer. All qualified applicants will receive consideration without regard to race, religion, color, sex (including pregnancy, gender identity, and sexual orientation), parental status, national origin, age, disability, family medical history or genetic information, political affiliation, military service, or other non-merit based factors, or any other protected categories protected by federal, state, or local laws. All offers of employment with AssistRx are conditional based on the successful completion of a pre-employment background check. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification document form upon hire. Sponsorship and/or work authorization is not available for this position. AssistRx does not accept unsolicited resumes from search firms or any other vendor services. Any unsolicited resumes will be considered property of AssistRx and no fee will be paid in the event of a hire.

Role Description We are seeking a strategic, accomplished, and highly credible Director of Human Resources to lead the Human Resources function in a complex government contracting environment. This executive leadership role requires deep expertise in federal contracting, Service Contract Act (SCA) and wage determination administration, benefits strategy, payroll coordination, HR systems, regulatory compliance, and employee relations. The Director of Human Resources will shape and execute HR strategy, provide leadership to the HR team, and ensure policies, programs, and operations are aligned with organizational objectives, regulatory requirements, and workforce priorities. Objectives of this role - Provide strategic leadership and direction for the full spectrum of Human Resources functions, including talent acquisition, onboarding and offboarding, employee relations, benefits, payroll coordination, compliance, HR systems, reporting, and policy administration. - Lead the HR function within a government contracting environment, bringing strong command of Service Contract Act (SCA) requirements, wage determinations, fringe benefit administration, and related labor compliance obligations. - Provide executive oversight of HR systems, benefits and payroll-related processes to ensure data integrity, reporting accuracy, operational efficiency, and scalable support for business growth. - Establish HR priorities, objectives, metrics, and executive reporting that support informed decision-making by senior leadership and the Chief Administrative Officer (CAO). - Oversee benefits, leave programs, payroll coordination, employee relations, and compliance activities for both SCA and non-SCA employee populations. - Serve as a trusted advisor to leadership and a credible partner to employees, clients, auditors, vendors, and external stakeholders on high-impact and sensitive matters. This position reports to the Chief Administrative Officer (CAO). Supervisory Responsibilities - Lead, develop, and mentor HR staff to build a high-performing function equipped to support a growing government contractor workforce. - Oversee the priorities, workflow, and performance of the HR team to ensure operational excellence, responsiveness, and accountability. - Provide the Chief Administrative Officer (CAO) with timely insights, recommendations, and updates on workforce, compliance, and operational matters. - Guide complex employee relations matters, workplace investigations, corrective actions, and terminations with sound judgment and alignment to policy and law. - Maintain executive oversight of HR compliance activities, filings, audits, and reporting obligations applicable to federal contractors. Responsibilities - Build and sustain a strong Human Resources function that supports workforce stability, organizational growth, compliance, and employee engagement. - Assist with benefit strategy, annual renewals, broker and vendor relationships, open enrollment, and employee communications for both SCA and non-SCA benefit programs. - Direct HR operations, including payroll interface activities, benefit administration, compliance, records management, and HR systems support. - Partner with senior leadership to align Human Resources strategy with business objectives, contract requirements, and evolving workforce needs. - Serve as the primary HR liaison to vendors, payroll partners, auditors, and other external stakeholders. - Lead complex employee relations matters, workplace investigations, corrective actions, and terminations with strong judgment and risk awareness. - Ensure compliance with applicable federal, state, and local employment laws and government contractor requirements, including SCA, wage determinations and related reporting obligations, as applicable. - Oversee the employee handbook, HR department policies, standard operating procedures, and internal controls to ensure consistency, clarity, and compliance. - Set priorities, allocate resources, and assess team capabilities to ensure effective execution across HR programs and strategic initiatives. - Monitor regulatory developments, market trends, and HR technology advancements to enhance compliance, efficiency, and employee experience. - Leverage HR systems and workforce analytics to strengthen reporting, compliance tracking, and executive decision-making. - Support planning, budgeting, and forecasting for HR programs, systems, and operational priorities. Qualifications - Progressive Human Resources leadership experience within a minimum 5+ years of federal government contracting environment. - Demonstrated command of Service Contract Act (SCA) requirements, wage determinations, fringe benefit administration, and related payroll and benefits practices. - Strong knowledge of federal and state employment laws and government contractor compliance requirements. - Executive presence and the ability to influence, advise, and build credibility across all levels of the organization. - Exceptional verbal and written communication skills, including the ability to navigate sensitive, confidential, and high-impact matters with professionalism. - Strong relationship management, interpersonal, and stakeholder engagement skills. - Excellent organizational discipline, attention to detail, and follow-through. - Strong analytical, problem-solving, and decision-making skills, with the ability to assess risk and recommend practical, business-aligned solutions. - Demonstrated success leading teams, developing talent, and driving accountability and performance. - Strong working knowledge of HRIS/HRMS platforms and reporting tools; experience with GovConPay/iSolved is strongly preferred. - Advanced proficiency in Microsoft Office and the ability to produce clear, accurate, and executive-level reports, analyses, and presentations. Education and Experience - Bachelor's degree in Human Resources, Business Administration, or a related field required; advanced degree preferred. - Minimum 5+ years experience as HR professional leading an HR team. - SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred. - Demonstrated experience overseeing payroll vendor relationships, payroll-related reporting, and HR data integrity. - Significant experience with HRMS/HRIS platforms; experience with iSolved (GovConPay) is strongly preferred. - Demonstrated experience open enrollment administration. - Experience with Unanet financial and timekeeping systems preferred. ONLY Qualified candidates should apply.

Role Description Reporting to the SVP, Talent & Culture, the HRBP Lead serves as the primary HR partner and single point of accountability for the Commercial, Marketing, and Transformation functions globally. This role owns the people agenda end-to-end, driving business-aligned HR delivery across all stages of the employee lifecycle. Operating within a COE-led model in close collaboration with shared services, this is a high-impact individual contributor role requiring the ability to influence senior leaders across multiple geographies and time zones. Job Responsibilities - Functional Strategy Partnership: Act as a strategic partner to functional leadership teams by co-shaping and enabling the execution of functional strategies. - Bring a people and organizational lens to strategic discussions by: - Assessing organizational capabilities, structure, and readiness. - Identifying talent-related risks and opportunities. - Advising on resource allocation, budget considerations, operating model implications, and change impact to support functional priorities. - Headcount Planning & Workforce Strategy: Drive headcount planning for assigned functions by partnering with functional leaders to: - Anticipate workforce needs. - Identify capability gaps. - Align role prioritization, timing, and workforce scenarios across annual planning cycles with functional strategies, operating models, and financial constraints. - Organizational Design: Shape and evolve organizational design efforts for assigned functions by: - Shaping structures, roles, spans and layers, and operating models in alignment with functional strategy. - Partnering with functional leaders to assess design effectiveness, clarify accountability, and drive sustainable organizational outcomes. - Talent Acquisition: Enable high-quality talent acquisition outcomes for assigned functions in partnership with the Talent Acquisition COE and functional leaders by: - Playing an active, hands-on role at critical stages to ensure clarity of role requirements. - Ensuring consistent selection decisions for key roles and alignment on hiring conditions. - Reinforcing leader accountability throughout the process and leveraging metrics and feedback to continuously improve TA effectiveness. - Supporting effective onboarding and leader assimilation from Day 1 integration through early goal setting, check-ins, and timely interventions to accelerate performance and reduce attrition risk. - Learning & Development: Partner with the Learning & Development COE and functional leaders to execute L&D and talent management priorities across assigned functions by: - Leading performance management cycles, talent reviews, succession planning, and identification of key and critical talent. - Enabling and co-delivering COE-led learning, development, and leadership initiatives. - Ensuring effective rollout, adoption, and impact, supporting development planning and future-ready capability building based on talent and performance insights. - Culture & Talent Engagement: Champion talent engagement across assigned functions in collaboration with the Talent Engagement COE and functional leaders by: - Overseeing the deployment of engagement surveys and translating insights into focused, leader-led action plans. - Enabling leaders to activate Foundever’s culture through consistent behaviors and team practices. - Promoting the fair and meaningful use of recognition programs, leveraging engagement and recognition insights to drive continuous improvement. - Total Rewards: Execute global compensation and rewards frameworks across assigned functions in partnership with the Total Rewards COE and functional leaders by: - Driving annual salary and variable pay cycles within global guidelines. - Ensuring fair, consistent, and data-driven outcomes. - Advising leaders using performance, market, and pay equity insights. - Reinforcing adherence to reward policies and supporting clear communication and understanding of compensation programs. - Employee Relations & Offboarding: Partner with local HR teams, Legal and Ethics to lead restructuring activities for assigned functions by: - Ensuring compliance with country-specific labor regulations and global policies. - Supporting effective communication and change management. - Guiding leaders through resignations and terminations, ensuring offboarding processes are completed accurately. - Supporting the management of compliance, security, and conduct cases. Qualifications - 12+ years of progressive HR experience, with at least 7 years in a senior HRBP or HR leadership role supporting C-suite or senior executive stakeholders in a global, matrixed organization. - Bachelor's degree in Human Resources, Business Administration, Psychology, Organizational Development, or a related field. - Demonstrated experience owning the end-to-end HR agenda for a business unit or corporate function. - Experience supporting global functions across multiple geographies and time zones. - Background in fast-paced, high-change, or transformation environments (BPO, tech, or professional services sectors preferred). - Fluency in English (written and spoken) is required; additional languages are a plus. - Ability and willingness to travel internationally on an occasional basis to support key business moments, stakeholder engagement, or team events. - Comfortable operating in a fully or hybrid remote environment, with the ability to maintain strong relationships and deliver impact without regular in-person interaction. Requirements - Exposure to supporting commercial, marketing, or transformation functions at a global level. - Experience leading or actively contributing to large-scale organizational redesign or restructuring initiatives. - Familiarity with workforce planning methodologies and headcount/financial planning cycles. - Track record of coaching and influencing senior leaders through significant organizational change. - Master's degree or MBA with a focus on Human Resources, Organizational Development, or Business Strategy. Location We are looking for an individual located and authorized to work within the EMEA region. Company Description Foundever® is a global leader in the customer experience (CX) industry. With 150,000 associates across the globe, we’re the team behind the best experiences for +750 of the world’s leading and digital-first brands. Our innovative CX solutions, technology and expertise are designed to support operational needs for our clients and deliver a seamless experience to customers in the moments that matter.