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Role Description As a Human Resources Business Partner (HRBP), you will provide experienced, autonomous generalist HR support across all international markets, building the operational foundations that enable consistent, compliant, and people-first HR delivery at scale, and laying the groundwork for a future HR shared services capability. - Work with market HR leads and central operations to develop coherent, consistent HR policies across all active markets. - Support the rollout and localisation of employment documentation, contracts, and HR frameworks per country. - Coordinate with local legal and Finance contacts on statutory compliance requirements across jurisdictions. - Build and refine standard operating procedures for international HR operations. - Support the upskilling of local HR staff across markets, helping build capability in lean market teams. - Serve as a central HR resource for market teams, providing guidance on employee relations, compliance, and HR best practice. - Manage employee relations cases across markets, escalating appropriately and maintaining thorough documentation. - Lead the standardization of HR reporting across markets, establishing consistent formats and rhythms that give the function clear visibility across all geographies. - Own onboarding end-to-end for international hires, ensuring a consistent and professional experience across markets. - Manage employee lifecycle processes including probation tracking, contract administration, and offboarding. - Maintain accurate, organised, and version-controlled HR records and documentation across all active markets, ensuring data integrity and accessibility across the function. Qualifications - 5+ years of HRBP-level experience, with meaningful exposure across more than one country or market. - Demonstrated ability to operate independently across multiple jurisdictions with varying employment law frameworks. - Comfortable managing employee relations cases with sound judgment and minimal supervision. - Experience developing HR policies and building HR capability in lean or early-stage environments. - Experience working in or providing HR support to developing or emerging market environments is required. Requirements - A minimum of two of the following three languages required, with all three strongly preferred: English, French, and Spanish. - The ability to operate comfortably across languages in a multi-market environment is essential to how this role functions in practice. - Familiarity with employment law and statutory compliance frameworks across multiple jurisdictions is a strong advantage. - Candidates with comparable depth in multi-country HR roles will be considered where experience is directly transferable. Benefits - 📈 401k with a match! - 🩺 Medical Insurance - 🦷 Dental Insurance - 👓 Vision Insurance - 💸 Competitive compensation & equity – We believe in sharing success. - ✈️ Flexible PTO – We focus on impact, not tracking vacation days. We encourage a minimum of 14 days. - 🍽️ In-office lunch, team events & culture
• Build the HR function and serve as a trusted advisor to the executive team, providing strategic guidance on organizational effectiveness, workforce planning, talent strategy, employee relations, and organizational design. • Partner with business leaders to align people initiatives with organizational objectives and operational priorities. • Lead and support employee relations matters, including workplace investigations, performance improvement plans, and conflict resolution. • Coach managers and leaders on performance conversations, employee development, feedback practices, accountability, and policy application. • Design, implement, and build HR programs, processes, and policies that support a safe, innovative, and high-performing workplace. • Drive change management initiatives and ensure the cultural norms and practices that define how we work are established, documented, and sustained through periods of rapid growth. • Partner with Operations and Finance establish GovWorx’s compensation philosophy and job-leveling framework, including building salary bands and promotion criteria from scratch. Additionally evaluate our long-term PEO strategy and benefits approach as the company scales. • Partner closely with IT and Security to ensure HR processes support company compliance obligations, including onboarding and offboarding controls, access management, background checks, policy acknowledgments, security training, audit evidence, and personnel-related requirements tied to SOC 2, CJIS, HIPAA, and other customer or regulatory commitments. • Establish meaningful goals, KPIs, and performance expectations in collaboration with business leaders, aligned to company objectives. • Build the foundational HR infrastructure — documented policies, an employee handbook, compliant onboarding and offboarding workflows, and basic HR technology. • Leverage HRIS platforms, workforce analytics, and organizational data to inform decision-making and measure program effectiveness. • Design and implement GovWorx’s formal performance management process, including review cycles, calibration frameworks, and the manager training to make them work. Succession planning is not a near-term priority at our stage. • Develop and deliver communications, FAQs, and policies that are clear, compelling, and aligned to company values. • Build manager capability through ongoing consultation, training, and practical leadership support. • Influence outcomes through collaboration across a decentralized and matrixed organization. • Manage and develop the current HR Generalist • Lead GovWorx’s recruiting strategy and execution, including managing in-house hiring processes, partnering with hiring managers to define roles and evaluate candidates, and overseeing outsourced recruiting partners when needed to ensure a consistent, high-quality, and compliant hiring experience.
Empowering Whole Person Health With Compassion and Innovation
• Provide timely and accurate service to customers (primarily active employees) • Assist in processing HR documents, i.e. benefit, salary, and status changes • Provide information on a wide range of human resources programs and services (via phone, chat, AskHR cases) • Expedite referral of complex issues and sensitive inquiries to the appropriate area for resolution including, but not limited to, benefits, leaves of absence, payroll, HR policy, training, and work-life programs
In Charger Logistics we care about giving equal opportunities to each candidate and employee, we consider qualified applicants without regard to race, color, religion, sex, national origin, ancestry, age, genetic information, sexual orientation, gender identity, marital or family status, medical condition, or disability. We invest time and support in you to provide the room to learn, grow and work your way up. An entrepreneurially minded organization where you’ll be given support and room to develop your own strategies. If this sounds like what you’re looking for, then we might be the place for you. We inform you that the information provided in this application process for our vacancies is confidential and is intended exclusively for the specialized team of Talent and Selection of Charger Logistics. We also confirm that our contact is exclusively through official Charger Logistics channels and is free of charge.
Role Description We are currently expanding and looking to add a motivated individual to our HR Department. - Support in the development and administrating base and variable compensation programs for multiple geographical locations. - Improve the effectiveness of compensation policies, procedures, and practices. - Provide on-going coaching through the annual Performance Management Review process and KPI/goal setting. - Recommend and implement development solutions that align with the Corporate business approach and HR strategies and objectives. - Provide support in creating, reviewing, and analyzing annual merit increase data, respective matrix charts, to align with corporate policies. - Manage the execution and administration of the organization's compensation policies, including pay for performance and incentive programs. - Manage day-to-day compensation activities, including benchmarking, salary banding allocation, bonus agreements, survey participation, job evaluation, market competitiveness analysis, and specific ad hoc requests from management. - Deliver analytical analysis on internal compensation to make recommendations that influence business decisions. - Provide advice and coaching on performance management issues. - Partner with different stakeholders as necessary to address performance gaps and facilitate discussions to assess appropriate action. - Provide coaching to managers on all aspects of performance including creation of continuous feedback mechanisms and improving performance. Qualifications - 2+ years of experience in Human Resources. - Mandatory Workday knowledge. - Excellent numerical sense and data-analytical capabilities with strong communication and influencing skills. - Workday integration experience (preferred). - Experience with incentive programs, short- and long-term incentive plans is considered an asset. - Ability to work independently, as well as part of a team. - Excellent time management skills – ability to multi-task, plan, organize and prioritize work. - Ability to prepare reports and present findings. - Ability to maintain a high level of confidentiality. Requirements - Fluent English is a must. - Morning shift: 8:00 am to 3:00 pm. - Remote job. Benefits - We invest time and support in you to provide the room to learn, grow and work your way up. - An entrepreneurially minded organization where you’ll be given support and room to develop your own strategies.
Xplor Technologies is an Australia-based computer software company that is striving “to make education great.” As an employer, the company aims to foster a
Role Description The HR Generalist supports the Payments business by delivering day-to-day HR services throughout the employee lifecycle. This role partners closely with HR Business Partners, Talent Acquisition, Payroll, Total Rewards, and business leaders to ensure a positive employee experience while maintaining compliance with company policies and employment laws. This position is ideal for someone with 1–3 years of HR experience who is looking to broaden their knowledge across all areas of Human Resources in a fast-paced, high-growth technology organization. Employee Support - Serve as the first point of contact for employees and managers on HR policies, procedures, and general employment questions. - Support a high volume of employee onboarding, offboarding, and internal transfers. - Assist with employee documentation, employment changes, and HR systems updates. - Ensure a positive employee experience by providing timely and accurate support. HR Business Partnership - Support HR Business Partners with organizational initiatives across the Payments organization. - Assist with manager coaching on routine employee relations matters. - Help coordinate performance management, talent reviews, and annual compensation processes. - Participate in organizational changes, restructures, and workforce planning activities. Talent Management - Partner with Talent Acquisition to facilitate hiring and onboarding. - Coordinate new hire orientation and onboarding activities. - Track probationary periods and onboarding milestones. Employee Relations - Assist with investigations into routine employee concerns. - Maintain confidential employee records and documentation. - Support performance improvement processes and disciplinary documentation. Compensation & HR Operations - Process employee changes, promotions, salary adjustments, and organizational updates. - Support monthly sales performance review management in addition to annual merit, bonus, and performance review cycles. - Ensure data accuracy within HRIS systems. - Prepare reports and HR metrics for business leaders. Compliance - Maintain compliance with employment legislation and company policies. - Support audits and documentation requests. - Ensure accurate personnel files and record retention. HR Projects - Participate in HR initiatives including engagement programs, process improvements, and change management activities. - Assist with HR communications and training. Qualifications - Bachelor's degree in Human Resources, Business Administration, or related field. - 1–3 years of Human Resources experience. - Experience working with HRIS systems. - Strong Microsoft Excel, Word, and PowerPoint skills. - Excellent written and verbal communication skills. - Ability to handle confidential information with discretion. - Strong organizational and time management skills. Preferred - Experience supporting technology, fintech, payments, SaaS, or high-growth organizations. - Experience supporting multi-state or global workforces. - Knowledge of HRIS platforms such as Rippling, UKG, Workday, or SuccessFactors. - HR certification (PHR, SHRM-CP) or working toward certification. - Basic understanding of employment law and HR best practices. Requirements - This position is eligible for a base salary range of $50,000 - $65,000 USD. - This position is eligible for an annual bonus plan. - This is a 100% remote position available to candidates located in the U.S., excluding Hawaii and Alaska. Benefits - Paid Parental Leave benefit programs. - #GiveBackDays/Commitment to social impact – 3 extra days off to volunteer and give back to your local community. - Ongoing dedication to Diversity & Inclusion initiatives such as D&I Council, Global Mentorship Program. - Access to free mental health support. - Flexible working arrangements.
Role Description The HR Administrative Support professional provides essential entry-level administrative assistance to the Human Resources department. This role supports a wide range of HR operational functions including: - Employment eligibility verification - Benefits administration - Unemployment insurance responses - Job posting management - HR data entry and reporting This is an excellent opportunity for someone early in their HR or administrative career who is highly organized, detail-oriented, and eager to build hands-on experience across core HR functions. The ideal candidate handles confidential information with professionalism, manages multiple tasks without losing accuracy, and takes pride in keeping HR records clean, current, and organized. Qualifications - High school diploma or equivalent required - 0 to 2 years of administrative or office support experience — entry-level candidates are encouraged to apply - Strong attention to detail and organizational skills — accuracy in data entry and records management is essential - Demonstrated ability to handle confidential information with professionalism and discretion - Basic proficiency in Microsoft Office including Word, Excel, and Outlook - Ability to prioritize tasks effectively and meet deadlines in a remote work environment - Strong written and verbal communication skills Requirements - Assist with new hire onboarding documentation, ensuring all required forms are completed accurately and on time - Process employment eligibility verifications through the E-Verify system in compliance with federal requirements - Maintain organized onboarding records and follow up on any missing or incomplete documentation - Maintain accurate and up-to-date employee records within HR information systems (HRIS) - Support the HR team in maintaining both digital and physical personnel files in an organized and compliant manner - Assist with HR reporting and conduct periodic data audits to identify and correct inaccuracies - Support the team with maintaining spreadsheets, tracking tools, and other administrative HR systems - Assist with benefit enrollment processing and ensure all related documentation is complete and accurately filed - Provide basic benefits information to employees and direct them to the appropriate resources or contacts for more detailed guidance - Maintain benefits records and support updates and changes in HR systems as they occur - Assist the HR team in compiling documentation and preparing responses to unemployment insurance claims - Track claim deadlines and maintain organized records to ensure timely and accurate responses are submitted - Post approved job openings on job boards and company career sites accurately and in a timely manner - Monitor active job postings and assist with updates or removals as positions are filled or requirements change - Organize incoming applications and maintain accurate records in the applicant tracking system - Assist with preparing HR forms, letters, and other documentation as directed by the HR team - Support general HR administrative tasks and special projects as needed - Respond to routine internal inquiries and route more complex matters to the appropriate HR team member Benefits - This is a full-time role - Rate is $6/hr - 100% Remote
Connecting Government and Industry to rapidly deliver mission-critical technology to the end user.
• Build strong relationships across the organization and maintain a deep understanding of employee experience and team dynamics • Help design and continuously improve a structured onboarding program that sets new employees up for success from day one and reflects NSTXL’s culture and values, including role-specific onboarding paths, 30/60/90 frameworks, and structured check-ins. • Develop and expand the policies, programs, and people practices, including formalized feedback channels and engagement surveys • Partner with managers on complex people situations like difficult conversations, feedback, and accountability, while building resources and toolkits that grow their confidence and independence over time, within the legal constraints that shape those decisions. • Design and deliver manager training programs that equip people leaders with the skills they need to lead effectively • Build and improve performance and development practices that support clear expectations, strong feedback, accountability, and employee growth • Build out a learning and development strategy and program infrastructure that supports employee growth at every level, including new manager development, career pathing frameworks, and access to learning resources that scale with the organization • Partner with managers and leaders to strengthen leadership effectiveness and build a culture of continuous learning across the organization • Serve as the primary point of contact for employee relations matters, including concerns, complaints, and escalations • Lead workplace investigations from intake through resolution, including documenting findings, recommending corrective action, and ensuring appropriate follow-through in a way that protects both the individual and the organization • Build and maintain clear employee relations frameworks • Ensure compliance with federal, state, and local employment laws and evolving HR best practices, staying ahead of changes that affect a growing, multi-state or distributed workforce • Develop, expand, and maintain a comprehensive set of HR policies and employee handbook materials that reflect NSTXL’s values, operational needs, and legal requirements, and that scale alongside organizational growth • Build and maintain a compliance training program that ensures all employees and managers meet required training obligations, with scalable resources and infrastructure that grow with the organization. • Partner with the VP of Human Resources on benefits strategy, including evaluating plan competitiveness, supporting open enrollment, communicating program value to employees, and recommending enhancements that align with NSTXL’s growth and workforce needs • Build and maintain HR process documentation that allows the team to operate consistently and efficiently, including standard operating procedures, templates, and guides that support day-to-day operations and reduce reliance on institutional knowledge held by individuals • Help evolve NSTXL’s hiring practices, candidate experience, and talent systems as the organization grows
• As Vice President, Employee Relations and Compliance, you will be the strategic leader responsible for shaping and scaling MGT’s employee relations and workplace compliance programs during a period of significant growth and transformation • Lead MGT’s enterprise-wide employee relations strategy and operating model • Serve as the senior advisor and escalation point for complex and sensitive employee matters, investigations, workplace concerns, accommodations, performance management issues, and employment decisions • Partner with leaders across the organization to address workforce challenges, strengthen leadership effectiveness, and support a positive and productive workplace culture • Identify and analyze employee relations trends, providing actionable insights and recommendations to improve organizational effectiveness and employee experience • Provide strategic oversight of employment-related compliance programs and workplace policies • Ensure organizational readiness for evolving federal, state, and local employment regulations • Oversee enterprise workplace investigations, ensuring thorough, objective, and consistent practices • Lead employee relations and compliance efforts associated with acquisitions, integrations, organizational redesigns, and workforce transitions. • Build, develop, and lead a high-performing Employee Relations and Compliance team.
Learning Care Group, a leader in early education, is North America's second-largest, for-profit child-care provider. Learning Care Group is comprised of seven b
Role Description The Manager, HR Business Partner supports District Manager leadership with a strong focus on Director-level development, performance management, and organizational effectiveness. This is a remote base position. Candidates must reside in Washington, Oregon, Wisconsin, Minnesota, or Illinois. - Partner with District Managers to assess Director leadership capability and create development plans that strengthen performance and retention. - Conduct Director-level talent reviews, talent analysis, and succession discussions; guide action planning based on results. - Support District Managers in managing Director performance, including corrective actions, action plans, and PIPs. - Conduct or support Director-level employee relations investigations in partnership with the Employee Relations team. - Advise on policy interpretation, performance documentation, and resolution of complex ER matters. - Maintain accurate and timely tracking of HR actions and ER activity in case-management systems (ServiceNow, EthicsPoint). - Partner with Compensation on salary adjustments, market analysis, and compensation business case review. - Collaborate with COEs (Talent Acquisition, Compensation, Culture & Employee Engagement, Organizational Development, etc.) to support workforce planning, hiring, development, and retention. - Participate in Director hiring strategy, including attending intake calls and providing talent insights. - Provide data-driven insights, coaching, and change management support to District Managers; participate in leadership meetings to share HR updates and inform decision-making. - Effectively onboard and offboard director-level talent in collaboration with District Managers. - Partner with HR COEs to support communications and change management efforts. Qualifications - BA/BS Degree from an accredited college or university in Human Resources, Business Administration or related field required. - Minimum of 5+ years HR Business Partner, HR Generalist or HR functional experience in progressively responsible roles, including Employee Relations experience. - Knowledge of Federal labor and employment laws, and state-specific laws with regard to leaves of absence, overtime, and safety required. - PHR/SPHR or SHRM-CP/SCP preferred. Requirements - Excellent customer service skills with both internal and external customers. - Capable of working with frequent interruptions and changing priorities. - Effective communication skills, written, verbal and interpersonal. - Proficient time management, organizational skills and ability to meet established deadlines. - Strong relationship-building skills and ability to adapt to different audiences. - Capable of working independently to assess situations, take initiative, and drive issues to resolution. - Skilled knowledge of key HR disciplines, including employee relations, talent management, total rewards, and employment laws. - Strong business acumen with the ability to quickly understand operational drivers and industry context. - Proven consulting, coaching, and influencing skills across all organizational levels. - Capable of conducting work with high level of integrity, discretion, and professional judgment while maintaining confidentiality. - Demonstrated analytical capability, including the ability to interpret quantitative and qualitative data, identify trends, and translate insights into informed recommendations and data driven decisions. - Proficiency with HRIS systems (e.g. Oracle, Workday, ADP, etc.). - Skilled in Microsoft Office Suite (e.g. Outlook, TEAMS, PowerPoint, Excel, etc.). Benefits - Compensation based on position, education and experience. Bi-weekly paid. - $100-110,000 base salary. - This position is also eligible for our Support Central bonus program which is based on annual achievement of company performance. - Health and Wellness Benefits including medical, dental, vision, healthcare & dependent care flexible spending accounts (FSAs), life insurance, disability, accident, critical illness, hospital indemnity, pre-paid legal, pet insurance and identity theft protection. - Eligible to participate in our 401(k) retirement plan after 30 days of employment, with a company provided match on elective deferrals after 1 year of employment. - Employee perks/discounts including education assistance and childcare discounts. - This position is eligible for paid time off under our Flexible Paid Time Off (PTO) plan.
Role Description We're looking for a Senior HR Generalist to join Wonolo's People team. This is a hands-on, full-scope role for someone who genuinely likes wearing multiple hats — one week you might be deep in a benefits question, the next you're auditing pay equity data, drafting a new policy, or jumping in to help Recruiting push through a hiring surge. You'll be a key operator on a lean team, which means real ownership and real visibility into how People work shapes the company. This is a great fit for someone who's energized by modern ways of working, including using AI tools to work smarter, not just faster. What you'll do: - HR Operations - Serve as a go-to resource for employees and managers on day-to-day HR questions - Support pay equity and pay transparency data entry, auditing, and reporting - Own or support key people processes: onboarding/offboarding, leave administration, employee records, and lifecycle transactions - Support the performance management lifecycle - Draft and maintain documentation (policies, guidelines, forms, and process docs) that are clear and usable, not just compliant - Support employee relations matters (performance concerns, accommodation requests, and separations) with discretion and sound judgment - Benefits Administration & Compliance - Assist in the administration of day-to-day benefits programs across the US and Canada, including benefits enrollment, vendor coordination, equity grant processing, and employee questions - Help evaluate and improve benefits offerings and identify opportunities to simplify administration - Stay current on North American (US and Canada) labor laws and regulations to keep the organization compliant - Support audits, EEOC reporting, and other compliance-related documentation - Ensure compliance of the company policies and procedures including developing and/or revising policies and procedures, implementing standard operating procedures that are aligned with applicable labor requirements - Process & Continuous Improvement - Compile and analyze HR metrics to support data-driven decisions - Lead or contribute to initiatives that streamline and automate People workflows - Bring an experimental mindset to using AI tools in day-to-day HR work; from documentation to process design - Identify opportunities to improve policies and ensure the company is operating securely, scalably, and effectively - Recruiting & Talent (as needed) - Provide surge support to the Recruiting/Talent team during periods of increased hiring need — sourcing, screening, or interview coordination - Step in flexibly without owning a standing requisition load Qualifications - 4+ years of HR generalist experience spanning HR operations, benefits, and compliance - Working knowledge of North American labor laws, compliance requirements, and HR best practices - Comfortable with detailed data entry and auditing work (e.g., pay equity/transparency reporting) as well as higher-level process design - Comfortable moving between strategic and tactical work; you can build a process and also run it - A clear, direct communicator who documents things well and treats people like adults - Curious about and open to using AI tools to improve how HR work gets done Requirements - If you have read up to this point, we hope you are excited about this opportunity to work at Wonolo! Even if your experience does not check every bullet point, we still highly encourage you to apply. The best hires do not always check off every box of a job description. Nice to haves - Hands-on experience with AI tools applied to People/HR use cases - Experience with modern HRIS platforms, especially Rippling - Experience supporting HR through M&A or org change - Prior recruiting or talent acquisition exposure, even if informal Pay Range The expected pay range for this position is $103,500 - 155,000/year CAD. Please note that individual total compensation for this position will be determined at the Company's sole discretion and may vary based on several factors, including but not limited to, location, skill level, and years and depth of relevant experience. Additionally, this role is currently eligible to participate in Wonolo’s equity plan as well as a range of health and wellbeing, retirement savings, and other benefits within a holistic total rewards offering. Benefits - The opportunity for growth in a mission-driven and well-funded start-up - Meaningful equity - We pay 100% of the medical/dental/vision insurance premiums for you - Generous parental leave plan - Cell phone reimbursement and company laptop - Retirement plans as well as life and disability insurance - Access to no-cost on-demand mental health support, including counselling, mindfulness and meditation, and wellbeing courses - We encourage a healthy work-life balance and offer flexible schedules, an open vacation policy, and the ability to work from anywhere in the U.S. or Canada (no more commutes!) - Team outings, happy hours, company off-sites, and more!
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