Performance Management

Performance Management HR Jobs

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Human Resources Manager

Reach for Resources, Inc. Edina, MN

Edina, MN

Today

Full time Manager Employee Relations HR Policies

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Job Description

Reach for Resources, Inc. is seeking a Human Resources Manager based in Edina, MN (onsite) to help build a safe, compliant, inclusive, value-driven workplace. In this role, you will manage day-to-day HR operations and partner closely with leadership, Finance, and external employment counsel while supporting employee relations, leave administration, performance processes, and HR systems.

What You’ll Do

Act as a primary HR resource for managers and employees on employee relations, performance concerns, discipline, attendance, policy interpretation, leave, accommodations, and general HR questions.
Provide coaching and guidance to clarify expectations, address workplace concerns, support respectful communication, and connect employees to appropriate resources.
Coach managers through performance management, including documentation, corrective action, performance improvement plans, difficult conversations, and termination considerations with attention to appropriate PIP use, clear goals and expectations, documentation, follow-up, and ongoing manager support.
Develop and deliver ongoing manager training on HR-related topics such as performance management, documentation, employee relations, respectful workplace practices, leave and accommodation awareness, policy application, and effective supervision.
Support 90-day and annual performance review cycles by administering the review process, supporting manager follow-up, ensuring documentation, and driving process improvement.
Partner with leadership to support employee engagement, retention, manager development, and value-aligned people practices.
Receive, assess, document, and respond to employee complaints and workplace concerns.
Conduct or support impartial workplace investigations related to complaints and concerns involving harassment, discrimination, retaliation, mistreatment, conduct, or other employment matters, while maintaining confidential notes, findings, and related records.
Monitor federal, state, and local employment law updates and translate changes into policies, procedures, notices, training, and organizational practices.
Review, update, and recommend revisions to HR policies, procedures, employee communications, and related practices to reflect organizational needs and applicable requirements.
Administer and coordinate employee leave processes including FMLA, Minnesota Paid Family Medical Leave (PFML), short-term disability, long-term disability, ADA leave, PTO, unpaid leave, bereavement, jury duty, and other time-away processes.
Meet with employees regarding leave and accommodation needs, provide required forms and instructions, track leave status, and coordinate with Finance on benefits, premiums, PTO supplementation, deductions, and return-to-work timing.
Support the interactive ADA accommodation process, including documentation review, manager consultation, accommodation agreements, follow-up, and confidential recordkeeping.
Maintain separate, confidential documentation for medical, leave, ADA, PFML, STD/LTD, and accommodations with restricted access apart from general personnel files.
Support benefits administration tasks including new-hire benefits review, benefits election approval, benefits reconciliation, PFML enrollment, Open Enrollment support, and benefits troubleshooting.
Post approved positions, maintain job descriptions, support recruiting workflows, and assist with job posting language, screening questions, offer-letter troubleshooting, and recruiting process improvements.
Manage biweekly new-hire onboarding and orientation including onboarding launch, HRIS setup, welcome communications, onboarding monitoring, I-9 review, background study submission, driver checks, and Minnesota New Hire Reporting.
Coordinate new-hire training setup and HRIS system Paylocity training.
Support voluntary and involuntary offboarding workflows including exit information, HR documentation, separation coordination, unemployment documentation, and partnership with the Executive Team.
Support exit interviews and monitor themes or trends that may inform retention, culture, or process improvements.
Serve as an HRIS system administrator and point of contact for HRIS systems including Paylocity recruiting, onboarding, employee events, documents, performance, benefits, time and labor, workflows, permissions, and general troubleshooting.
Maintain personnel records, employee documentation, I-9 records, compliance documentation, wage/status-change records, position descriptions, and other HR files in accordance with organizational practices and applicable requirements.
Support employee wellness and HR-related services such as engagement surveys, pulse surveys, anniversary recognition, PTO milestone administration, employment verifications, and employee letters.
Recommend process improvements that strengthen compliance, employee experience, manager support, and administrative efficiency.

What You Bring

3+ years of progressive professional human resources experience, including experience with employee relations, HR administration, performance management, compliance, leave administration, accommodations, or HRIS administration.
Experience with FMLA, ADA accommodations, short-term disability, and long-term disability leave; Minnesota Paid Family and Medical Leave (MNPFML) experience is a plus.
Working knowledge of applicable federal, state, and local employment laws and HR practices related to employee relations, leaves of absence, accommodations, wage and hour requirements, workplace conduct, and confidential employee records.
Experience supporting employee relations matters including documentation, performance concerns, workplace complaints, difficult conversations, and appropriate escalation.
Ability to exercise sound judgment when handling sensitive, confidential, or potentially high-risk employee matters.
Strong written and verbal communication skills with a clear, professional, and compassionate approach for employees, managers, leadership, vendors, and external partners.
Strong organizational skills to manage multiple deadlines, competing priorities, confidential matters, and frequent interruptions.
High attention to detail and ability to maintain records, track follow-up items, and complete compliance-related tasks accurately.
Ability to maintain confidentiality and safeguard sensitive employee, medical, leave, accommodation, and personnel information.
Experience using an HRIS and proficiency with Microsoft Office Suite; Paylocity experience is a plus.
Ability to work independently while collaborating effectively with managers, leadership, Finance, and the Executive Team.
Demonstrated ability to navigate conflict and emotionally sensitive workplace situations with neutrality, professionalism, and sound judgment.
Ability to identify potential HR, employment-law, or compliance risks and appropriately escalate to organizational leadership and/or legal counsel.

Technologies

Paylocity
Microsoft Office Suite

Benefits

Generous PTO package with 15 days for full-time staff, increasing each year worked
13 floating holidays annually for full-time employees
Medical, dental, and vision insurance
Life insurance, AD&D, critical illness, hospital, legal, accident, and pet insurance
Retirement savings plan with company matching
Company-paid MN PFML/Short-term Disability/Long-term Disability
Flexible schedule
Mileage reimbursement
Caring, supportive supervisors
Focus on wellness

Preferred Qualifications

4+ years of progressive human resources experience in a generalist or HR management capacity
Bachelor’s degree in Human Resources, Business Administration, Organizational Leadership, or related field
SHRM-CP, SHRM-SCP, PHR, SPHR, or similar HR certification
Experience monitoring HR compliance requirements and implementing changes to policies, procedures, forms, notices, or training
Experience independently leading, conducting, or supporting workplace investigations
Experience with benefits administration and benefits reconciliation
Experience developing or revising HR policies, procedures, and manager/employee training
Experience in a nonprofit, human services, social services, disability services, mental health services, healthcare, or other mission-driven organization

Working Conditions and Physical Demands

Environment: Primarily office-based or hybrid professional administrative environment with frequent computer and technology use; occasional travel for meetings, training, recruiting, or community events may be required.
Schedule: Full-time, generally Monday through Friday during regular business hours; occasional flexibility may be required for orientation, employee relations matters, audits, trainings, events, or compliance deadlines.
Physical demands: Prolonged sitting and computer use; frequent use of keyboard, mouse, phone, printer, and other office technology; ability to read printed and electronic materials; occasional standing, walking, bending, reaching, and lifting or carrying office materials up to 20 pounds.
Socioemotional demands: Ability to remain calm, impartial, professional, and empathetic during difficult conversations, employee complaints, investigations, performance discussions, leave matters, and confidential employee situations.

Location: Edina, MN (onsite). Experience: 3+ years progressive professional HR experience.

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23d ago

Human Resources Manager

Ophthalmic Partners, PC Bala-Cynwyd, PA

Bala-Cynwyd, PA

23d ago

$65k+/yr Full time Employee Relations HR Compliance Hr Generalist

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Job Description

Ophthalmic Partners, PC offers an HR role with direct impact across a multi-location practice. This onsite position supports employees, managers, and physicians while helping strengthen people programs, compliance, and day-to-day workplace effectiveness. The Human Resources Manager/Generalist reports directly to the Practice Administrator and will serve as a trusted point of contact for HR needs.

What you’ll do in this role blends practical employee support with hands-on HR operations, including performance management guidance, investigations, recruiting, benefits administration support, and HRIS maintenance. Regular travel between practice locations is required.

Responsibilities

Manage the performance management process, advising management and employees on coaching, counseling, career development, corrective action, and employee relations matters.
Support managers with the Annual Performance Evaluation process.
Conduct workplace investigations related to employee complaints, policy violations, attendance concerns, and other employment matters.
Assist with the development, implementation, and administration of HR policies and procedures.
Support HR programs including new hire orientation, onboarding, employee engagement activities, regulatory training compliance, special events, employee recognition, and exit interviews.
Administer and counsel employees on key benefit and employment law programs, tracking compliance for FMLA, ADA accommodations, Workers’ Compensation, OSHA, HIPAA, COBRA, STD, and LTD.
Serve as a benefits contact for claims resolution, enrollment changes, benefit communications, benefit portal troubleshooting, invoice reconciliation, and coordination with accounting.
Lead the full recruitment and hiring process, including job postings, candidate sourcing, interviews, background and reference checks, offer administration, and onboarding activities.
Partner with managers and department leaders to assess staffing needs and develop recruiting strategies to attract and retain talent.
Maintain and administer the Human Resources Information System (HRIS), ensuring data accuracy, reporting integrity, and system compliance.
Handle sensitive and confidential information with discretion, maintaining employee confidence and protecting organizational operations.
Monitor and support key HR metrics including turnover, retention, training completion, recruitment effectiveness, and employee engagement initiatives.
Advise the Practice Administrator on employee relations, workforce planning, organizational effectiveness, and compliance-focused solutions.
Assist with a range of administrative, operational, and special project responsibilities as needed.

Requirements

Minimum two (2) years of Human Resources experience required.
Experience conducting employee investigations, disciplinary administration, leave management, and employee relations activities strongly preferred.
Healthcare, physician practice, or multi-location organization experience strongly preferred.
Associate’s degree required.
Professional HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP, CCP, CEBS, CBP, or equivalent) highly preferred.
Strong understanding of federal and state employment laws and compliance documentation requirements.
Knowledge of Pennsylvania and New Jersey employment law preferred.
HRIS/HRMS experience required; Paylocity experience preferred.
Proficiency in Microsoft Office applications including Word, Excel, Outlook, and PowerPoint.
Excellent customer service, employee relations, negotiation, conflict resolution, collaboration, and written and verbal communication skills.
Ability to manage confidential and sensitive information with sound judgment.
Ability to manage multiple priorities and deadlines in a fast-paced environment.
Tactful, professional, and consistent interactions with staff, management, and physicians.

Benefits

401(k) with matching
Dental insurance
Health insurance
Life insurance
Paid time off
Vision insurance

Work Location and Physical/Travel Requirements

In person at Bala-Cynwyd, PA (onsite)
Ability to sit, stand, walk, and use standard office equipment for extended periods
Travel regularly between practice locations
Occasional lifting of up to 20 pounds may be required
Flexibility to attend meetings, training sessions, and practice events as operational needs dictate

Compensation: USD 65,000 per year

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26d ago

Lead Human Resources Generalist

Eaton Greenwood, SC

Greenwood, SC

26d ago

$97k - $143k/yr Full time Manager Business Partner Employee Relations

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Job Description

Eaton is hiring a Lead Human Resources Generalist for an onsite Monday-Friday role at its Greenwood, SC (Fuji Building) location. You will support the G2 plant and also assist the Laurens Highway plant as needed. This position combines HR leadership with hands-on support across employee relations, staffing, performance and talent management, communication and change, compensation and rewards, leave and workers compensation, inclusion and diversity, and talent acquisition.

What you can expect

Onsite, Monday-Friday schedule at the Greenwood, SC (Fuji Building) location.
Compensation: USD 97,000 - 143,000 per year.
Health and financial support through various Health and Welfare benefits and Retirement benefits.
Paid and unpaid time away from work through several programs.
Variable incentive program.

Key responsibilities

Lead and direct the site in achieving HR targets and objectives, supporting both corporate/business group HR initiatives.
Drive HR functional excellence by deploying Eaton programs, ensuring process quality and content alignment with the Eaton Business System to reach goals.
Develop, optimize, document, and standardize sustainable HR processes, sharing best practices across the division and enterprise.
Provide guidance to leadership on policies, practices, laws, and regulations to maintain compliance with local and governmental requirements and support business objectives.
Own performance and talent management, including annual performance cycles such as goal setting, development planning, calibration, talent reviews, organizational capability assessment, and succession planning.
Oversee plant communication and change management initiatives using ADKAR and Organizational Change Management.
Drive results from employee listening surveys through proactive survey actions.
Facilitate engagement through employee-led teams and committees aligned to established targets and objectives.
Manage and develop employee compensation/reward and recognition programs while fostering manager ownership and accountability across the employee life cycle.
Support workers compensation and leave of absence programs including STD, LTD, and FMLA.
Drive inclusion and diversity practices and planning, aligning site strategy with Eaton’s cultural diversity programs.
Advise and influence leadership to build a high-performance winning culture and an inclusive environment.
Lead talent acquisition plans to anticipate short- and long-term needs, coach leadership on engagement and retention of key talent, and identify retention risk.
Provide guidance to talent and development processes for the site to support employee development and training compliance.

Requirements

Bachelor’s degree from an accredited institution.
Minimum 3 years of progressive experience in Human Resources.
Willingness to relocate to Greenwood SC (relocation assistance provided if needed).
Ability to handle sensitive information confidentially.
Strong verbal and written communication skills.
Good interpersonal skills and ability to collaborate in a team environment.
Ability to multitask and work in a fast-paced environment.
Ability to understand, interpret, and communicate Eaton policies and practices.
Proven ability to influence and work across all levels in a highly-matrixed environment.
General knowledge of federal, state, city, and county employment laws and ability to apply legal concepts to real-world situations.
Highly organized with strong attention to detail; able to manage multiple priorities.
Proven ability to deal with conflict and diffuse difficult situations.
Focus on talent development and retention.
Eaton will not consider applicants for employment immigration sponsorship or support for this position (including CPT, OPT, STEM OPT, and various work authorization/visa pathways listed by Eaton).

Preferred qualifications

Minimum of 2 years of experience in a manufacturing or distribution environment.
Master’s degree in HR or Business.
PHR or SPHR certification.
Minimum of 5 years of progressive Human Resources experience.
Prior experience with the Eaton Business System (EBS) or another similar integrated business system.

Tools and systems

ADKAR
Eaton Business System

Equal employment opportunity and fair chance

Employment decisions are based upon job-related reasons regardless of race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, marital status, genetic information, protected veteran status, or any other status protected by law.
Qualified applicants with arrest or conviction history will be considered regardless of their arrest or conviction history, consistent with the Los Angeles County Fair Chance Ordinance, the California Fair Chance Act, and other local laws.

Accommodations

To request a disability-related reasonable accommodation to assist you in your job search, application, or interview process, contact the phone number provided by Eaton. Only accommodation requests will be accepted by this phone number.

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1mo ago

Manager, People Operations (Total Rewards and Talent)

ServiceNow West Palm Beach, FL

West Palm Beach, FL

1mo ago Closed

Full time Manager Benefits Administration Compensation Management

This position is no longer accepting applications (closed Sep 16, 2026).

Job Description

The Manager, People Operations (Total Rewards and Talent) leads scalable, compliant, and customer-focused HR operational services spanning Compensation, Benefits, and broader People Operations. In this onsite role in West Palm Beach, Florida, you will partner with Compensation, Benefits, Payroll, HR Technology, and Global People Centers of Excellence (COEs) to operationalize programs and ensure high-quality execution across complex employee lifecycle transactions.

Responsibilities

Lead a team of Global People Care Associates, Specialists, and regional Team Leads, providing coaching, development, performance management, and ongoing feedback.
Motivate and develop a high-performing team aligned to ServiceNow leadership principles and a customer-first mindset.
Promote a culture of accountability, collaboration, innovation, continuous learning, and operational excellence.
Build organizational capability by coaching team members, developing subject matter expertise, and creating opportunities for career growth.
Own day-to-day operational delivery across Compensation, Benefits, and broader Global People Operations services.
Ensure operational readiness and successful execution of large annual operational events including Open Enrollment, Annual Compensation Review (ACR), bonus processing, year-end activities, and other enterprise-wide People programs.
Oversee complex employee lifecycle transactions, ensuring quality, compliance, accuracy, and timely execution.
Manage operational escalations with appropriate governance, stakeholder communication, and issue resolution.
Identify, recommend, and implement improvements to regional and global People Operations processes to increase efficiency, scalability, employee experience, and operational consistency.
Lead continuous improvement initiatives focused on service delivery optimization, standardization, automation, and operational maturity.
Drive innovation by leveraging technology, AI, workflow automation, and data-driven decision making to simplify operations.
Partner closely with Compensation and Benefits Centers of Excellence to operationalize programs including Benefits administration and operational support, Open Enrollment readiness and execution, Eligibility administration, vendor management and operational coordination, benefits vendor integrations, file management and reconciliation, Tier 2 employee escalations, Annual Compensation Review operational execution, merit and bonus processing, off-cycle compensation events, and additional operational coordination across relevant activities.
Build productive partnerships with Compensation, Benefits, Payroll, HR Technology, and Global People COEs.
Serve as the operational partner responsible for translating strategic COE initiatives into scalable operational processes.
Work with HR Technology teams to support Workday enhancements, integrations, testing, and operational readiness for new functionality.
Collaborate cross-functionally to deliver enterprise-wide projects and operational initiatives.
Oversee operational relationships with external benefits and HR service vendors.
Ensure operational governance for vendor performance, service delivery, issue resolution, invoicing, reconciliations, and operational compliance.
Partner with vendors and internal stakeholders to proactively resolve operational issues and improve service quality.
Ensure operational compliance with regional and global legislative requirements including HIPAA, OFCCP, GDPR, COBRA, statutory leave programs, and other applicable regulations.
Use operational metrics, analytics, and insights to identify trends, improve performance, and support strategic decision making.
Develop dashboards and reporting that provide leadership visibility into service quality, productivity, employee experience, and operational effectiveness.
Translate operational data into actionable recommendations.
Act as a change champion supporting organizational transformation, new operating models, technology implementations, and process evolution.
Lead operational readiness for adoption of new programs, processes, and technologies.
Drive continuous improvement that strengthens employee experience while improving operational efficiency.

Requirements

Demonstrated commitment to ServiceNow values and leadership capabilities, including a humble approach to learning, focus on customer experience, empathy and inclusivity, and celebrating wins collectively.
Passion for leading, coaching, mentoring, and developing high-performing operational teams.
Strong operational knowledge of HR Operations with foundational expertise across Compensation Operations, Benefits Operations, Payroll interactions, and employee lifecycle processes.
Experience partnering closely with Compensation, Benefits, Payroll, HR Technology, and HR Centers of Excellence.
Ability to translate strategic COE initiatives into scalable operational execution.
Strong understanding of operational governance, process controls, quality management, and service delivery best practices.
Experience managing complex operational programs involving multiple stakeholders, vendors, and enterprise systems.
Excellent communication, relationship-building, and executive stakeholder management skills.
Product mindset focused on improving employee experience through technology-enabled solutions.
Experience engaging and influencing senior functional leaders.
In-depth knowledge of regional and global compliance requirements including HIPAA, OFCCP, GDPR, COBRA, statutory leave programs, and other employment regulations.
Strong analytical capabilities using data, storytelling, and operational metrics to derive insights.
Creative problem-solving with demonstrated success improving operations and managing escalations.
Ability to thrive in a dynamic, fast-paced environment by balancing strategic priorities with operational execution.
Ability to independently lead complex cross-functional initiatives from planning through execution.
Experience leveraging AI and automation to improve HR service delivery, operational decision making, workflow optimization, or employee experience.
8+ years of progressive experience in HR Operations, Shared Services, Global Business Services, or centralized HR service delivery supporting global organizations.
5+ years leading operational HR teams in a complex global environment.
Demonstrated experience leading Compensation Operations and/or Benefits Operations teams, or operational delivery in close partnership with Compensation and Benefits COEs.
Strong understanding of Compensation Operations, Benefits Administration, employee lifecycle processes, and operational governance.
Experience supporting large enterprise operational events such as Annual Compensation Review, Open Enrollment, year-end processing, or similar global HR operational programs.
Experience partnering with Payroll, HR Technology, Compensation, Benefits, and external vendors.
Strong understanding of Workday HCM and related HR technologies supporting Compensation and Benefits operations.
Experience with operational process optimization, Lean or continuous improvement methodologies.
Advanced analytical skills including Excel, PowerPoint, reporting, dashboards, and operational metrics.
Experience leading global operational transformation and service delivery improvement initiatives.

Technologies

AI
workflow automation
Workday HCM
Excel
PowerPoint
dashboards
Workday
ServiceNow HRSD

Nice to Have

Exposure to Workday Core HCM processes supporting employee lifecycle transactions, including job changes, organizational changes, manager changes, transfers, promotions, and other core HR transactions.
Exposure to Talent Management, including Performance Management, goal management, talent reviews, and annual performance cycles.
Experience operating across multiple HR Operations domains beyond Compensation and Benefits while supporting evolving operational priorities.
Experience working in a global shared services environment leveraging Workday, ServiceNow HRSD, and AI-enabled operational practices.

Work Persona

ServiceNow assigns work personas based on the nature of work and assigned work location. Eligibility may be confirmed by verifying the distance between an employee’s primary residence and the closest ServiceNow office using a third-party service.

Equal Opportunity Employer

ServiceNow is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, sex, sexual orientation, national origin or nationality, ancestry, age, disability, gender identity or expression, marital status, veteran status, or any other category protected by law. Qualified applicants with arrest or conviction records will be considered in accordance with legal requirements.

Accommodations

If you require a reasonable accommodation to complete any part of the application process, or are unable to use the online application and need an alternative method to apply, contact globaltalentss@servicenow.com for assistance.

Export Control Regulations

For positions requiring access to controlled technology subject to export control regulations, including the U.S. Export Administration Regulations (EAR), ServiceNow may need to obtain export control approval from government authorities for certain individuals. All employment is contingent upon ServiceNow obtaining any export license or other approval that may be required by relevant export control authorities.

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1mo ago

Human Resources Business Partner

CONMED Utica, NY

Utica, NY

1mo ago Closed

$75k - $118k/yr Full time Business Partner Communications Employee Engagement

This position is no longer accepting applications (closed Sep 13, 2026).

Job Description

CONMED is seeking a Human Resources Business Partner for its Utica, NY site to support leaders across Global Manufacturing Operations. In this onsite role, you will help drive talent development and engagement, strengthen organizational effectiveness, and support leaders through performance, change, and workforce planning.

You will serve as a trusted advisor, partnering closely with leadership to build capability, improve team performance, and use workforce data to inform HR priorities and business decisions.

Key Responsibilities

Act as a trusted advisor to leaders across employee relations, performance management, talent development, succession planning, workforce planning, and organizational effectiveness.
Coach leaders on employee development, team performance, communication, change management, and leadership effectiveness.
Partner with leaders to identify, develop, and retain talent, supporting career growth and development of a leadership pipeline.
Facilitate talent reviews, succession planning discussions, and workforce planning initiatives.
Lead employee engagement efforts, including survey action planning, retention initiatives, and culture-building activities.
Support employee recognition programs to reinforce company values and improve the employee experience.
Coordinate and facilitate new hire orientation and partner with leaders to support onboarding and employee assimilation.
Conduct employee relations investigations and provide guidance on policy interpretation, workplace concerns, and performance issues.
Support organizational design, change management, and business transformation initiatives.
Analyze workforce data and HR metrics to identify trends, make recommendations, and enable data-informed decisions.
Partner with HR Centers of Excellence on talent acquisition, compensation, performance management, learning and development, and employee experience initiatives.
Lead or participate in cross-functional projects aimed at improving organizational performance, employee engagement, and HR effectiveness.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
Minimum 3 years of related Human Resources experience, or a combination of equivalent relevant work experience.
Experience supporting leaders with employee relations, talent management, employee engagement, onboarding, workforce planning, or organizational effectiveness.
Experience in coaching, influencing, communication, and relationship-building, with the ability to manage multiple priorities in a fast-paced environment.

Technology

Microsoft Office
Excel
PowerPoint
Word

Preferred Experience

SHRM-CP, SHRM-SCP, PHR, SPHR, or similar HR certification.
Experience supporting manufacturing, operations, engineering, or supply chain organizations.
Proficiency with Microsoft Office, including Excel, PowerPoint, and Word, with the ability to analyze workforce data, create executive presentations, develop reports, and prepare professional communications and documentation.
Experience using HR systems, reporting tools, and workforce analytics to support business decisions.
Strong analytical, problem-solving, project management, and organizational skills.

Travel

0-20%

Pay

USD 75,202 - 118,473 per year

Benefits

401(k)
401(k) matching
Dental insurance
Employee assistance program
Health insurance
Paid time off
Parental leave
Tuition reimbursement
Vision insurance

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1mo ago

Human Resources Generalist

Outreach Carol Stream, IL

Carol Stream, IL

1mo ago Closed

$60k - $65k/yr Full time Coordinator Employee Records HR Compliance

This position is no longer accepting applications (closed Sep 13, 2026).

Job Description

Outreach is hiring a full-time Human Resources Generalist (onsite) to keep HR operations running smoothly and strengthen the employee experience in partnership with the Senior Human Resources Officer and the HR team.

Responsibilities

Coordinate the organization’s annual performance management cycle, including timelines, documentation, reporting, supervisor support, and employee communications.
Plan, facilitate, and continuously improve monthly New Employee Orientation, including support for 30-, 60-, and 90-day check-ins.
Maintain accurate HR records, personnel files, document retention practices, policy acknowledgments, and the HR document library to support compliance and audit readiness.
Support HR content work including the development, revision, formatting, and rollout of HR policies, procedures, supervisor guides, SOPs, and employee handbook updates.
Lead and coordinate HR operational projects from planning through implementation, focusing on process improvements that increase efficiency, consistency, and employee service.
Partner with HRIS and Payroll to ensure HR processes integrate effectively within Paycom and other HR systems.
Develop and maintain HR dashboards, reports, and metrics related to performance management, onboarding, employee engagement, compliance, and operational effectiveness.
Analyze HR data, employee feedback, and operational trends to identify opportunities for continuous improvement and recommend practical solutions.
Support compliance initiatives by monitoring required documentation, performing routine file audits, maintaining audit readiness, and assisting with regulatory reporting and agency reviews.
Create and deliver professional HR communications, training materials, presentations, and resources for employees and supervisors.
Collaborate with HR team members to provide responsive customer service, resolve operational issues, and support organizational initiatives and special projects.
Maintain professionalism and confidentiality while demonstrating sound judgment and alignment with Outreach’s mission, values, and culture.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Leadership, or a related field preferred.
Minimum 3 years of progressive HR, program coordination, operations, records management, or related experience preferred.
Experience supporting performance management, employee orientation, HR documentation, records audits, or process-improvement projects strongly preferred.
Working knowledge of employment practices, confidentiality requirements, and HR compliance principles.
Experience with Paycom or another HRIS preferred (role partners with HRIS Administrator, not primary Paycom owner).
Strong project management, organizational, writing, facilitation, and communication skills.
Intermediate Microsoft Office proficiency for polished documents, presentations, and reports.
High attention to detail, sound judgment, and ability to manage multiple priorities and deadlines.
HR certification such as SHRM-CP or PHR preferred.
Commitment to Outreach’s Statement of Mission and Faith.

Technologies

Paycom
Microsoft Office
SHRM-CP
PHR

Benefits

$60,000–$65,000 annually based on education, experience, and skills.
Paid vacation, agency holidays, sick days, and wellness days.
Health, Dental, Vision, Life, Short-Term, and Long-Term Disability Insurance.
403(b) retirement plan.
Employee Assistance Program and Employee Discount.
Flexible scheduling opportunities.

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1mo ago

Senior Manager, HR Partnership & Leadership

Person Centered Services Buffalo, NY

Buffalo, NY

1mo ago Closed

$91k - $115k/yr Full time Business Partner Human Resources Leadership Development

This position is no longer accepting applications (closed Sep 9, 2026).

Job Description

The Senior Manager, HR Partnership & Leadership at Person Centered Services strengthens leadership effectiveness by embedding ongoing 1:1 coaching in the day-to-day work of senior leaders. This onsite role in Buffalo, NY partners closely with HR and L&D, while maintaining a clear separation from HR decision-making.

Role Focus

This position delivers real-time coaching to Directors and key leaders to improve performance management, team dynamics, and accountability. The role translates leadership expectations into consistent behaviors, reinforces follow-through, and helps ensure leadership improvements are sustained rather than resolved temporarily.

Key Responsibilities

Provide ongoing 1:1 coaching to Directors and key leaders to strengthen leadership effectiveness
Observe leadership practices and team interactions to deliver direct, real-time feedback
Support leaders in building confidence and capability to manage performance and handle team challenges proactively
Maintain consistent engagement to support measurable, sustained improvement
Translate leadership expectations into consistent day-to-day behaviors
Identify leaders who require additional support and intervene early
Reinforce accountability, consistency, and follow-through across teams
Partner with HR Business Partners, Employee Relations, and HR leadership on complex or recurring leadership challenges
Take ownership of coaching and follow-through after HR actions have been implemented
Ensure HR interventions lead to sustained improvement and do not result in repeat issues
Escalate patterns, risks, or leadership trends to HR leadership
Partner with L&D to translate leadership challenges and trends into targeted development opportunities
Collaborate with L&D on leadership content while ensuring practical application in daily leadership practice
Reinforce learning by coaching leaders to apply concepts in real-time situations and integrate them into daily behaviors
Provide feedback to L&D on gaps between training and practice based on observed behaviors and outcomes
Use quantitative and qualitative data (including leadership metrics, stay feedback, and exit feedback) to identify trends and prioritize coaching focus
Identify patterns and trends in leadership effectiveness across the organization and provide insight to HR leadership on capability gaps, risks, and opportunities
Support a consistent, organization-wide approach to leadership expectations and accountability

This role does not conduct investigations or make formal HR decisions, does not determine corrective action or policy interpretation, and focuses on coaching and behavior change rather than compliance or enforcement. It influences leader actions but does not hold formal decision-making authority.

Required Qualifications

Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field (required)
Minimum 7–10 years of progressive experience in Human Resources, Organizational Development, leadership coaching, or a related field
Demonstrated experience in leadership coaching, behavior change, and/or organizational development
Proven ability to work directly with leaders on complex people, performance, or team effectiveness challenges
Experience driving practical, applied leadership development beyond classroom or theory-based programs
Experience working with leaders in complex or high-change environments (strongly preferred)

Preferred Education

Master’s degree (preferred)

Operating Model

Works as an embedded partner in leader work over time, not a one-time or advisory function
Provides real-time, direct feedback based on observation
Maintains regular field presence to observe and coach leaders in their day-to-day environment
Operates effectively in ambiguous environments and across functions without direct authority
Builds trust while maintaining accountability for behavior change

Success Metrics and Outcomes

Reduction in repeat employee relations issues and escalations
Increased leader independence and confidence in managing performance and team challenges
Observable improvement in leadership behaviors, consistency, and accountability
Sustained behavior change demonstrated over time, not only issue resolution
Decreased reliance on HR for routine leadership challenges
Positive trends in engagement, feedback, and leadership effectiveness indicators
Adoption and consistent application of leadership practices reinforced through coaching

Additional Expectations

Commit to a respectful, just, and supportive environment aligned with inclusion and belonging
As a leader, set and promote an inclusion and belonging culture in all business practices, including seeking, hiring, and developing candidates and addressing inclusion-related issues fairly and appropriately
Other duties as necessary or assigned

Leadership Coaching and Influence

Advanced coaching and influencing skills with the ability to drive behavior change
Ability to provide direct, candid, and real-time feedback to senior leaders
Skilled in facilitating difficult conversations
Strong interpersonal and relationship-building skills across all levels

Compensation and Location

Location: Buffalo, NY (onsite)
Salary: USD 91,000 - 115,000 per year

Benefits

20 Days of paid time off (PTO) in your first year, increasing to 25 Days in your second year
13 Paid Holidays
Comprehensive health insurance plans (Medical, Dental & Vision) for employee selection
401(k) with Company match of 50% of the first 6%, up to a maximum of 3%
Company paid benefits: basic life insurance, long-term disability, and a Lifestyle Spending Account with up to $500 for wellness eligible expenses
Employee Discount and Wellness Programs, including 3 paid hours per week for exercise, volunteering, or personal wellness
Professional development opportunities including mentorship program options and ongoing coaching

New Employee Orientation (NEO)

All new team members participate in NEO offered Monday through Friday both onsite and online
Day one includes in-person training at the West Seneca, NY office, introducing culture, values, and the foundation of Care Coordination