This page tracks remote human resources openings that are location-eligible for Oregon.
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Role Description We're looking for an organized and detail-oriented HR Manager to own our HR operations and ensure our global team is paid accurately, contracts are managed efficiently, and employee records remain compliant as we continue to scale internationally. - Hiring (especially poaching team members from other companies) - Onboarding & offboarding team members - Management of our LinkedIn and Glassdoor account - Planning company retreats - Payroll Qualifications - Someone with excellent people skills - Previous experience in HR - Experience preparing employment contracts and managing HR records - Excellent organizational skills with exceptional attention to details - Strong English communication skills, both written and verbal - Experience working with remote international teams Requirements - Position: HR Manager - Employment: Full-Time (40 hours/week) - Location: Fully Remote - Contract: Long-term Benefits - Join a Hyper-Growth Brand – From 0 to 150,000+ customers in 3 years. Your edits will directly influence sales and brand growth. - Real Career Growth – Your trajectory here is whatever you make of it. We promote from within and invest in people who want to grow. - Full Flexibility – Work from anywhere, anytime. We run on trust and results, not time tracking. - Learning Budget – Courses, books, consulting calls — we cover it. - Two Company Retreats a Year, Fully Paid – We rent a house in a new country each time, explore, and actually get to know each other. - Rated 5 out of 5 stars on Glassdoor
The Prince George's County Office of Human Resources Management (OHRM) provides HR services, policies, and programs to support the County's government employees. OHRM is committed to supporting the County's workforce by providing comprehensive human resources services and fostering a positive work environment.
Role Description The Senior Human Resources Analyst serves as a key member of the Human Resources team, providing comprehensive HR generalist support for the Fire/EMS Department. This position is responsible for managing and advising on a wide range of HR functions, including: - Recruitment - Classification - Employee relations - Performance management - Specialized reporting The role ensures compliance with applicable laws, regulations, and policies while supporting the unique operational needs of a public safety workforce. Additionally, the Senior HR Analyst will serve as backup support for the promotional examination process as well as new recruit planning and onboarding, ensuring continuity of critical HR operations. This position is considered essential. Examples of Work - Core HR Operations - Coordinate and oversee the full lifecycle of personnel actions, including promotion, separation, and other HR transactions. - Review and validate personnel transactions to include reclassifications, special assignments, salary adjustments. - Ensure accuracy of personnel documentation by conducting quality reviews and coordinating corrections. - Advise supervisors and employees on HR policies, labor agreements, and conflict resolution. - Investigate workplace concerns, document findings, and recommend appropriate action. - Promote positive labor-management relationships within a 24/7 emergency services environment. - Classification, Compensation & Performance Management - Conduct classification and reclassification studies. - Analyze internal salary data to ensure compensation recommendations follow County policies. - Provide guidance to managers and employees on classification standards and procedures. - Support the implementation of performance management systems. - Train supervisors on effective feedback and coaching strategies. - Reporting & Workforce Analytics - Track performance data and recommend process improvements. - Develop and deliver specialized reports to support workforce planning and compliance. - Monitor HR metrics to identify trends and solutions. - Ensure compliance with state, federal, and local reporting requirements. - Provide day-to-day support for organizational structure changes and updates. Qualifications - Bachelor's degree from an accredited college or university in Human Resources, Organizational Development, Business Management, Psychology, Public Administration, or closely related field. - Two (2) years of professional level human resources experience. - An equivalent combination of relevant education and experience may be accepted. - Preferred Qualifications: - A minimum of three (3) years of professional-level human resources experience. - A minimum of two (2) years of experience in public safety human resources. - Considerable knowledge of Microsoft Office Applications, SAP, Kronos, NEOGOV. - Possession of an SPHR, PHR, IPMA-CS, or equivalent certification. - Effective oral and written communication skills. - Understanding of supervisory and training principles. - Experience auditing and preparing comprehensive reports. Requirements - Work in a standard office environment with occasional field visits to Fire/EMS stations. - Meet all training and performance standards. - Wear and use agency protective apparel and equipment. - Successfully pass preemployment checks including reference checks and background investigations. - Be willing and able to serve as an essential employee supporting a 24/7 emergency services department. Additional Information - Salary Range Transparency: The salary range reflects the offer range for this position. - Tentative Interview Dates: August 3-7, 2026. - ONLY ONLINE APPLICATIONS WILL BE ACCEPTED. - Eligibility to Work: Under the Immigration Reform and Control Act of 1986, an employer is required to hire only U.S. citizens and lawfully authorized alien workers. Company Description The mission of the Prince George’s County Fire and Emergency Medical Services (EMS) Department is to serve our communities with excellence by providing the highest quality of risk reduction, fire suppression, rescue, emergency medical, and all-hazards response services to enhance the quality of life in Prince George’s County.
Role Description The HR Implementation Consultant plays a key role in delivering successful ADP Lyric and GlobalView workstream implementations by translating business requirements into effective system solutions. This position ensures projects are executed on time while driving alignment, optimizing processes, and long-term value for clients. This role partners with cross-functional stakeholders to deliver scalable, compliant, and high-performing HR solutions. - Support and deliver complex HCM implementation initiatives using Waterfall, Hybrid, and Agile methodologies, adapting the approach to align with client structure and business needs. - Drive accountability for project milestones and deliverables through proactive oversight, issue resolution, and effective coordination with the FosterThomas team. - Lead and support data harmonization, migration readiness, data validation, Lyric or GlobalView configuration support, testing during User Acceptance Testing, and dual maintenance, ensuring data integrity and compliance standards are met. - Assist in the design and documentation of scalable HR service delivery models, future-state workflows, and operational processes that support standardization across regions while respecting local requirements. - Prepare and deliver comprehensive weekly project status updates or dashboards highlighting accomplishments, upcoming activities, risks, and mitigation plans for both clients and leadership. - Identify, assess, and manage project risks, dependencies, and change impacts, escalating appropriately to minimize disruption and maintain implementation momentum. - Serve as a liaison between ADP, client stakeholders, internal teams, and third-party vendors to ensure clear communication, alignment of expectations, and timely resolution of issues. - Contribute to continuous improvement efforts by documenting and refining standard operating procedures (SOPs), governance models, and best practices for both internal teams and client partners. - Exercise sound, data-driven judgment in decision-making, balancing global standardization with regional compliance, operational realities, and long-term client success. - Maintain strong utilization and time management practices, ensuring high-quality client delivery while meeting billable performance expectations. Qualifications - Bachelor’s degree in Human Resources, Business Administration, Information Systems, or a related field (or equivalent combination of education and experience). - 3+ years of experience in HRIS or HCM implementations. - Working knowledge of core HCM modules (Core HR, Payroll, Benefits, Time & Attendance, or Talent). - Experience documenting current-state processes and developing future-state workflows, including detailed process documentation and standard operating procedures (SOPs). - Understanding of HR data structures, data governance, and data privacy concepts. - Advanced proficiency in Microsoft Office, particularly Excel (including complex formulas - VLOOKUPS, data analysis, and reporting). - Strong organizational, planning, and time management skills with the ability to manage multiple priorities in fast-paced environments. - Excellent communication, presentation, negotiation, and facilitation skills, with the ability to engage stakeholders at all levels. Experience with Visio, Miro, Power BI or Tableau is a plus. - Working knowledge of change management principles and experience supporting organizational and system transformation initiatives. - Demonstrated accountability, ownership, and commitment to delivering high-quality results both independently and collaboratively. - Strong analytical and decision-making skills, with the ability to exercise sound judgment under pressure. - Commitment to being accountable for results individually and as a team. - Must have the ability to travel to client sites if requested, which may include overnight stays. Preferred Qualifications - Direct experience leading global HCM implementations, including multi-country deployments. - Familiarity with GDPR, international data privacy regulations, and global compliance standards. - Experience working with global or multi-country HR systems (e.g., ADP Lyric/GlobalView, Workday, SAP SuccessFactors, S/4HANA, Oracle HCM, UKG, etc.). - Formal HR certification (PHR, SPHR, GPHR, SHRM-CP or SHRM-SCP, or equivalent). - Experience working within a consulting or client-facing delivery environment. - Exposure to global payroll, workforce management, or time and attendance integrations. Benefits - Robust and comprehensive Employee Benefits (children, partner and family options) package that includes: - Several medical, dental, and vision plans to choose from. - 100% company-paid life, short-term, and long-term disability insurance. - 100% company-paid mental health plan. - 401(k) plan with employer match. - Flexible Savings Account (FSA). - Paid time off (13 days during 1st year of service and 7 paid holidays and additional 5 days after 1 year of service). - Annualized salary range: $60,000-$140,000 based on qualifications and experience. - Company laptop. - This is a full-time VIRTUAL role. EEO Statement FosterThomas is an equal opportunity employer and is committed to equal employment opportunities in recruitment, hiring, promotion, training, compensation and disciplinary action regarding the terms and conditions of employment. FosterThomas does not discriminate based on race, religion, national origin, color, age, sex, disability, marital status, gender identity genetic information, sexual orientation, or sex, including pregnancy and childbirth, veteran status, or any other legally protected characteristic. FosterThomas does not use third-party domains for recruiting or interviews. Legitimate communications will always come from Fosterthomas.com email addresses. FosterThomas does not conduct interviews solely via text-based chat on Microsoft Teams.
Role Description The Human Resources Business Partner provides strategic and operational HR support to leaders and employees across assigned business units within the organization’s multi-company portfolio. This role partners directly with managers to address employee relations matters, performance management, organizational effectiveness, compliance, and workforce planning. The HRBP ensures consistent application of HR policies, strengthens leadership capability, and helps drive the company’s culture, retention, and engagement initiatives. - Serve as a primary HR point of contact for employees and managers within assigned business units. - Guide performance concerns, corrective action, conflict resolution, documentation, and coaching. - Conduct and support investigations related to misconduct, performance, or policy violations. - Ensure consistent application of policies and adherence to federal, state, and local employment laws across assigned entities and business units. - Partner with leaders to strengthen people-management skills, including feedback, coaching, and team dynamics. - Support managers in goal-setting, performance evaluations, and development planning. - Act as a trusted advisor on organizational dynamics, team alignment, HR processes, policies, and best practices. - Own employee relations, performance management, policy interpretation, compliance partnership, workforce planning support, and day-to-day HR advisory responsibilities for assigned business units. - Ensure employee actions and HR recommendations consider the regulatory, ethical, and confidentiality obligations of the assigned business units. - Support workforce planning discussions, including staffing needs, team structure, and succession risk. - Collaborate with Talent Acquisition to align hiring decisions with business needs and talent strategy. - Participate in onboarding and integration efforts to ensure a positive employee experience. - Work with leaders to identify engagement challenges and implement action plans to improve retention and morale. - Conduct stay interviews, exit interviews, and pulse check-ins to gather insights and identify trends. - Support diversity, equity, and inclusion initiatives across the organization. - Maintain accurate and confidential HR records, documentation, and case files. - Collaborate with the VP of HR and PEO partner to resolve compliance issues and maintain audit readiness. - Use HR data and metrics, including turnover, attendance, and performance trends, to support decision-making and identify areas for improvement. - Recommend process improvements to enhance HR service delivery and operational efficiency. - Support the development and rollout of HR programs, policies, and systems as needed. - Mentor HR team members across HR operations, benefits, employee relations, and talent development. - Partner with HR leadership and operational HR team members on escalated leave of absence, ADA, and workplace accommodation matters. - Support leaders and HR in assessing high-risk terminations and other sensitive employment actions. - Provide guidance on escalated return-to-work, fitness-for-duty, and interactive process matters. - Partner with leadership on organizational change, restructuring, role changes, and change management efforts. - Advise managers on complex employee situations involving overlapping performance, attendance, conduct, leave, and accommodation concerns. - Maintain a thorough understanding of and compliance with all federal and state regulations. - Maintain an open line of communication with Management. - Ensure and maintain the confidentiality of all personnel, client, and company information. - Maintain a positive and professional demeanor during all interactions with clients, fellow employees, and vendors. - Ability to accept performance feedback in a professional manner. - Regular attendance and arriving on time to all scheduled shifts and mandatory meetings. - Other duties as assigned. Qualifications - Bachelor’s degree in Human Resources, Business Administration, or related field required. - HR certification (SHRM-SCP, SPHR) preferred. - 3–5 years of progressive HR experience, with at least 2+ years supporting professional services (financial services, legal, insurance, healthcare administration, or similar). Requirements - Experience supporting multi-state or multi-location organizations is strongly preferred. - Background working with a PEO (Insperity, ADP TotalSource, etc.) is a plus. - Experience supporting remote or distributed teams is preferred. - Strong knowledge of federal and multi-state employment laws and regulations. - Demonstrated ability to handle sensitive employee relations matters with discretion and sound judgment. - Strong communication, relationship-building, and conflict-resolution skills. - Ability to analyze data, identify trends, and recommend actionable solutions. - Ability to manage multiple priorities in a fast-paced environment. - Proficiency with HRIS platforms, HR analytics, and workforce reporting tools. - Proven reliability and accountability in a remote work environment. - Proficiency in Microsoft Office (Word, Excel, Outlook) and comfort with new technologies. - Strong collaboration skills and ability to work effectively across departments. - Commitment to maintaining confidentiality and data security. - Embodies the Company’s core values. Physical Requirements - Prolonged periods of sitting at a computer workstation. - Ability to use standard office equipment (computer, headset, phone). - Manual dexterity for keyboarding and office equipment. - Visual acuity for reviewing digital and printed documents. - Continuous communication through virtual and digital platforms. - Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Work Environment - 100% remote; employees must maintain a private, distraction-free workspace with reliable internet connectivity. - Fast-paced, collaborative, and metrics-driven environment focused on service excellence and continuous growth.
• Serve as the primary point of contact for employee relations matters, including workplace concerns, performance issues, policy interpretation, and conflict resolution • Advise managers on employee performance, corrective actions, and terminations in alignment with company policy and legal standards • Provide day-to-day coaching and guidance to managers on employee engagement, communication, and people management practices • Support leadership in navigating organizational changes, performance management, and employee development • Manage HR operations across the employee lifecycle including onboarding, performance management, and offboarding • Ensure compliance with federal, state, and local employment laws including FLSA, FMLA, ADA, EEOC, OSHA, and government contractor requirements • Maintain HR policies, procedures, and employee handbook updates in alignment with regulatory changes • Oversee HR recordkeeping, data integrity, and confidentiality of employee information • Administer employee benefits programs including open enrollment, leave management (FMLA, ADA), and employee inquiries • Coordinate with external vendors and PEO partners to ensure timely and accurate benefit and payroll support • Oversee recruiting operations through management of the Sr. Recruiter • Partner with leadership on workforce planning, hiring needs, and onboarding processes • Support compensation and job structure initiatives in collaboration with leadership and external partners • Lead special projects and organizational initiatives as assigned
The official handle of the Corporate Relations-IIT Delhi, working towards strengthening industry-academia relationships.
• Develop and implement HR strategies and initiatives that support workforce planning, leadership development, succession planning, employee engagement, talent retention, organizational effectiveness, and business growth. • Partner with Area Leaders and business leadership teams to identify current and future talent needs, build workforce plans, address talent gaps, and support long-term business growth. • Evaluate organizational structures and recommend improvements to reporting relationships, team design, span of control, workforce deployment, and role alignment to improve operational effectiveness, accountability, and employee development. • Facilitate talent review discussions, succession planning efforts, promotion planning, and leadership development initiatives to strengthen organizational capability and leadership pipelines. • Manage and resolve complex employee relations matters and conduct effective, thorough, and objective workplace investigations while ensuring compliance, consistency, and fairness across the organization. • Support recruitment efforts by partnering with Talent Acquisition and business leaders. • Support and guide managers in performance management processes, including goal setting, coaching, performance feedback, development planning, corrective action, and succession planning. • Identify training and development needs and coordinate programs that enhance employee capabilities, leadership effectiveness, and organizational performance. • Ensure compliance with federal, state, and local employment laws and regulations while maintaining current knowledge of legal requirements and reporting obligations affecting HR functions. • Partner with Compensation and business leadership to support equitable and competitive pay practices, compensation planning, promotion recommendations, and employee retention strategies. • Analyze workforce trends, organizational metrics, employee engagement results, turnover data, and HR analytics to inform business decisions and improve HR programs and processes. • Foster a positive workplace culture through employee engagement initiatives, recognition programs, leadership coaching, and employee communication efforts. • Serve as a trusted advisor and coach to leaders on workforce planning, organizational change, talent management, employee development, leadership effectiveness, employee relations matters, and retention strategies. • Support the integration of acquired companies by assisting with cultural assimilation, employee onboarding, policy and process alignment, organizational transitions, HR systems adoption, employee communications, and other administrative activities necessary to ensure a seamless employee experience and successful business integration.
• Serve as a strategic business partner to various business unit groups • Provide expert advice on HR-related matters, including employee relations, talent management, workforce planning, and compliance with labor laws and company policies • Shape and drive strategic HR direction that optimizes people, structure, and culture • Act as the primary HR contact and strategic advisor for assigned business units • Maintain a deep understanding of the organization's current needs and future direction • Influence leadership discussions by providing proactive insight and recommending aligned people strategies • Gather and analyze data to develop effective plans for resolution • Advise on complex, ambiguous people-related challenges • Lead and implement development and succession plans • Consult on and help shape performance management activities • Conduct thorough investigations related to employee relations issues • Mentor and coach less experienced HRBPs
Role Description Are you experienced in Coordination of Benefits (COB), Medicare, insurance verification, healthcare claims, or medical billing? We're looking for a detail-oriented healthcare professional who enjoys solving complex insurance coverage issues and working in a fast-paced remote environment. As a Coordination of Benefits (COB) Specialist, you'll: - Investigate insurance coverage and determine the correct order of benefits. - Communicate with insurance carriers and healthcare providers. - Ensure claims are processed accurately while remaining compliant with Medicare and federal regulations. Key Responsibilities - Investigate and determine the correct Coordination of Benefits (COB) for members with multiple health insurance plans. - Review insurance eligibility, policy coverage, and documentation to verify the proper payer order. - Contact insurance carriers, Medicare (CMS), employer groups, healthcare providers, and members by phone, email, fax, and mail to validate coverage information. - Research complex healthcare eligibility issues and apply Medicare CMS and NAIC guidelines to determine primary and secondary coverage. - Document findings accurately in company systems while maintaining complete and detailed records. - Review Explanation of Benefits (EOBs) and other insurance documentation to support payment determinations. - Process incoming COB correspondence and update eligibility records as needed. - Handle inbound and outbound calls related to Coordination of Benefits inquiries. - Meet established productivity, quality, and turnaround time goals. - Maintain HIPAA compliance and adhere to all federal, state, and client requirements. - Collaborate with teammates while working independently in a remote environment. - Identify opportunities to improve processes, documentation, and communication. Qualifications - Minimum of 2 years of healthcare experience involving Coordination of Benefits (COB) in a provider, payer, or healthcare vendor environment OR 4+ years of experience in one or more of the following: - Insurance Verification - Medical Billing - Healthcare Claims Processing - Claims Auditing - Medical Reimbursement - Healthcare Data Analysis - Working knowledge of Coordination of Benefits (COB) guidelines. - Knowledge of Medicare (CMS) regulations and NAIC Coordination of Benefits guidelines. - Understanding of medical terminology and healthcare eligibility processes. - Strong investigative, research, and critical thinking skills. - Excellent verbal and written communication skills. - Ability to explain complex insurance information clearly and professionally. - Strong customer service skills with the ability to communicate confidently with insurance carriers, providers, employer groups, and members. - Experience working in a production-driven environment while maintaining high-quality standards. - Strong organizational and multitasking abilities. - Proficiency with Microsoft Office (Word, Excel, and Outlook). - Ability to work independently while collaborating effectively with a remote team. Benefits - Fully remote position - Flexible Monday-Friday schedule - No weekends required - Competitive starting pay - Collaborative team environment - Eligible for benefits day 1
Executive Coaching and Business Consulting
• Arootah engages a curated network of senior operators to support clients across the alternative investment industry, including hedge funds, private equity firms, and family offices. Advisors are deployed on project-based engagements when client needs match their expertise. • Joining the network does not guarantee placement; it provides access to opportunities as they arise. • Alt-industry-only engagements with hedge funds, private equity firms, and family offices. • Project-based work that fits around existing commitments. • Client origination and engagement management handled by Arootah; advisors focus on delivery.
• Lead, coach, and develop a team of HR Business Partners supporting the Hanger Clinic field organization, ensuring consistent, high-quality HR service delivery across all client groups. • Partners with Patient Care and functional leaders to define and execute HR strategies that enable the accomplishment of business objectives, translating strategic priorities into actionable people plans. • Provide expert guidance to managers on employee relations, performance management, and organizational effectiveness while fostering a respectful, supportive, and inclusive work environment. • Drive culture, engagement, and employee experience initiatives that fulfill the career expectations of a changing workforce. • Use data, metrics, and workforce insights to identify trends, inform solutions, and support sound business decisions related to retention, talent, and organizational design. • Partner with HR centers of excellence and colleagues to design and implement scalable HR solutions, programs, and processes across the organization. • Provide ongoing coaching and development feedback to managers and individual contributors, building organizational capability and leadership bench strength. • Establish personal and professional credibility, building trust with leadership, peers, and team members as a collaborative, relationship-oriented HR leader.
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