Role Description The Director of HR Solutions is responsible for shaping and driving strategic people transformation initiatives that advance business transformation, organizational effectiveness, and workforce readiness. Serving as a business-facing internal consultant, this role leads cross-functional initiatives and partners with business leaders, People Strategists, and HR Centers of Excellence (COEs) to develop and execute people strategies that enable enterprise transformation initiatives, including AI-enabled ways of working and evolving business operating models. This role serves as a trusted advisor to leaders by ensuring the people implications of enterprise transformation are thoughtfully assessed and addressed, including: - Organizational design - Workforce strategy - Talent requirements - Change adoption Leveraging strong change leadership and program execution capabilities, the Director of HR Solutions drives organizational readiness and sustained adoption, helping the business successfully navigate change and achieve strategic outcomes. At Lumen, we’re not just transforming our systems – we’re reimagining how people and technology work together to create a more agile, innovative, and high-performing future. Work Location This is a remote opportunity open to candidates located anywhere in the U.S. Main Responsibilities - Serve as a strategic advisor to senior business leaders on enterprise transformation initiatives, including AI-enabled ways of working and evolving business operating models, ensuring organizational impacts, people implications, and change requirements are identified and addressed. - Advise leaders on the people implications of AI adoption and technology-enabled transformation, including organizational capabilities, role redesign, workforce planning, skills evolution and change readiness. - Lead multiple cross-functional initiatives to assess organizational impacts and develop integrated people strategies that advance business transformation, organizational effectiveness, workforce readiness, and employee experience. - Lead the development and execution of organizational design and workforce strategies that align with evolving business operating models, improve organizational effectiveness, clarify accountability, and enable sustained transformation. - Lead enterprise change management strategies that enable a successful transformation, ensuring organizational readiness, stakeholder alignment, capability building, adoption, and measurable business outcomes. - Collaborate closely with project sponsors and cross-functional teams to define initiative scope, deliverables, resource requirements, success measures, work plan, implementation strategies, change plans, and governance frameworks. - Drive effective execution of transformation initiatives by ensuring timely delivery of milestones and deliverables, facilitating effective project and stakeholder meetings, providing progress updates, and driving accountability throughout the transformation lifecycle. - Identify and mitigate transformation risks, inform initiative prioritization, and integrate employee engagement, experience, and capability-building strategies to enable lasting adoption and long-term transformation success. Qualifications - Bachelor's degree in HR, Organizational Development, or related field, or equivalent experience - 10+ years of progressive HR experience with expertise in organizational design, workforce transformation, change management and related disciplines. - 4+ years of direct or matrixed leadership experience. - Demonstrated experience assessing and addressing the people implications of transformation, including organizational redesign, operational model evolution, workforce planning, role design, capability development, and change adoption. - Deep expertise in organizational design and effectiveness, including organizational structures, spans and layers, decision rights, governance, team effectiveness, and organization diagnostics. - Demonstrated working knowledge of generative AI and AI agents, including their impact on workforce design and operating models. - Strong executive experience with demonstrated ability to build strong relationships, influence senior leaders and executive stakeholders. - Exceptional organizational, consulting, problem-solving, and strategic execution capabilities. - Strong analytical skills and business acumen with the ability to leverage data and insights to inform decisions. - High learning agility and ability to thrive in ambiguity, navigate complexity, and adapt to shifting priorities. - Self-motivated, self-directed leader with a continuous improvement mindset. Preferred Qualifications - Prior experience leading enterprise transformation programs and strategic workforce initiatives. - Experience supporting AI-enabled transformation and translating AI-driven business priorities into workforce, organization, and change implications. - Experience working in agile environments and applying agile principles to transformation delivery and change execution. - Professional certifications such as Prosci, CCMP, SPHR, SHRM-SCP, or Agile certifications (e.g., SAFe, Scrum Master). Compensation This information reflects the anticipated base salary range for this position based on current national data. Minimums and maximums may vary based on location. Individual pay is based on skills, experience and other relevant factors. - $152,066 - $202,755 in these states: AL, AR, AZ, FL, GA, IA, ID, IN, KS, KY, LA, ME, MO, MS, MT, ND, NE, NM, OH, OK, PA, SC, SD, TN, UT, VT, WI, WV, WY - $159,670 - $212,893 in these states: CO, HI, MI, MN, NC, NH, NV, OR, RI - $167,273 - $223,031 in these states: AK, CA, CT, DC, DE, IL, MA, MD, NJ, NY, TX, VA, WA Benefits - Comprehensive package featuring a broad range of Health, Life, Voluntary Lifestyle benefits and other perks.

• Conduct workplace investigations involving employee relations matters, including allegations related to discrimination, harassment, retaliation, and other company policy violations. • Investigate complaints involving workplace misconduct, including matters related to Title VII protections, such as discrimination, harassment, and retaliation. • Interview employees and stakeholders, prepare investigative findings, and partner with HR and Employee Relations teams to support timely resolutions. • Ensure investigations are conducted fairly, thoroughly, and in compliance with applicable employment laws and company policies.

• Support the employee onboarding process, helping new hires get set up and proficient with the firm's technology stack within their first week. • Assist with HR document, process, and compliance audits, and monitor completion of required documentation, certifications, training, and policy acknowledgements. • Follow up with employees and managers on outstanding compliance items. • Maintain accurate HR records within Rippling and other HR systems. • Support sourcing for open roles, including candidate outreach and headhunting for hard-to-fill positions when standard applicant pipelines fall short. • Help manage candidate pipelines and keep hiring managers updated on status. • Assist with background and reference checks and credential verification. • Participate in candidate interviews alongside hiring managers. • Help maintain and update the firm's training curriculum, onboarding materials, and learning resources. • Assist in creating SOPs, workflow documentation, process maps, and training materials as needed. • Support the development of assessments and knowledge checks to track training completion. • Identify opportunities to streamline HR workflows through automation and AI-powered tools. • Help maintain workflows within monday.com and other operational platforms.

**Position Summary:** - Job Title: Human Resources Specialist - Full Time/Part Time/PRN: PRN (as needed, can vary from 0 to 40 hours per week depending on business need) - Exempt/Non-Exempt: Non-exempt - Temporary/Seasonal/Regular: Temporary - Hourly/Salary: Hourly - Compensation: $26-32/hour - Travel/Location: Remote **Mission of Role/Position Summary:** The Temporary Human Resources Specialist provides comprehensive HR support across multiple functional areas, including talent acquisition, employee relations, leaves of absence administration, benefits support, onboarding, compliance, and general HR operations. This role serves as a key point of contact for employees and managers, helping to ensure a positive employee experience while maintaining compliance with company policies and employment regulations. The ideal candidate is highly organized, customer-focused, able to manage multiple priorities, and capable of working independently in a fast-paced environment. **Tasks, Duties, and Responsibilities:** Reasonable accommodation will be made to enable individuals with disabilities to perform the following essential functions: **Talent Acquisition & Onboarding** - Coordinate full-cycle recruitment activities for assigned positions. - Partner with hiring managers to schedule interviews and facilitate candidate selection processes. - Manage applicant tracking system activities, including posting jobs, screening candidates, and maintaining candidate records. - Conduct pre-employment processes, including background checks, employment verifications, and offer documentation. - Facilitate new hire onboarding and orientation programs to ensure a smooth transition into the organization. - Maintain recruitment metrics and provide hiring status updates. **Employee Relations** - Serve as a first point of contact for employee and manager inquiries regarding HR policies, procedures, and workplace concerns. - Assist with employee relations matters by gathering information, documenting cases, and partnering with HR leadership on resolutions. - Support performance management processes, including coaching conversations, corrective actions, and employee documentation. - Promote positive employee engagement and a respectful workplace culture. **Leave Administration** - Administer and track employee leaves of absence, including FMLA, ADA accommodations, workers' compensation, parental leave, and other company leave programs. - Communicate leave requirements, timelines, and documentation needs to employees and managers. - Coordinate with third-party leave administrators and benefits vendors as needed. - Ensure leave records are maintained accurately and confidentially. **Benefits Administration** - Respond to employee questions regarding benefit plans, enrollment, eligibility, and life event changes. - Process benefits-related transactions and maintain accurate records in HR systems. - Support open enrollment activities, employee communications, and benefits education efforts. - Coordinate with benefits vendors to resolve employee issues and discrepancies. **HR Operations & Compliance** - Maintain accurate employee records and HRIS data. - Assist with audits, reporting requirements, and record retention activities. - Ensure compliance with federal, state, and local employment laws and company policies. - Prepare HR reports, metrics, and analyses as requested. - Support special HR projects and initiatives.