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This role provides comprehensive HR support with an emphasis on HRIS management, employee relations, investigations, onboarding, benefits administration, and compliance.
The HR Generalist serves as a key contact for employees and management, ensuring HR processes are carried out accurately, professionally, and in accordance with company policy and employment law.
MAJOR RESPONSIBILITIES & DUTIES HR Operations and Administrative Support Perform HRIS data entry, auditing, and personnel file maintenance.
Support and enhance HR administrative workflows including digital file management and personnel recordkeeping.
Coordinate and deliver new hire orientation sessions and support onboarding and benefits enrollment processes.
Manage HR supply inventory and ordering.
Employee Relations & Investigations Serve as a first point of contact for employee concerns and complaints; escalate complex matters to the HR Manager as needed.
Conduct intake for employee relation issues and support in fact-finding, documentation, and investigative activities.
Prepare investigation summaries and assist in drafting disciplinary documents.
Partner with supervisors to promote positive employee relations and consistent application of company policies.
Policy Compliance & Interpretation Provide basic guidance to employees and supervisors on HR policies, practices, and procedures.
Ensure compliance with federal and state employment laws including FMLA, ADA, HIPAA, FLSA, EEOC, and workers' compensation.
General HR Support Process terminations and support exit procedures.
Assist with internal audits, reporting, and preparation of HR metrics.
Provide customer service to employees and supervisors by responding to inquiries in a timely and professional manner.
Perform other HR duties and projects as assigned.
SKILLS & QUALIFICATIONS Required Competencies: Demonstrates strong judgment, discretion, and ability to maintain confidentiality.
Excellent interpersonal skills and ability to communicate effectively with employees at all levels.
Detail-oriented with strong organizational and time management skills.
Proficient in Microsoft Office (Word, Excel, PowerPoint) and experience with HRIS platforms.
Knowledge of general HR practices and employment laws; experience in employee relations and investigation processes preferred.
EDUCATION & EXPERIENCE Associate degree in Human Resources, Business Administration, or related field and at least 3 years of progressive HR experience OR High School Diploma (or GED equivalent) and 6 years of relevant Human Resources experience, including administrative and employee relations work.
Competency To perform the job successfully, an individual should demonstrate the following competencies: Interpersonal Skills – Maintains confidentiality; Able to interact with a high volume of people; Listens to others without interrupting; Keeps emotions under control; Remains open to others’ ideas and tries new things.
Verbal Communication – Speaks clearly and persuasively in positive and negative situations; Listens and gets clarification; Responds effectively to questions.
Written Communication – Writes clearly and informatively; Edits work for spelling, grammar and accuracy; Able to read and interpret written information.
Problem Solving – Ability to design workable solutions to problems in a timely manner and within an ambiguous environment.
Reasoning Ability
- Apply common sense understanding to carry out instructions.
Ability to deal with problems involving a few concrete variables in standardized situations.
Teamwork – Balances team and individual responsibilities; Exhibits objectivity and openness to others’ views; Gives and welcomes feedback; Contributes to building a positive team spirit; Puts success of team above own interest; Supports everyone’s efforts to succeed.
Diversity
- Demonstrates knowledge of EEO policy; Shows respect and sensitivity for cultural differences; Promotes a harassment-free environment.
Ethics
- Treats people with respect; Keeps commitments; Inspires the trust of others; Works with integrity and ethically; Upholds organizational values.
Quality – Completes work in timely manner; Works quickly and efficiently.
Looks for and implements process improvements.
Planning/Organizing
- Prioritizes and plans work activities; Uses time efficiently; Plans for additional resources; Sets goals and objectives; Organizes and schedules tasks; Develops realistic action plans.
Professionalism
- Approaches others in a tactful manner; Reacts well under pressure; Treats others with respect and consideration regardless of their status or position; Accepts responsibility for own actions; Follows through on commitments.
Adaptability
- Adapts to changes in the work environment; Manages competing demands; Changes approach or method to best fit the situation; Able to deal with frequent change, delays, or unexpected events.
Attendance/Punctuality – Is consistently at work and on time; Ensures work responsibilities are covered when absent; Flexibility to work as required and when needed to address urgent issues.
Dependability – Follows instructions, responds to management directions; Takes responsibility for own actions; Keeps commitments; Commits to reach goals; Completes tasks on time or notifies appropriate person with an alternate plan.
Job Type: Full-time Benefits: Dental insurance Health insurance Life insurance Paid time off Vision insurance Experience: Human resources: 3 years (Required) Ability to Commute: Harlingen, TX 78550 (Required) Ability to Relocate: Harlingen, TX 78550: Relocate before starting work (Required) Work Location: In person
Benefits & Scheduling: 23.75/hour base pay (up to 25.25/hour with incentives!) paid weekly 10-hour shifts are typical but days vary Up to a 4-day work week, 40 hours is typical One weekend day per week required A minimum of two paid 15-minute breaks during your shift and one unpaid 30-minute meal break Medical Insurance offered 401K with company match Paid time off (PTO) begins accruing immediately Tuition Reimbursement program Paid training and overtime Key Duties & Responsibilities: Successfully handle and deliver packages on time Safely drive and perform safety inspections on an Amazon branded vehicle Deliver SMILES and provide excellent customer service and satisfaction Keep pace in a physically demanding job working in all weather conditions and on various routes Lift packages up to 50 lbs Deliver up to 180-200 stops per day; up to 300-400 packages Load and unload packages in delivery vehicle Communicate effectively with support team and ensure deliveries are completed Support the team in daily work requirements including participation in rescue calls when other team members need assistance with their routes
Requirements: Must be at least 21 years old Must hold a valid driver’s license and be authorized to work in the United States Must pass a 4-Panel Drug Screening (does not include THC in pre-employment testing)
Why You’ll Love Working For Salix Logistics: Competitive pay and performance incentives Be recognized for your work through driver appreciation events and activities Opportunities for professional growth with a growing company Stay active in a fast-paced, fun, and ever-changing environment Connect with and be a service to your local community I started my journey delivering SMILES as a delivery associate and became an owner in a few years! With a positive mindset, hard work, and a can-do attitude, this could be your story too. The sky is truly the limit so start your own journey with Salix Logistics today! We are an Equal Opportunity Employer. All qualified applicants will be considered for employment, regardless of age, national origin, race, color, disability, religious beliefs, or sexual orientation. PandoLogic. Keywords: Pick Up and Delivery Driver, Location: Mount Joy, PA - 17552
$5.50/hr + tips
At Cedar Point, work is FUN! As a server with our Cedar Point Resorts team, you’ll serve guests in alignment with our cornerstones and core values. You’ll also…
Serve food and drinks in an efficient manner while accepting payments in a fast paced environment.
- Complete mandatory Basic Food Safety & Sanitation Training and, if applicable, ServSafe Alcohol Training.
- Work collaboratively in a team setting and independently.
- Greet and serve guests in our Resort Foods properties with a prompt, friendly, courteous manner using suggestive selling techniques.
Some of our amazing perks and benefits:
- Paid training and FREE uniforms!
- FREE Admission to Cedar Point and our other properties!
- FREE tickets and discounts to local attractions!
- FREE tickets for family and friends!
- 20% discounts on food and merchandise!
- Employee-only ride nights, game nights, and FREE FOOD events!
Responsibilities:
Cedar Point provides premiere entertainment with 200+ acres of FUN and we want YOU to join us in making people happy! As a member of our team, you’ll…
- Make our guests happy by delivering amazing experiences and helping them create lifelong memories.
- Interact with different people of all ages and backgrounds.
- Gain skills, knowledge and experience that will benefit your future.
Qualifications:
- You!
- People who love helping others and will support the needs of our guests and associates.
- Good judgement and a commitment to safety.
- Ability to work and interact with people from diverse backgrounds.
Job Description
JOB DESCRIPTION: HR Coordinator- Benefits and Leave
LOCATION: Las Vegas/Corp Onsite
DEPARTMENT: Human Resources
STATUS: Full Time, Non-exempt
REPORTS TO: VP of Human Resources
Business Hours: 8 am-4:30 pm Monday through Friday
Position Summary
The HR Coordinator - Benefits and Leave supports the organization by taking ownership of benefit‐related processes, including enrollments, terminations, deductions, ACA coding, COBRA notices, QLEs, FMLA/LOA benefit actions, invoice reconciliation, payroll‐impacting benefit changes, safety communication, workers' compensation reporting, and monthly OSHA hours reporting. This role ensures accuracy, compliance with benefit regulations, and timely communication with employees and vendors. Because this role supports time‐sensitive compliance requirements—including benefit carrier deadlines, payroll‐impacting benefit changes, FMLA/LOA timelines, and government agency reporting—working beyond normal business hours may occasionally be necessary. Overtime may be required during periods of high volume, regulatory deadlines, or operational needs, and will be compensated in accordance with wage and hour laws.
Benefits Administration
* Process new hire benefit enrollments across multiple platforms.
* Maintain benefit eligibility and census accuracy.
* Process benefit terminations and carrier updates.
* Enter benefit deductions and employer contributions into HRIS.
* Resolve discrepancies with carriers and vendors.
* Handle QLEs, missed deductions, and benefit‐related status changes.
* Maintain benefit plan documents and summaries in employee files.
* Track benefit eligibility dates for new hires, reinstatements, and status changes.
* Assist in auditing benefit deductions for accuracy between HRIS and other systems
* Assist with annual benefit plan updates and system changes.
* Assist to maintain benefit plan document library in SOP and handbook
* Prepare benefit communications and employee instructions.
* Support 401(k) benefits administration, including preparing eligibility lists, coordinating enrollment steps, responding to employee questions, and ensuring accurate benefit‐related data is entered into the HRIS.
Leave Administration (Paid Leave/FMLA/LOA)
* Administer paid leave benefits, including entering paid holidays in Paycom, allocating paid leave hours, auditing balances regularly, and responding to employee questions about paid leave. Administer benefit‐related portions of FMLA/LOA.
* Track eligibility, premiums, and return‐to‐work reinstatements.
* Maintain Leave tracking documentation and ensure accurate recordkeeping.
* Coordinate with vendor/carriers and payroll on leave‐related changes.
Compliance & Reporting
* Complete monthly OSHA hours reporting
* Distribute safety communications and reminders.
* Prepare workers' compensation reporting, wage statements, and document uploads.
* Process ACA coding and ensure accuracy.
* Generate and file COBRA notices.
* Support compliance audits related to benefits, ACA, COBRA, and workers' compensation.
Payroll & Financial Accuracy
* Enter payroll‐impacting benefit changes.
* Reconcile monthly invoices (EHP, Aflac, Redirect Health, Shadow Trackers).
* Support Open Enrollment data entry and system updates.
* Prepare benefit‐related reports auditing
HRIS & Documentation
* Maintain benefit‐related HRIS accuracy.
· Maintain medical/benefit file retention and purging schedules
* File benefit documents in employee files.
* Support audits and compliance reviews.
* Assist with vendor coordination and documentation requests.
Employee Support and Communication
* Assist employees with benefit questions and enrollment guidance.
* Provide administrative support to the CEO, President, EVP and the Executive Director of Administration as needed.
Professional Development
· Engage in ongoing professional development by taking advantage of internal and external learning opportunities to strengthen HR knowledge, technical skills, and job performance.
· Required to obtain and maintain a Notary Public commission within the first 6 months of employment (company‐supported).
· Perform notarial acts in accordance with state regulations and company procedures once Notary Public certification is obtained
The above statements are intended to describe the general nature and level of work being performed. They are not intended to be an exhaustive list of all duties, responsibilities, and skills. Additional duties may be assigned based on business needs, market size, and facility requirements. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions
EDUCATION AND EXPERIENCE
* High school diploma or GED required
* Minimum two years of related work experience or an equivalent combination of training, education, and experience that demonstrates the ability to perform the duties of the position.
· Administrative office experience and customer service experience required; HR experience preferred but not required.
QUALIFICATIONS
· Willingness to learn, adapt, and grow in a fast‐paced, evolving HR environment.
* Exceptional attention to detail with the ability to maintain accuracy across complex benefit and compliance processes.
* Strong time‐management skills, including the ability to prioritize and manage competing deadlines.
* Demonstrated critical thinking skills to analyze benefit discrepancies, identify compliance risks, and resolve issues proactively.
* Strong anticipatory skills with the ability to foresee eligibility changes, compliance deadlines, and benefit‐related impacts before they occur.
* Excellent written communication skills for preparing clear, accurate benefit instructions, leave notices, and compliance documentation.
* Strong technical skills, including proficiency with HRIS systems (Paycom preferred), benefits platforms, ACA/COBRA systems, and Microsoft Office/Google Workspace tools.
* High accuracy in data entry and reconciliation.
* Strong written and verbal communication skills with employees, carriers, and vendors.
* Ability to maintain organized digital and physical records.
* Ability to handle confidential information with discretion and professionalism.
* Strong problem‐solving skills with the ability to identify issues, evaluate options, and take appropriate action with minimal oversight or escalate when needed.
* Ability to anticipate potential problems, escalate when needed, and follow through until resolution.
* Ability to work independently while supporting a compliance‐driven HR function.
· Ability to coordinate and address competing priorities and adapt when unexpected issues arise.
* Ability to learn and utilize HRIS and other data recording keeping systems
* Professional and polished personal appearance appropriate for representing the HR department.
* Strong customer service skills with the ability to support employees and leaders at all levels with professionalism, patience, and clarity.
* Willingness to learn, adapt, and grow in a fast‐paced, evolving HR environment.
* Takes ownership and follows through
* Works confidently independently while collaborating well with a team
* Proficiency with Microsoft Office tools, including Outlook (calendar management), Excel (basic spreadsheets, tracking logs), and Word (document creation and formatting).
* Comfort interacting with senior leadership and employees across all departments while maintaining a positive, service‐oriented approach.
PHYSICAL REQUIREMENTS
* Prolonged periods sitting at a desk and working on a computer.
* Ability to lift up to 15 pounds (files, office supplies).
* Repetitive keyboarding and computer use.
* Ability to communicate clearly in person, by phone, and electronically.
WORK ENVIRONMENT
* Standard office environment with moderate noise.
* Regular use of computers, phones, and office equipment.
* Occasional travel to local work sites may be required.
Compensation
Edlen offers a competitive salary for this non-exempt role. Final compensation within the posted range is determined by multiple factors, including experience, skills, education, and market conditions.
Equal Employment Opportunity
Edlen Electrical Exhibition Services is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender identity or expression, sexual orientation, national origin, age, disability, protected veteran status, or any other characteristic protected by law. We are committed to fostering an inclusive workplace where all employees feel valued and supported.
Company Description
Edlen is recognized as the innovative leader in providing temporary utility services to the trade show, convention and special event industry. Our nationwide network of offices service over 4,000 events annually in 245 venues including: convention centers, hotels, sport stadiums, fairgrounds and theme parks.
Company Description
Edlen is recognized as the innovative leader in providing temporary utility services to the trade show, convention and special event industry. Our nationwide network of offices service over 4,000 events annually in 245 venues including: convention centers, hotels, sport stadiums, fairgrounds and theme parks.
The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value‐added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition
Education, License & Cert:
Bachelors Degree Non Nursing PHR, SPHR, SHRM‐CP or SHRM‐SCP preferred.
Experience:
• Minimum of 5years of experience resolving complex employee relations issues.
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.
Essential Functions:
• Strategic Alignment ‐ Partner with clients to understand and assess business direction based on the local Guthrie Clinic’s Strategic Plan. Create specific business plans in support of HR‐related goals that will meet department needs, address weaknesses, capitalize on strengths, and take advantage of opportunities. Work with leadership to regularly interpret results and progress of HR related goals. Prepare presentations for respective client groups and follow up with leadership regarding the status and progress of their HR business plans.
• Performance and Leadership Coaching ‐ Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members. Provides guidance and advice addressing issues that pertain to engagement, employee retention, performance management, employee relations, training and other areas of Human Resources. Serves as a thought partner to assigned clients. Focus on development, collaboration and assessments; coaches leaders and employees at all levels on a variety of topics such as management skills, conflict resolution and communications.
• Data Analysis ‐ Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• Employee Relations ‐ Partner with the Employee Relations Center of Excellence (CoE)and serve as a resource to employees, management, and Human Resources team to promote and maintain positive employee relations. Proactively identify, manage, and facilitate the equitable resolution of job‐related complaints and concerns as directed by the Employee Relations CoE.
• Labor Relations ‐ Under the direction of the Employee Relations CoE the HR Business Partner provides direction and support to management regarding interpretation of policies and procedures and collective bargaining agreements. Partners with Employee/Labor Relations CoE in providing education and advice on proper documentation and/or legal requirements for performance improvement and termination process.
Other Duties:
• Creates a culture of accountability and expectations of excellence for themselves and others. Ensures timely feedback is provided regarding team and individual progress on projects/goals. Takes responsibility for decisions that impact performance and outcomes. Consistently follows through on commitments and delivers on promises.
• Takes personal ownership and is a champion for leading change within the organization. Creates the business case, obtains sponsorship, removes barriers and enlists resources to achieve established goals.
• Demonstrates a deep trust and respect for others, maintains confidentiality. Ensures decisions are ethical and align with our mission, vision and values. Serves as a trusted advisor to leadership and staff.
• Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members. Provides direct honest feedback, even when difficult.
• Applies an understanding of legal precedents, policies and practices to protect the interest of the organization, leaders and individual employees. Maintains current knowledge of relevant State and Federal laws, legal rulings and regulations. Consults counsel from our legal partners when necessary.
• Understands and can articulate financial and operational terms and practices that are contextualized to the needs of the business unit/market/division being served. Uses analytics to become an evidence based strategic business partner.
• Performs other related duties as assigned.
Pay range min $34.89/hr max $54.46/hr
The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value‐added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition
Education, License & Cert:
Bachelors Degree Non Nursing PHR, SPHR, SHRM‐CP or SHRM‐SCP preferred.
Experience:
• Minimum of 5years of experience resolving complex employee relations issues. • Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.
Essential Functions:
• Strategic Alignment ‐ Partner with clients to understand and assess business direction based on the local Guthrie Clinic’s Strategic Plan. Create specific business plans in support of HR‐related goals that will meet department needs, address weaknesses, capitalize on strengths, and take advantage of opportunities. Work with leadership to regularly interpret results and progress of HR related goals. Prepare presentations for respective client groups and follow up with leadership regarding the status and progress of their HR business plans.
• Performance and Leadership Coaching ‐ Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members. Provides guidance and advice addressing issues that pertain to engagement, employee retention, performance management, employee relations, training and other areas of Human Resources. Serves as a thought partner to assigned clients. Focus on development, collaboration and assessments; coaches leaders and employees at all levels on a variety of topics such as management skills, conflict resolution and communications.
• Data Analysis ‐ Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• Employee Relations ‐ Partner with the Employee Relations Center of Excellence (CoE)and serve as a resource to employees, management, and Human Resources team to promote and maintain positive employee relations. Proactively identify, manage, and facilitate the equitable resolution of job‐related complaints and concerns as directed by the Employee Relations CoE.
• Labor Relations ‐ Under the direction of the Employee Relations CoE the HR Business Partner provides direction and support to management regarding interpretation of policies and procedures and collective bargaining agreements. Partners with Employee/Labor Relations CoE in providing education and advice on proper documentation and/or legal requirements for performance improvement and termination process.
Other Duties:
• Creates a culture of accountability and expectations of excellence for themselves and others. Ensures timely feedback is provided regarding team and individual progress on projects/goals. Takes responsibility for decisions that impact performance and outcomes. Consistently follows through on commitments and delivers on promises. • Takes personal ownership and is a champion for leading change within the organization. Creates the business case, obtains sponsorship, removes barriers and enlists resources to achieve established goals.
• Demonstrates a deep trust and respect for others, maintains confidentiality. Ensures decisions are ethical and align with our mission, vision and values. Serves as a trusted advisor to leadership and staff. • Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members. Provides direct honest feedback, even when difficult
. • Applies an understanding of legal precedents, policies and practices to protect the interest of the organization, leaders and individual employees. Maintains current knowledge of relevant State and Federal laws, legal rulings and regulations. Consults counsel from our legal partners when necessary.
• Understands and can articulate financial and operational terms and practices that are contextualized to the needs of the business unit/market/division being served. Uses analytics to become an evidence based strategic business partner.
• Performs other related duties as assigned.
Overview:
Ready toconfigure,build,and integrate platforms that support how people work?The HR Systems Engineer is a hands-on engineer on an agile team responsible for designing,configuring,integrating, and supporting enterprise platforms across HR, Corporate Security, and Facilities systems.This role focuses on building secure, reliable solutions that connect cloud-basedandon-premisessystems to support criticalemployeeand operational experiences,from HR processesin Workdayto physical accessto our buildings.
Responsibilities include but not limited to:
Engineer, configure,and support enterprise platforms acrossHR(including Workday), Corporate Security, and Facilities.
Design, build, test, deploy and support secure integrations and configuration across cloud and on-prem platforms.
Continuously improve internal solutions and packaged applications by aligning technical design to business needs.
Partnerwith vendors to troubleshoot issues, perform root-cause analysis, and resolveproduct issues.
Collaboratewith internal stakeholders including Enterprise Architecture, Third-party Risk Management,AI Governance,Security and Privacy to support platform securitystandards.
Identifyopportunities to improve reliability, automation,and user experience acrossplatforms.
Perform vulnerability management and support security engineering practices.
CreateandmaintainStandard Operating Procedures tosupportoperationalexcellence and knowledge sharing.
Develop system reports,analytics, and operational insights for business partners.
Provide technical and functional support to other team members to achieve departmental goals.
Qualifications:
Bachelor's degree or equivalent work experience in an engineeringor technicalrole.
Strong technical aptitude.
Excellent analytical, troubleshooting, andproblem-solving skills.
Experience working on an agile development team.
Ability to translate business requirements into technical solutions across diverse systems.
Ability to manage priorities across multiple platforms and stakeholders.
Clearcommunicator who cancollaborate,influence, andbuildtrusted partnerships.
Preferred Qualifications:
1-2years ofexperienceworking with WorkdayIntegrations(studio, core-connectors, etc.).
A strong desireto explore configuring business processes.
Experience supportingenterprise applications in hybrid hosting environments, includingon-premisesandcloud-basedplatforms.
*At Securian Financial the internal job title for this position is Engineering Sr. Analyst or Engineering Consultant.
Securian Financial believes in hybrid work as an integral part of our culture. Associates get the benefit of working both virtually and in our offices. Ifyou'reina commutable distance (90 minutes),you'lljoin us 3 days each week in our offices to collaborate and build relationships. Our policy allows flexibility for the reality of business and personal schedules.
The estimated base pay range for this job is:
$72,000.00 - $134,000.00Pay may vary depending on job-related factors and individual experience, skills, knowledge, etc. More information on base pay and incentive pay (if applicable) can be discussed with a member of the Securian Financial Talent Acquisition team.
Be you. With us. At Securian Financial, we understand that attracting top talent means offering more than just a job - it means providing a rewarding and fulfilling career. As a valued member of our high-performing team, we want you to connect with your work, your relationships and your community. Enjoy our comprehensive range of benefits designed to enhance your professional growth, well-being and work-life balance, including the advantages listed here:
Paid time off:
We want you to take time off for what matters most to you. Our PTO program provides flexibility for associates to take meaningful time away from work to relax, recharge and spend time doing what's important to them. And Securian Financial rewards associates for their service by providing additional PTO the longer you stay at Securian.
Leave programs: Securian's flexible leave programs allow time off from work for parental leave, caregiver leave for family members, bereavement and military leave.
Holidays: Securian provides nine company paid holidays.
Company-funded pension plan and a 401(k) retirement plan: Share in the success of our company. Securian's 401(k) company contribution is tied to our performance up to 10 percent of eligible earnings, with a target of 5 percent. The amount is based on company results compared to goals related to earnings, sales and service.
Health insurance: From the first day of employment, associates and their eligible family members - including spouses, domestic partners and children - are eligible for medical, dental and vision coverage.
Volunteer time: We know the importance of community. Through company-sponsored events, volunteer paid time off, a dollar-for-dollar matching gift program and more, we encourage you to support organizations important to you.
Associate Resource Groups: Build connections, be yourself and develop meaningful relationships at work through associate-led ARGs. Dedicated groups focus on a variety of interests and affinities, including:
Mental Wellness and Disability
Pride at Securian Financial
Securian Young Professionals Network
Securian Multicultural Network
Securian Women and Allies Network
Servicemember Associate Resource Group
For more information regarding Securian's benefits, please review our Benefits page.
This information is not intended to explain all the provisions of coverage available under these plans. In all cases, the plan document dictates coverage and provisions.
Securian Financial Group, Inc. does not discriminate based on race, color, religion, national origin, sex, gender, gender identity, sexual orientation, age, marital or familial status, pregnancy, disability, genetic information, political affiliation, veteran status, status in regard to public assistance or any other protected status. If you are a job seeker with a disability and require an accommodation to apply for one of our jobs, please contact us by email at , by telephone (voice), or 711 (Relay/TTY).
To view our privacy statement click here
To view our legal statement click here
Job Responsibilities:
The Director of Medicare Advantage Product Development and Strategy for the Johns Hopkins Health Plan leads the development for growth and product strategies for the Medicare Advantage line of business. Business acumen with Medicare Advantage and Medicare is the foundation to understand drivers that deliver competitive products and drive growth while meeting corporate financial goals and objectives.
Role Accountabilities:
- Responsible for product and benefit strategies, competitive analysis, state and federal regulatory filings, benefit design, and annual filings for the Medicare Advantage Bid
- Ensure the product offerings achieve corporate goals to drive performance while keeping our Medicare Advantage Product competitive
- Ensure corporate approval for the filings and performance projections
- Collaborate with the Actuarial team to develop competitive and financially sound benefit filings
- Partner with Sales and Marketing, you will manage and deliver services to include market segmentation, enrollment forecasting, and go-to-market strategy
- Partner with Health Services and Provider contracting to ensure the program designs and network meet customer expectations and market demands
- Responsible for the vendor process associated with selecting, contracting, and evaluating benefit vendors
- Responsible for RFP development and response in relation to all products and services incorporated in Medicare Advantage Benefit Plan
Qualifications
- Bachelor’s degree in health administration, business, or a closely related field required, Advanced coursework and/or Master’s degree desirable
- 10+ years’ experience in Medicare Advantage/Managed Care/Health Insurance
- Understanding Medicare Advantage business and financial drivers, product development, and federal and state regulatory requirements
- Relationship and project management experience
- Strong market knowledge of Medicare Advantage and Medicare
- Solid understanding of Medicare Advantage revenue and cost drivers
- Requires strong knowledge and exposure to Federal and State health care regulations, Medicare Advantage industry and managed care industry, including a working knowledge Medicare
- Professional level of knowledge of business, administrative, consulting, healthcare marketing and management theory
- Demonstrated leadership and team building skills
- Ability to effectively and professionally interact with diverse groups of people including senior leadership, high level external contacts, members, providers, business related associates and vendors
- Proven project management skills
- Negotiation skills
- Advanced knowledge of standard PC Word, PowerPoint, Excel
SMU serves approximately 7,000 undergraduates and 5,000 graduate students through eight degree-granting schools: Dedman College of Humanities and Sciences, Cox School of Business, Lyle School of Engineering, Meadows School of the Arts, Simmons School of Education and Human Development, Dedman School of Law, Perkins School of Theology and Moody School of Graduate and Advanced Studies.
SMU is data driven, and its powerful supercomputing ecosystem – paired with entrepreneurial drive – creates an unrivaled environment for the University to deliver research excellence.
Now in its second century of achievement, SMU is recognized for the ways it supports students, faculty and alumni as they become ethical, enterprising leaders in their professions and communities.
SMU’s relationship with Dallas – the dynamic center of one of the nation’s fastest-growing regions – offers unique learning, research, social and career opportunities that provide a launch pad for global impact.
SMU is nonsectarian in its teaching and committed to academic freedom and open inquiry.
About the Position: This role is an on-campus, in-person position.
The Director of Employer Development will be responsible for (1) actively engaging in outreach and networking to legal employers to strengthen existing relationships and create new ones to increase job opportunities with a specific focus on small & mid-size law firms, (2) coordinating, securing employers for, and teaching the Small & Mid-Size Firm Externship course, (3) marketing SMU Dedman School of Law students to legal employers, (4) providing extensive individual career advising to students and recent graduates and tracking employment status of those students, (5) educating students about the legal profession, career opportunities, and job search techniques through workshops, programs, and authoring job search resources with a focus on small & mid-size firms, and (6) assisting with daily activities of the Office of Career Services as needed or directed.
Deadline to Apply: March 30, 2026 EEO Statement SMU is an equal opportunity employer.
All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, sex, age, disability, genetic information, veteran status, sexual orientation, or gender identity and expression.
Benefits: SMU offers staff a broad, competitive array of health and related benefits.
In addition to traditional benefits such as health, dental, and vision plans, SMU offers a wide range of wellness programs to help attract, support, and retain our employees whose work continues to make SMU an outstanding education and research institution.
SMU is committed to providing an array of retirement programs that benefit and protect you and your family throughout your working years at SMU and, if you meet SMU's retirement eligibility criteria, during your retirement years after you leave SMU.
The value of learning at SMU isn't just about preparing our students for the future.
Employees have access to a wide variety of professional and personal development opportunities, including tuition benefits.
In our department, we live out the Azure vision by integrating it into everyday actions that reflect our Core Values.
Our connection with customers is strengthened by our comprehensive understanding of our products, our empathetic approach, and our exceptional communication skills.
We maintain and enhance our departmental objectives through regular training, vigilant monitoring, and analytical reviews, which enable us to identify and seize opportunities for improvement.
OVERVIEW The Employee Services (HR) Coordinator serves as the primary point of contact for day-to-day human resources support.
This role provides high-quality, bilingual service to employees and managers by supporting HR operations, employee records, onboarding and offboarding, policy administration, and compliance processes.
This position plays a critical role in ensuring employees experience consistent, respectful, and accessible HR support across the organization.
The Employee Services Coordinator must be able to communicate fluently in English and Spanish to support our diverse workforce with clarity, dignity, and effectiveness.
ROLE PURPOSE To deliver dependable, professional, and compassionate bilingual HR support while maintaining accurate systems, documentation, and processes that enable a healthy, compliant, and inclusive workplace.
KEY RESPONSIBILITIES Employee Support & Frontline HR Service Serve as the first point of contact for employee HR questions, providing support in both English and Spanish related to policies, procedures, time off, onboarding, and general employment matters.
Provide timely, respectful, and accurate responses while maintaining confidentiality and professionalism.
Ensure language access so employees clearly understand processes, policies, and expectations.
Direct complex issues to appropriate HR leadership or specialists as needed.
Onboarding & Offboarding Operations Coordinate bilingual onboarding activities including paperwork support, system setup, orientation logistics, and new hire checklists.
Support offboarding processes including exit documentation, benefits transition notices, and exit interviews when appropriate.
Ensure onboarding and offboarding processes are consistent, timely, compliant, and clearly communicated.
HR Records & Systems Management Maintain accurate and up-to-date employee records in HRIS and internal systems.
Process employee changes including job updates, pay changes, status changes, and personal information updates.
Ensure data accuracy, document retention, and confidentiality standards are upheld.
Manager & Leadership Support Assist managers with HR documentation, corrective action forms, performance documentation, and employee process guidance.
Support preparation of coaching records, employment letters, and HR workflows.
Serve as a bilingual administrative partner to leadership teams.
Attendance, Time-Off & Compliance Tracking Track attendance, PTO, and leave documentation.
Support leave administration processes in coordination with the Benefits team.
Monitor documentation for policy and regulatory compliance.
Policy Administration & Communication Assist with distributing, tracking, and communicating HR policies and procedures.
Support policy acknowledgements and documentation tracking.
Answer basic policy questions and help ensure understanding across language barriers.
Employee Relations & Documentation Support Assist with employee relations matters by gathering documentation, coordinating meetings, and maintaining confidential files.
Support investigations, corrective actions, and performance processes.
Maintain organized, audit-ready records.
Additional Responsibilities Support audits, reporting, and HR projects.
Participate in continuous improvement of HR workflows and service delivery.
Perform other duties as assigned by HR leadership.
Requirements: Associate's or Bachelor's degree in Human Resources, Business Administration, or related field preferred.
2 years of experience in HR, employee services, or administrative support.
Fluency in both English and Spanish is required.
Experience supporting diverse, multi-location, or operations-based workforces preferred.
Strong working knowledge of HR processes, employee documentation, and confidentiality standards.
Excellent interpersonal, organizational, and communication skills.
Proficiency in HRIS platforms, Microsoft Office, Google Workspace, and document management systems.
Core Competencies Bilingual communication excellence Employee-centered service mindset High attention to detail and confidentiality Calm, professional problem-solving Strong organization and follow-through Cultural awareness and empathy What Success Looks Like Employees feel supported, respected, and clearly informed in their preferred language.
Managers receive timely, accurate HR operational support.
HR records and compliance documentation remain accurate and audit-ready.
Onboarding and offboarding experiences are smooth, welcoming, and consistent.
Language access strengthens trust, engagement, and workplace effectiveness.
PI6bff7ddc5fdb-7877
We are changing FINANCE to finance CHANGE!
At Climate First Bank, we're redefining what banking can be. As a Florida Benefit Corporation and FDIC-insured commercial bank, we offer a full suite of personal and business services-including solar, residential, commercial, and SBA loans-all designed to power a better future.
With branches in St. Petersburg, Winter Park, Mount Dora, and a growing digital presence, we're proving that banking can be a force for good. We don't just support environmental and social causes-we're built on them.
Join the Movement
We're looking for driven, mission-aligned individuals ready to make an impact. Our team is made up of goal-setters, go-getters, and changemakers. We celebrate wins, tackle challenges head-on, and push the boundaries of what banking can do.
If you're passionate about sustainability, fueled by purpose and excellence and thrive in a fast-paced and results-driven environment, this is your place.
Thrive at Climate First Bank
At Climate First Bank, we're not just building a better future for the planet - we're also investing in yours. We offer a comprehensive, people-first compensation and benefits package that supports your health, finances, and work-life balance.
Compensation - In addition to the base salary, this position may be eligible for an annual bonus, incentives and equity. To determine the specific salary offered for this role, we consider industry salary ranges, existing salary structures for this job family, background, skill and experience. The total compensation package will be determined based on factors such as position level, experience and other job-related factors.
Health Coverage - 100% Paid by Us (employee coverage, employer contribution towards dependents); includes medical, dental, vision and Telemedicine.
Financial Wellness & Wealth Building - we invest in your future withour 401(k) with a 6% Employer Match and no Vesting Period and Employee Stock Options.
Exclusive Employee Banking Perks - take advantage of our employee only products like our interest-earning checking account, 0% Financing for Employee Solar Loans and Eligible Electric Vehicles (EVs) or our Employee Mortgage Product.
Generous Paid Time Off - rest, recharge and do good with a minimum of 2 weeks paid vacation plus sick time, paid holidays and paid time off for volunteering.
Protection & Peace of Mind - we help you prepare for whatever life throws at you with our company paid Life Insurance, Short- & Long-Term Disability Insurance, Voluntary Life, Accident & Critical Illness Coverage and our Employee Assistance Program (EAP)with free counseling, legal, and financial services.
What to expect from the hiring process:
* Our process follows the Topgrading Methodology - we hire A-Players, follow an in-depth structured process and prioritize transparency and honesty.
* We check credit and background upfront - as a financial institution, mitigating risk is at the center of everything we do. In accordance with all applicable laws and regulations, we conduct credit and background checks as the first step of the hiring process.
* You will learn a lot more about us! Through 3 conversation stages, you will meet key players in the process and have an opportunity to truly get to know us. We welcome questions and transparent dialogue!
* We want to get to know you! You will complete cognitive and personality assessments, as well as an in-depth application spanning your full education and work history - a process designed to help us understand the whole you, not just snapshots in time.
* As the last step in the process, we will ask you to connect us to former mentors and managers for a brief chat.
Equal Opportunity Statement:
At Climate First Bank we truly believe that our people are our strength and the diverse talents they bring to our workforce are directly linked to our success. Diversity and inclusion are at the core of our values and mission. We do not discriminate on the basis of any protected attribute, including race, religion, color, national origin, gender, sexual orientation, gender identity, gender expression, age, marital or veteran status, pregnancy or disability, or any other basis protected under applicable law. In accordance with applicable law, we make reasonable accommodations for applicants' and employees' religious practices and beliefs, as well as any mental health or physical disability needs.
Equal Opportunity Employer/Disability/Veterans
E-Verify Statement:
This employer participates in E-Verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S. If E-Verify cannot confirm that you are authorized to work, this employer is required to give you written instructions and an opportunity to contact Department of Homeland Security (DHS) or Social Security Administration (SSA) so you can begin to resolve the issue before the employer can take any action against you, including terminating your employment. Employers can only use E-Verify once you have accepted a job offer and completed the Form I-9.
Duration: 3-6 months
Work Location: Remote / Hybrid - Jacksonville, FL
****FINAL interview will be required to be onsite**** Please confirm candidate is willing to travel for final interview.
Summary: This role focuses on operational compliance and system control alignment within Human Resources.
Role Purpose
This role is responsible for establishing, documenting, and stabilizing HR compliance programs related to federally and state-regulated workforce requirements, and for strengthening audit controls within a recently implemented HCM platform.
The Compliance Program Manager will design repeatable processes, control documentation, and verification mechanisms that ensure HR systems and core HR processes operate in alignment with:
- Federal and state employment compliance requirements
- Internal HR policies, plan documents, and programs
- Common core HR processes (hire, job changes, leave, time eligibility, employee data)
This role focuses on operational compliance and system control alignment, not legal interpretation and not payroll execution.
Expected Outcomes
- Documented, repeatable compliance programs with clear ownership
- Audit-ready evidence for regulated workforce requirements
- Clear visibility into system-enforced vs manual controls
- Reduced reliance on institutional knowledge
- Clean handoff to internal HR Compliance governance
Key Responsibilities
1. Employment Compliance Program Re-Design
- Re-establish and make process improvement recommendations for Federal and state compliance workplace obligations (EEO-1 reporting, VETS-4212, Affirmative Action plan requirements, Federal and state labor law posters, I-9, etc.) for a complex, matrixed enterprise with multiple HCM systems
- Develop a compliance requirements inventory (federal, state, and local)
- Define ownership, evidence standards, review cadence, and escalation paths
- Revise related process documentation (e.g., SOPs, desktop procedures, flow diagrams)
- Create a compliance calendar with deadlines, triggers, and dependencies
2. HR System & Control Alignment (New HCM)
- Map regulated requirements and internal policies to HCM system controls
- Identify where system configurations are fully or partially automated and where excessive reliance on manual processes or workarounds
- Document policy-system-process alignment for core HR domains (total rewards, staffing, job data, employee classifications, policy adherence, etc.)
- Establish audit-ready documentation for system-based controls
3. Audit & Verification Framework
- Design lightweight system control validation approaches (sampling, evidence review)
- Define configuration attestation expectations for system owners
- Identify and document control gaps and risk exposures
- Support internal audit readiness (without performing audit activities)
4. Governance & Integration
- Integrate compliance programs into a committee-style operating model
- Establish a sustainable handoff model to internal HR Compliance ownership including a review schedule and RACI
Explicitly Out of Scope
- Legal interpretation of employment law
- Policy drafting or legal language development
- Payroll processing or payroll system controls
- Employee relations case management
- Training delivery or change management execution
Qualifications
- 5+ years in HR compliance, workforce compliance, or employment-related governance
- Hands-on experience with:
- Employer filings (EEO-1, VETS 4212, CA Pay Filing)
- Federal employer requirements
- Multi-state employment compliance operations
- Demonstrated experience building or re-establishing compliance programs, not just running tasks
- Experience working with HRIS/HCM systems in a compliance or controls capacity
- Experience in regulated environments (healthcare, insurance, financial services, or similar)
Required
- Strong understanding of:
- Federal workforce compliance requirements
- State employment law variability and tracking
- HR data dependencies for regulatory filings
- Ability to translate regulatory requirements into process and system controls
- Comfortable documenting gaps, risks, and manual dependencies
- Strong documentation and process design skills
- Able to work cross-functionally with HR, Legal, IT, Internal Audit, and Compliance
Preferred
- Oracle HCM, Peoplesoft or similar enterprise HCM experience
- Prior partnership with Internal Audit or Compliance functions
- Experience supporting system implementations or post-go-live stabilization
REQUISITION NOTES (HIGHLY RECOMMENDED)
Important Screening Guidance:
This role is not an HR generalist, ER role, or policy writer. We are seeking candidates with hands-on employment compliance program experience (e.g., EEO-1, labor law posters, multi-state workforce compliance) and experience documenting and validating HR system controls.
Candidates should be comfortable identifying gaps between regulatory requirements, HR policies, and system behavior, and documenting audit-ready controls. Payroll execution and legal interpretation are out of scope.
IDEAL CANDIDATE BACKGROUND (FOR SOURCING)
Strong fits:
- Employment Compliance Manager (former or contract)
- HR Compliance Program Manager
- Workforce Compliance Lead
- HRIS Controls / Governance Specialist
- Internal Audit professional with HR compliance exposure
Avoid:
- ER specialists
- Payroll managers
- Policy analysts without regulatory filing experience
- Change management consultants
Position is offered by a no fee agency.
About Our Company
Lids Sports Group is the largest licensed sports retailer in North America, selling fan and fashion-oriented headwear and apparel across the US. Operating out of Indianapolis, IN, our retail stores offer officially licensed headwear and apparel from collegiate and professional sports teams, plus top brands like Champion, New Era, Nike, and Mitchell & Ness. In addition to our wide range, we are the industry leader in on demand customization.
We currently operate 1,300+ brick and mortar locations, including specialty concept stores for the NBA, NHL, and the two largest MLB franchises via our Yankees & Dodgers Clubhouse stores. Lids has built partnerships and collaborations with iconic global brands, creating a community where fans, fashion, and culture collide.
General Position Summary
The Entry Level HR Shared Service Coordinator supports the delivery of efficient and consistent HR services to employees and managers across the organization. This role is ideal for individuals beginning their career in Human Resources and provides hands-on experience with core HR processes, employee support, and HR systems within a shared services environment. The coordinator works under guidance from lead HR team members and gains exposure to multiple areas of HR.
Principle Duties And Responsibilities
- Serve as a first point of contact for routine employee HR questions via email, phone, or HR ticketing system.
- Provide basic information related to HR policies, benefits, payroll, timekeeping, and onboarding.
- Route or escalate non-routine or complex inquiries to senior HR staff or specialists as needed.
- Assist with employee lifecycle activities including new hires, onboarding tasks, job changes, and terminations.
- Enter and update employee data in the HRIS accurately and in a timely manner.
- Prepare standard HR documents such as employment verification letters and onboarding materials.
- Support employees with basic benefits enrollment questions and direct them to appropriate resources.
- Assist with payroll data validation and help resolve simple discrepancies.
- Maintain documentation in accordance with company policies and legal requirements.
- Follow established HR procedures, checklists, and service-level guidelines.
- Maintain confidentiality of employee information at all times.
- Support audits and compliance activities by organizing files and records.
- Work closely with HR team members to learn HR processes and systems.
- Participate in training sessions and HR projects to build HR knowledge and skills.
- Collaborate with other HR teams such as Payroll, Benefits, HRIS, and Talent Acquisition as assigned.
Job Required Knowledge & Skills
- High School Diploma or equivalent.
- At least 3–6 months of experience in an HR Shared Services environment.
- Strong interest in Human Resources and employee services.
- Basic computer skills and proficiency in Microsoft Office (Word, Excel, Outlook).
- Strong attention to detail and willingness to learn.
- Strong communication and interpersonal skills.
- Customer-focused mindset.
- Ability to follow processes and instructions.
- Good organizational and time-management skills.
- Professionalism and discretion when handling sensitive information.
- Ability to work effectively in a team environment.
Preferred Job Required Knowledge & Skills
- Associate’s or bachelor’s degree in Human Resources, Business Administration, or a related field (or currently pursuing).
- Exposure to JIRA Ticketing System or UKG Ready HRIS through coursework or internships.
- Customer service experience.
- Coursework in HR, employment law, or business operations.
Work Environment
- Onsite office work environment.
- Standard business hours from 8 a.m. – 5 p.m., flexibility may be provided upon request.
Physical Demands and Travel Requirements
- Ability to constantly sit at a desk in a sedentary work environment
- Ability to frequently communicate clearly and effectively, both verbally and in writing
- Ability to view electronic/written materials and adjust focus when needed (i.e. computers screens, documents, etc.)
- Ability to frequently use a computer, keyboard, mouse, and other standard office equipment.
- Ability to occasionally stand and walk throughout the office.
- Ability to occasionally lift or move items up to 15 pounds.
- Ability to occasionally present information to small and large groups, including team members and leadership.
- The noise level in the work environment is usually moderate.
Job Description
Assistant HR Director oversees daily HR operations, ensuring compliance with employment laws, and implementing HR strategies that align with organizational goals. This role assists with employee relations, recruitment, benefits administration, policy enforcement, and performance management while helping lead the HR team.
Key Responsibilities
* HR Operations & Compliance
* Assist in managing day-to-day HR functions.
* Ensure compliance with federal, state, and local labor laws.
* Support audits (payroll, benefits, HR files, 401k, workers' comp, etc.).
* Maintain and update HR policies and employee handbook.
* Recruitment & Talent Management
* Oversee recruitment efforts, including job postings, screening, and onboarding.
* Assist with workforce planning and staffing model evaluations.
* Monitor hiring metrics and retention strategies.
* Employee Relations
* Address employee concerns and workplace investigations.
* Support conflict resolution and disciplinary processes.
* Assist in handling EEOC claims and legal documentation preparation.
* Benefits & Compensation
* Support benefits administration and open enrollment.
* Assist with compensation reviews and salary benchmarking.
* Coordinate with payroll to ensure accuracy.
* Performance Management
* Assist in implementing performance review processes.
* Support leadership in coaching and corrective action plans.
* Help develop training and leadership development programs.
* Leadership Support
* Act as HR Director in their absence.
* Provide guidance to managers and department heads.
* Supervise HR staff as assigned.
Qualifications
Education:
* Bachelor's degree in Human Resources, Business Administration, or related field required.
* Master's degree preferred.
Experience:
* 5+ years of progressive HR experience.
* 2+ years in a supervisory or leadership role preferred.
* Healthcare HR experience preferred (if applicable).
Certifications (Preferred):
* SHRM-CP / SHRM-SCP
* PHR / SPHR
Skills & Competencies
* Strong knowledge of employment law
* Excellent interpersonal and conflict resolution skills
* High level of confidentiality and professionalism
* Strong organizational and leadership abilities
* Proficient in HRIS and payroll systems
- Corporate Functions leads the planning, development, implementation and administration of HR services for Medline's Legal, Finance, Quality, IT, Facilities/Procurement, and HR groups.
This individual serves as the strategic business partner for respective executive leadership teams.
In addition, the VP identifies, develops, and implements key HR strategies and solutions that maximize return on investment, revenue, profit, and organizational effectiveness.
Job Description CORE JOB RESPONSIBILITIES Establish and/or implement the vision for HR initiatives and build buy-in from stakeholders.
Formulate objectives and priorities, drive informed decision-making using data to identify trends, determine root causes of issues, and develop and implement effective solutions consistent with the long-term strategy/opportunities of the organization.
Advise leadership on change management considerations in support of key business initiatives.
Drive best practices related to selection and retention of talent and develop action plans to respond to staffing issues and support business growth.
In partnership with Talent Acquisition, support the recruitment and selection of candidates, analyze projected and current staffing needs, and participate in the interview process as needed.
Foster a culture of positive employee relations by counseling and assisting leaders to maintain, identify, and implement actions that improve or maintain a positive employee relations environment.
Identify any internal and external factors that may affect employee retention; address these issues by working in concert with leadership and other areas of HR as needed (Compensation, Benefits, Legal, OD, TA) to develop proactive strategies to meet or exceed turnover goals.
Assess and designs processes and programs.
Evaluate the effectiveness of current programs and identify opportunities for improvement.
In partnership with other areas of HR, ensure processes and programs advance and support key business objectives and initiatives.
Influence the design and deployment of existing and new programs that address the organization’s emerging business needs.
Identify legal requirements and government reporting regulations affecting the function and ensure policies, procedures, and reporting are in compliance.
Comprehensively evaluate the business organization relative to such things as business and HR structure, talent, distribution of workload, prioritization of work, headcount, processes, and morale and make adjustment and changes that best optimize the effectiveness of the overall organization.
Influence the current mindsets of executive leaders to gain buy in for organizational change across senior leadership.
Encourage leadership to support activities that drive and foster our desired culture.
Challenge assumptions and take appropriate risks to influence the organization.
Work on the assessment of organizational talent.
Identify opportunities and risks related to the workforce (e.g., talent gaps, retention, and turnover) and recommend preventative measures or contingency plans.
Partner with leaders to align structure, roles, and processes to organizational objectives.
Effectively drive strong partnerships with other areas of HR to assure collaboration in proactively working with executives and management to deliver value added service and workforce strategies and programs to meet current and future business objectives of the organization.
Management responsibilities include: Typically, manages through Directors and Managers; Provides leadership and management to one or more major departments of an operating unit or to a department that has system-wide accountability; Strategic, tactical and operational planning (24 + months) for the function or department; Direct budgetary responsibility for one or more departments, functions or major projects/programs; Interpret and execute policies for departments/projects and develops; Recommend and implement new policies or modifications to existing policies; Hiring staff, recommending pay increases, performing performance reviews, training and development of staff, estimating personnel needs, assigning work, meeting completion dates, interpreting and ensuring consistent application of organizational policies.
MINIMUM QUALIFICATIONS Education Bachelor’s Degree.
Relevant Work Experience At least 5 years of experience managing people.
At least 10 years of human resources or related experience.
Experience in highly matrixed complex environments and demonstrated ability to drive transformation, innovation and improvements in operational efficiencies across multiple interconnected businesses and teams.
Experience demonstrating advanced analytical ability and business, industry and financial acumen; understands the role employees and leaders play in driving financial performance.
Experience demonstrating initiative to identify and anticipate client needs and effectively manage multiple conflicting priorities and deadlines.
Experience demonstrating expert knowledge in the use of data, evidence based research, benchmarks, HR and business metrics to make critical decisions.
Experience demonstrating In-depth knowledge of Human Resources-related laws, regulations and policy as well as experience advanced human resources-related programs and initiatives; able to navigate global labor laws/issues, leveraging local partners/resources.
Additional Ability to build constructive & effective relationships, develop networks and successful alliances in support of business initiatives.
Demonstrated advanced consulting skills and ability to effectively develops, implements and apply organizational strategies to address complex business challenges including change/succession management, workforce planning, leadership development and organization design.
Demonstrated advanced knowledge and expertise of multiple human resource disciplines and business practices including compensation practices, organizational diagnosis, employee/union relations, diversity, performance management, and regulatory compliance and employment laws.
Demonstrated leadership and excellent communication, presentation and interpersonal skills.
Ability to build/foster strong trusting relationships, influence leaders, use negotiation skills and develop solutions to achieve results.
Ability to advise leaders on leading people through change management.
Position may require travel for business purposes (US and/or Global).
PREFERRED QUALIFICATIONS Master's degree SPHR, SPHRi Medline Industries, LP, and its subsidiaries, offer a competitive total rewards package, continuing education & training, and tremendous potential with a growing worldwide organization.
The anticipated salary range for this position: $234,000.00
- $351,000.00 Annual The actual salary will vary based on applicant’s location, education, experience, skills, and abilities.
This role is bonus and/or incentive eligible.
Medline will not pay less than the applicable minimum wage or salary threshold.
Our benefit package includes health insurance, life and disability, 401(k) contributions, paid time off, etc., for employees working 30 or more hours per week on average.
For a more comprehensive list of our benefits please click here .
For roles where employees work less than 30 hours per week, benefits include 401(k) contributions as well as access to the Employee Assistance Program, Employee Resource Groups and the Employee Service Corp.
We’re dedicated to creating a Medline where everyone feels they belong and can grow their career.
We strive to do this by seeking diversity in all forms, acting inclusively, and ensuring that people have tools and resources to perform at their best.
Explore our Belonging page here .
Medline Industries, LP is an equal opportunity employer.
Medline evaluates qualified individuals without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, age, disability, neurodivergence, protected veteran status, marital or family status, caregiver responsibilities, genetic information, or any other characteristic protected by applicable federal, state, or local laws.
The Seasonal Human Resources Coordinator supports the park’s HR team in day-to-day HR operations throughout the high-volume seasonal period. This role contributes to a positive experience for seasonal associates by assisting with employee services, onboarding, HR administration, and communication. You’ll work in a fast-paced environment and play a key role in coordinating HR activities.
Responsibilities:
Employee Support & Relations
Serve as a first point of contact for seasonal team member questions, concerns, and general HR-related inquiries.
Provide courteous and professional assistance to team members both in person and by phone.
Support team member engagement initiatives and help reinforce Six Flags culture and values.
Recruitment & Onboarding Assistance
Assist with scheduling interviews, processing new hires, and maintaining applicant files.
Help coordinate onboarding steps such as orientation, paperwork completion, and wardrobe distribution.
HR Administration
Maintain accurate and organized employee records in HR systems (e.g., time and attendance, team member files).
Assist with tracking attendance, policy compliance, and basic reporting tasks.
Support key operational tasks such as employee file audits and routine office responsibilities.
HR Events & Projects
Participate in job fairs, seasonal hiring events, and other recruitment efforts as needed.
Help deliver employee engagement or recognition programs (e.g., reward program support).
Team Collaboration
Work closely with full-time HR personnel to ensure consistent HR service delivery for seasonal team members.
Support other HR areas such as benefits administration, policy enforcement, and workforce management.
Qualifications:
Required
Strong communication skills and a positive, professional demeanor.
Ability to handle confidential information with discretion.
Organized, detail-oriented, and able to work accurately in a busy environment.
Comfort with interacting with seasonal employees, applicants, and leadership teams.
Preferred
Some experience in human resources, office administration, customer service, or related field.
Basic knowledge of HR software or Microsoft Office tools.
Typical seasonal hours with flexibility required throughout the park’s operational season.
Peak workload may include weekends and holiday schedules.
Fast-paced, people-focused environment serving a large seasonal employee population.
Who You Are:
- Experienced HR systems technical leader with a strong background in Workday HCM and related modules (Core HR, Talent, Benefits, Compensation, Payroll, Recruiting, etc.).
- Deep expertise in Workday integrations (Workday Studio, EIB, REST/SOAP APIs, and middleware solutions).
- Skilled at designing, implementing, and optimizing Workday technical architecture and ensuring scalability, security, and compliance.
- Adept at leading technical teams, setting technical direction, and providing mentorship in HR systems engineering and development.
- Strong collaborator with HRIS, other IT teams, and business partners to deliver robust HR technology solutions that align with enterprise strategies.
- Demonstrated ability to translate business needs into technical solutions, ensuring long-term adoption and system performance.
Role Overview:
- Lead the technical strategy and roadmap for HR systems with a focus on Workday integrations, automation, and optimization.
- Oversee the technical design, development, and deployment of Workday solutions, ensuring best practices for system performance, security, and data integrity.
- Serve as the technical authority for Workday integrations with payroll providers, benefits vendors, finance systems, and other enterprise platforms.
- Partner with HR, other IT teams, and business stakeholders to ensure Workday solutions are fully optimized to enhance employee experience, compliance, and efficiency.
- Manage and mentor a team of Workday technical specialists, providing direction on integration frameworks, release management, and technical troubleshooting.
Key Responsibilities:
- Define and enforce technical standards and best practices for Workday system design, integrations, and upgrades.
- Oversee and also provide hands-on development and support of Workday integrations, ensuring high availability, scalability, and security.
- Analyze and optimize the current HR systems landscape, recommending technical enhancements and automation opportunities.
- Own the Workday technical backlog and release cycle, partnering with product managers and HR leaders on prioritization.
- Partner with Workday consultants and vendors, providing technical leadership on implementation, integrations, and upgrades.
- Monitor system performance, adoption, and data integrity, using analytics to drive continuous improvement.
- Provide technical mentorship to team members, ensuring professional growth and alignment with business goals.
- Ensure compliance with HR data privacy, SOX, and security standards across Workday and connected systems.
Requirements:
- Proven technical management experience in HR technology, with 10+ years of Workday expertise.
- Strong knowledge of Workday HCM, Benefits, Payroll, Talent, Recruiting, and Integrations.
- Hands-on experience with Workday Studio, EIB, Core Connectors, APIs, and Web Services.
- Experience leading technical teams and managing Workday integration roadmaps, upgrades, and support models.
- Agile delivery experience; familiarity with Jira, Confluence, and Kanban is a plus.
- Strong problem-solving and data analysis skills with the ability to manage complex technical environments.
- Excellent communication and leadership skills with the ability to influence across HR, IT, Payroll and Finance.
Leadership Competencies:
- Technical strategist who balances long-term system architecture with day-to-day execution.
- Influential leader who drives alignment across technical and business teams.
- Clear communicator and problem solver, ensuring complex technical issues are resolved and translated into business value.
- Mentor and coach who develops high-performing HR technology teams and fosters a culture of innovation.
Job Summary
The HR Assistant supports day-to-day HR operations within a fast-paced distribution center environment. This role provides frontline support to team members and leaders, ensuring accurate HR processes, positive employee experience, and smooth operational workflow. The HR Assistant partners closely with HR leadership, operations leaders, and onsite support teams to maintain compliance, support staffing needs, and reinforce company culture.
Responsibilities & Duties:
Employee Support & Engagement
- Serve as the first point of contact for HR inquiries related to policies, procedures, and programs.
- Support onboarding and offboarding processes, including new hire orientation, paperwork, and I9 verification.
- Assist in coordinating employee engagement activities, recognition programs, and communications.
- Maintain confidentiality and handle sensitive information appropriately.
HR Operations & Administration
- Maintain accurate employee records in HR systems and ensure timely updates to personnel files.
- Prepare HR documentation such as attendance records, corrective actions, and status change forms.
- Monitor timekeeping system accuracy and assist employees with time clock or pay related questions.
- Support HR metrics reporting (turnover, attendance, staffing, etc.).
Staffing & Recruitment Support
- Partner with Talent Acquisition to schedule interviews, coordinate hiring events, and facilitate candidate communication.
- Track staffing levels and assist with seasonal hiring needs in alignment with operational demands.
- Support pre-employment processes including background checks, drug screens, and paperwork collection.
Compliance & Safety
- Ensure compliance with federal, state, and company employment policies.
- Assist in managing workers’ compensation documentation and coordinating return to work procedures.
- Support safety initiatives, training record updates, and incident documentation as needed.
- Participate in audits and ensure required postings and documentation are maintained.
Qualifications:
Required
- High school diploma or equivalent.
- 1–2 years of administrative, HR, or customer service experience (distribution or manufacturing environment preferred).
- Strong communication skills and ability to build positive relationships at all levels.
- High attention to detail and strong organizational skills.
- Proficiency with Microsoft Office (Excel, Word, Outlook).
- Ability to work in a fast paced, high-volume environment.
Preferred
- Associate or bachelor’s degree in human resources or related field.
- Experience with HRIS, timekeeping, or applicant tracking systems.
- Bilingual skills (e.g., English/Spanish) considered a plus.
Key Competencies
- Customer service–oriented mindset
- Confidentiality & integrity
- Problem-solving skills
- Adaptability and ability to prioritize
- Team collaboration
- Strong follow-up and accuracy
Work Environment
- Onsite role within an active distribution center.
- Requires movement throughout the facility (office and warehouse floor).
- May require flexible hours during peak seasons or special events.
Work Location: North Chicago, Illinois, USA 60064
Assignment Duration: 6 months (possible extension)
Work Arrangement: Hybrid (onsite Tuesday through Thursday each week)
Position Summary
Supports Workday processes that include employee record management, database updates, reporting, quality measurements, and monitoring upstream/downstream integrations. In this role, you will work with internal and external stakeholders in alignment with the global operating model, ensuring compliance and internal controls.
Key Responsibilities
- Manage and support key HR processes in the Workday system (employee lifecycle processes, HR reporting, process accuracy, data quality, documentation management).
- Handle HR documentation.
- Administer data quality reports and act on corrections of errors.
- Actively look for continuous improvement ideas and lead initiatives toward process improvements and automation.
- Keep process documentation up-to-date.
- Take accountability for compliance with defined HR processes and relevant policies.
- Cooperate closely with internal and external stakeholders (e.g., Business HR, Benefits, Total Rewards, Finance, and others) to continuously improve service quality and efficiency.
- Deliver system and process training to new joiners.
- Respond to internal stakeholders regarding questions or issues related to Workday processing data and/or HR reporting.
- Cooperate actively and closely with colleagues from other HRConnect Teams for outstanding service delivery.
Qualifications & Experience
- Bi-lingual Spanish speaking and written skills required.
- Solid knowledge and expertise in HR systems - Workday would be ideal.
- 2 years of experience in an HR environment.
- Recent college graduates with an HR degree will be considered.
- Bachelor's degree required, with strong preference for a concentration in HR.
- Technical expertise in HR processes and understanding of process dependencies.
- Strong written and oral communication skills in English and other languages as required.
- Customer orientation and ability to adapt quickly to changing environments.
- Ability to prioritize multiple requests.
- Continuous improvement mindset.
- Experience in project management is considered an asset.
With a passion for life
Join our diverse teams of passionate people and a career that allows you to develop both personally and professionally. At Getinge we exist to make life-saving technology accessible for more people. To make a true difference for our customers - and to save more lives, we need team players, forward thinkers, and game changers.
Are you looking for an inspiring career? You just found it.
Paragonix Technologies markets organ transportation devices that safeguard organs during the journey between donor and recipient patients. Our devices incorporate clinically proven and medically trusted hypothermic preservation techniques in a novel suspension system to provide unprecedented physical and thermal protection. Our product portfolio spans cardiac, thoracic, and abdominal preservation devices to improve donor organ quality and extend donor organ transport time. Paragonix also markets transplant services and organ screeningto the transplant community.
Position Overview: The HR Specialist is responsible for supporting key People Operations functions across the full employee lifecycle. This role manages HRIS administration, maintains job description documentation, supports light recruiting efforts, coordinates onboarding and offboarding, and provides firstline employee relations support. The HR Specialist ensures accurate data, smooth processes, and a positive employee experience while upholding compliance and confidentiality standards defined in Paragonix HR policies.
Primary responsibilities will include:
- Maintain and update employee data in the HRIS platform; ensure accuracy, version control, and adherence to compliance requirements.
- Process personnel actions including hires, status changes, compensation updates, and terminations in accordance with company SOPs.
- Perform regular audits for data accuracy, onboarding/offboarding completion, and required documentation (e.g., background checks, I9/eligibility verification).
- Maintain the job description repository, ensuring each role has an updated, approved job description
- Partner with managers to update responsibilities, qualifications, and organizational changes; route job descriptions for HR and Compensation review.
- Coordinate job description audits and required updates-supporting compliance, accuracy, and readiness for internal and external audits.
- Assist with posting roles, reviewing incoming applications, and coordinating interviews with hiring managers.
- Support hiring teams in earlystage screening and communication with candidates.
- Partner with HR Business Partners to ensure required steps are followed prior to onboarding (background checks, documentation, approvals).
- Prepare and distribute onboarding materials, working closely with the HRBP and hiring manager to ensure readiness for new hires.
- Manage onboarding process for contractors
- Notify crossfunctional partners (IT, Facilities, Finance) of new hires and terminations to ensure seamless access setup and deactivation.
- Support offboarding documentation, exit interviews, equipment returns, and system access removal.
- Serve as the first point of contact for employee questions regarding policies, procedures, benefits, and employment practices.
- Escalate employee relations concerns to the HR Business Partner and assist with documentation, scheduling, and followup steps.
- Support ethical compliance processes and maintain confidentiality of all employee
Required Skills:
- University degree preferable in human relations, psychology or a related field or equivalent combination of education and relevant professional experience.
- 1-2 years of HR experience, preferably in HR operations or generaliststyle roles.
- Experience with HRIS platforms, maintaining employee data, and supporting HR transactions.
- Strong organizational skills with the ability to manage multiple ongoing tasks.
- Excellent communication and interpersonal skills, with a serviceoriented approach.
- Ability to maintain confidentiality and navigate sensitive issues appropriately.
Other Requirements:
- Experience supporting recruiting workflow within an ATS or similar system.
- Familiarity with job description development, maintenance, and audit readiness.
- Knowledge of employment laws and HR compliance processes.
- Proficiency with Microsoft 365 and document management platforms.
- Onsite or hybrid work at the Waltham office based on business needs.
- Must adhere to all Paragonix HR policies, security requirements, and compliance controls.
Annual Salary of $65k-$75k depending on experience with 5% STIP
#LI-JF1 #LI-Hybrid
About us
With a firm belief that every person and community should have access to the best possible care, Getinge provides hospitals and life science institutions with products and solutions aiming to improve clinical results and optimize workflows. The offering includes products and solutions for intensive care, cardiovascular procedures, operating rooms, sterile reprocessing and life science. Getinge employs over 12,000 people worldwide and the products are sold in more than 135 countries.
Benefits at Getinge:
At Getinge, we offer a comprehensive benefits package, which includes:
- Health, Dental, and Vision insurance benefits
- 401k plan with company match
- Paid Time Off
- Wellness initiative & Health Assistance Resources
- Life Insurance
- Short and Long Term Disability Benefits
- Health and Dependent Care Flexible Spending Accounts
- Commuter Benefits
- Parental and Caregiver Leave
- Tuition Reimbursement
Getinge is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, pregnancy, genetic information, national origin, disability, protected veteran status or any other characteristic protected by law.Reasonable accommodations are available upon request for candidates taking part in all aspects of the selection process.
