Human Resources

• Take ownership of daily HR workflows, track deadlines, and coordinate priorities across HR and payroll
• Serve as a primary point of contact for employee and manager questions regarding policies, payroll, benefits, and leave
• Provide guidance to HR support staff and review administrative work for accuracy and completion
• Maintain confidential employee records and consistent documentation
• Identify process gaps and help develop and update HR procedures, resources, and tracking systems
• Partner with leadership on sensitive matters and escalate issues requiring additional review
• Guide managers through employee concerns, attendance issues, performance documentation, and disciplinary processes
• Coordinate coaching documentation, written warnings, performance improvement plans, and follow-up actions
• Support employee complaint reviews and workplace investigations with discretion and impartiality
• Promote consistent application of company policies and California employment requirements
• Coordinate separations, including documentation, separation letters, and final pay preparation
• Coordinate payroll preparation and review timekeeping records for accuracy, completeness, and timely processing
• Enter and verify staff hours in NPA based on finalized Appointment Admin records
• Send payroll close communications, including Lock NPA and Super Locker emails
• Review drive time, overtime, meal and rest break issues, and timekeeping discrepancies; coordinate corrections as needed
• Process sick time and PTO entries in NPA and reconcile them with approved records
• Enter new hire information into ADP and oversee onboarding payroll setup
• Prepare final paycheck calculations and coordinate timely processing with payroll
• Support payroll audits, reporting, and resolution of employee payroll questions
• Coordinate employee leave requests, required documentation, notices, tracking, and return-to-work processes
• Apply working knowledge of California leave requirements and applicable federal protections
• Support accommodation requests and coordinate the interactive process with leadership
• Administer benefits enrollment, changes, reminders, and employee communications, including EASE health plans
• Help employees understand benefits options and enrollment requirements, coordinating with providers as needed
• Prepare and submit required EDD forms and other employment-related notices accurately and on time
• Maintain HR trackers, reports, and data logs related to payroll, leave, benefits, and employee relations
• Identify discrepancies, recurring concerns, and opportunities to improve employee support and administrative efficiency
• Communicate policy updates, deadlines, and process changes clearly and professionally
• Lead or support HR and payroll projects as assigned

Human Resources Coordinator

• Provide information and counseling to employees regarding leave of absence and modified work schedule needs
• Assist with administration of leave requests and accommodations in compliance with federal and state regulations
• Coordinate FMLA, CFRA, SDI, PFL, Paid Parental Leave and other state and federal leave processes across multiple states
• Gather and complete required paperwork, determine leave eligibility and designate qualifying FMLA leave
• Coordinate employees’ return-to-work process
• Facilitate communication among employees, managers and integrated partners throughout leave periods
• Coordinate supplemental pay by integrating benefits with PFL, short-term disability, paid parental leave, sick leave and vacation
• Interpret leave laws and explain interactions with paid time off, workers’ compensation and disability benefits
• Facilitate accommodation requests under the ADA and administer other time-off programs
• Maintain accurate leave and accommodation records and preserve confidentiality of medical documentation
• Maintain knowledge of applicable leave and accommodation laws and contribute to compliant policy revisions
• Assist with insurance premium billing and collection during unpaid or reduced-pay leaves
• At H01.2 level: assist with implementing benefits programs, advise on complex benefits policies, research and resolve benefits issues, conduct training and orientation sessions, participate in annual Open Enrollment, analyze audit reports, and run basic management reports

Benefits Specialist

• Serve as the primary liaison between temporary staffing agencies and department managers regarding day-to-day operational needs
• Manage temporary workers’ timecards and ensure timely manager approval
• Maintain the timekeeping data system
• Reconcile vendor invoices
• Perform data analytics, reporting and metrics tracking
• Resolve logistical issues and streamline internal processes
• Complete HR projects assigned by HR management

HR Operations Specialist

• Execute Human Resources priorities and strategies aligned with organizational objectives
• Deliver HR services including talent acquisition, retention, employee engagement, compensation and benefits, training, and employee relations for a designated line of business
• Act as a business consultant and change agent aligning business objectives with employees and management
• Advise management on complex Human Resource-related issues
• Assess and anticipate HR-related needs for the business unit and organization
• Formulate partnerships across the HR function to deliver value-added services
• Develop integrated and coordinated solutions with HRBPs in other business units
• Maintain business literacy regarding business-unit financial position, strategic objectives, and culture
• Serve in a matrix position between HR and Operations requiring constant communication

Human Resources Business Partner II

• Translate business strategy into a practical people strategy aligned to growth, productivity, organizational priorities, and enterprise guardrails
• Serve as a trusted advisor and coach to business and functional leaders on talent, organizational effectiveness, leadership capability, and change adoption
• Partner with leaders on organizational design, workforce planning, succession planning, and critical capability development
• Support structural changes aligned to business and functional priorities
• Lead and support change initiatives, including reorganizations, workforce transitions, and business transformations
• Maintain ownership of the people agenda for the supported client group
• Partner with People Partners, COEs, and HR Shared Services for scalable, compliant, and consistent execution

Senior HRBP

• Serve as the primary HR point of contact and trusted advisor for employees and managers
• Manage day-to-day HR activities, including employee relations matters, investigations, corrective action, discipline, performance management support, and follow-up
• Complete employee lifecycle activities, including onboarding, offboarding, job changes, compensation changes, hiring support, terminations, investigations, employment status updates, and documentation
• Maintain accurate employee records in the HRIS and support related reporting with HRIS and payroll teams
• Support time and attendance matters, leave administration, disability coordination, benefits questions, and the interactive process
• Facilitate HR programs including goal setting, performance reviews, talent planning, salary planning, employee development, and engagement action planning
• Execute site and functional HR priorities, initiatives, compliance requirements, and training obligations
• Partner with Talent Acquisition, HR Managers, and hiring managers on staffing needs, job descriptions, postings, interviews, background checks, candidate communications, and onboarding
• Champion employee engagement, recognition, talent development, survey participation, action planning, and follow-up
• Build relationships across HR teams, internal partner groups, client group leaders, and employees
• Conduct regular 1:1 meetings with key client group leaders at the Director and/or VP level
• Provide site insights, data, and feedback for talent reviews, workforce planning, compensation processes, and business initiatives
• Run and analyze standard and ad hoc HRIS reports to support HR leadership, decision-making, and data integrity

Human Resources Generalist

• Lead all people-related activities across two manufacturing operations
• Partner with three site leaders and their management teams across manufacturing groups totaling approximately 250 employees
• Manage the full employee lifecycle, including recruitment and onboarding, employee engagement and communications, performance management, reward and recognition, employee relations and investigations, labor relations and union engagement, and HR administration and compliance
• Support workforce transitions, restructuring activities, and future site closure planning
• Provide professional HR guidance and coaching to people leaders
• Ensure compliance with federal, California, and labor regulations
• Administer employee health, welfare, benefit, and 401(k) programs
• Manage disciplinary procedures, grievances, and union negotiations
• Drive continuous improvement initiatives and support organizational change projects
• Collaborate with global HR colleagues and cross-functional business leaders

Onsite HR Manager

• Support clients across WTW’s Employee Experience portfolio, including communications, strategy and change management, behavior change, employee insights, surveys, assessments, and employee experience software
• Develop client deliverables such as PowerPoint presentations, video scripts, emails, postcards, brochures, benefits guides, and website content
• Gather and analyze data to inform recommendations and facilitate client conversations
• Develop and implement communication and change management strategies with senior colleagues
• Deliver insights on leadership alignment, culture alignment, workforce well-being, Total Rewards, and employee engagement
• Write, proofread, and copyedit HR and benefits-related materials
• Assist with design, production, presentation formatting, graphic design support, scheduling meetings, and answering client inquiries
• Ensure content is accurate, error-free, consistent in style, and aligned with client branding
• Provide actionable insights to improve employee engagement and culture and optimize talent and program investments
• Coordinate with senior EX staff, clients, and technical and support teams to manage deadlines, task handoffs, meetings, and project delivery

Employee Experience Analyst

• Serve as a trusted strategic advisor to senior leaders within Amgen's Finance organization
• Partner directly with the Senior Vice President and Finance leadership team to drive business performance through people, organization, and culture
• Align people strategies with business objectives, organizational priorities, and long-term workforce plans
• Coach senior leaders on organizational effectiveness, leadership capability, team performance, and talent-related decisions
• Translate business strategy into actionable talent and organizational initiatives
• Lead organizational design, operating model evolution, workforce planning, and change management initiatives
• Support complex organizational changes including restructuring, role optimization, capability building, and business transformation
• Assess organizational health and identify opportunities to improve effectiveness, agility, and employee experience
• Drive talent review, succession planning, and leadership development processes
• Identify, develop, and retain high-potential talent and critical capabilities
• Foster a high-performance culture grounded in accountability, collaboration, innovation, and inclusion
• Use workforce analytics, talent data, and organizational insights to inform strategic decisions
• Identify trends, risks, and opportunities related to talent, engagement, attrition, capability gaps, and organizational performance
• Partner with Talent Acquisition and business leaders to attract top talent for critical leadership and professional roles
• Drive strategic workforce planning and support internal mobility and career development strategies
• Collaborate across HR and business functions to deliver integrated people solutions
• Contribute to enterprise-wide HR initiatives, talent strategies, and transformation efforts
• Mentor and develop HR colleagues

Human Resources Business Partner – Director, Finance

• Maintain and operationalize Notion’s talent philosophies across performance, growth, leadership, career development, internal mobility, early career, and high-performance expectations
• Translate talent principles into practical tools, rituals, and operating mechanisms for People Partners and leaders
• Co-build the talent enablement engine and programmatic layer for People Partners
• Develop playbooks, manager guides, conversation frameworks, decision tools, calibration support, and coaching resources
• Partner with strategic People Partner leaders to identify enablement needs and develop creative strategies
• Design self-service strategies and actions that help leaders develop talent
• Strengthen mechanisms to identify, engage, stretch, and retain talent
• Enable the leadership bench
• Lead high-leverage talent strategy projects involving early career strategy, total rewards, role architecture, internal mobility, talent flow, and leadership expectations
• Collaborate with Total Rewards, Talent, People leaders, People Operations, Recruiting, and People Partners

Human Resources jobs in California