Human Resources

• Administer regional recruiting, employee relations, benefits, compensation, training and development, talent management, and labor relations
• Lead the region’s Human Resources functions by consulting, guiding, and educating management and employees
• Communicate and provide guidance on federal and state laws affecting hiring, retention, corrective coaching, and termination processes
• Liaise between the corporate office and the field regarding policies, procedures, program rollouts, leave administration, and EEO
• Coach and train line managers on employee-relations practices and procedures
• Assist supervisors with terminations
• Coordinate the Employee Dispute Resolution Program
• Conduct internal investigations and recommend solutions regarding complaints
• Assist regional management in identifying and developing talent
• Guide, train, and coach employees and managers on performance management
• Support, advise, and partner with management on Human Resources programs and policies
• Comply with and promote corporate safety initiatives

HR Manager

• Direct and establish Human Resources functions for Feld Entertainment and affiliated companies across talent acquisition, policy development, regulatory compliance, employee relations, compensation, and other HR functions
• Collaborate with all levels of management for consistency and overall goal setting
• Support management through conflict resolution and monitoring of legal compliance in HR practices
• Provide HR support and expertise to Feld Entertainment Studios, traveling shows, and events for talent acquisition, employee relations, training, performance management, policy interpretation, and EEO issues
• Support employee relations initiatives, including mediation of disputes, complaint investigations, terminations, and management consultations
• Oversee the HR Department
• Direct and support HR Business Partner activities and HR support roles
• Serve as a primary HR stakeholder for HR systems and projects
• Ensure HR systems support the company mission, vision, competitive strategy, workflow needs, and reporting needs
• Travel up to 30%, including nights and weekends

Human Resources Director

• Lead and support configuration, maintenance, and enhancement of UKG Pro Workforce Management modules, focusing on Leave of Absence, Timekeeping, and Attendance
• Build, maintain, and validate UKG dataviews, reports, dashboards, and operational extracts related to absence, attendance, and workforce management
• Partner with Leave Administration, Payroll, Benefits, Operations, and IT to gather requirements and assess configuration-change impacts
• Support regression testing, user acceptance testing, defect tracking, and release readiness
• Troubleshoot and resolve end-user tickets related to absence, attendance, accruals, timekeeping, and UKG functionality
• Maintain administrative procedures, job aids, test scripts, and support documentation
• Monitor recurring issues and analyze process gaps and configuration trends
• Recommend configuration, process, or documentation changes to improve efficiency and reduce ticket volume
• Contribute to broader UKG roadmap initiatives and cross-functional projects

HR Technology Analyst

• Assist with configuration, maintenance, and enhancement of Oracle Core HR and Compensation modules
• Identify upstream and downstream impacts of proposed changes
• Support Oracle Lead with requirements gathering, configuration support, testing, data validation, and documentation
• Partner with Compensation, Talent, IT, and other cross-functional stakeholders to translate business requirements into technical solutions
• Support regression testing, user acceptance testing, defect tracking, and release readiness
• Troubleshoot and resolve tickets related to Core HR, Compensation, data, security, and reporting
• Prepare for and support Oracle releases, system upgrades, and ongoing maintenance
• Develop and maintain process documentation, configuration notes, administrative procedures, and status updates
• Create training materials supporting user adoption and understanding of system changes
• Analyze business processes and recommend improvements to system performance and user experience
• Contribute to Oracle HCM roadmap initiatives and cross-functional projects

Analyst, HR Technology – Oracle, Compensation & Core

• Serve as the primary HR point of contact for assigned project sites
• Provide guidance and support to employees and field leadership
• Partner with project leaders and supervisors on workforce needs, employee concerns, and day-to-day HR matters
• Support the full employee lifecycle, including onboarding, employee changes, transfers, promotions, and offboarding
• Coordinate new hire onboarding
• Review, audit, and resolve timekeeping and attendance-related matters to support payroll accuracy
• Provide guidance on HR policies, procedures, and company programs
• Escalate complex employee relations matters appropriately
• Maintain accurate employee records and HR data
• Support reporting and compliance requirements
• Partner with HR and operational teams on compliance initiatives, audits, apprenticeship programs, workforce development initiatives, and special projects

Bilingual Human Resources Field Coordinator

• Manage payroll processing through HRIS and ensure accurate, timely payment
• Process new hires, terminations, compensation changes, bonuses, deductions, reimbursements, and payroll adjustments
• Review payroll data and reports and resolve discrepancies before processing
• Coordinate year-end payroll activities, tax documentation, garnishments, reporting, and compliance requirements
• Administer medical, dental, vision, life, disability, and other employee benefits
• Support benefit enrollment, qualifying life events, terminations, employee questions, annual renewal, and Open Enrollment
• Liaise with HRIS, benefits broker, benefit carriers, employees, 401(k) providers, and external partners
• Administer the 401(k) plan and reconcile contributions between HRIS and the 401(k) system
• Administer FMLA, parental, disability, personal, and applicable state leave programs
• Maintain leave records and track dates, documentation, and return-to-work timelines
• Coordinate leave activity across TriNet, payroll, benefits, and carriers
• Conduct recurring payroll and HR audits across employee data, compensation, PTO, benefits, employment status, and HR records
• Maintain employee records, HR systems, and process documentation across TriNet, Vestwell, benefit carriers, and internal records
• Support onboarding, offboarding, employee changes, handbook and policy updates, compliance reporting, employment verifications, unemployment claims, workers’ compensation, and audits
• Improve, streamline, or automate recurring HR operational processes
• Report to and work closely with the Senior Director of HR

Payroll and Benefits Specialist

• Review incoming ethics hotline complaints and develop actionable investigation plans
• Conduct objective, confidential investigations into allegations of fraud, conflicts of interest, bribery, and ethical breaches
• Perform internal audits assessing compliance with company policies and procedures
• Collect, document, and analyze evidence
• Conduct witness and subject interviews
• Partner with Human Resources, Legal, Internal Audit, outside counsel, and subject matter experts
• Analyze investigation data to identify trends and mitigate compliance risks
• Recommend policy and process changes to leadership
• Plan and perform operational and internal audits to verify accuracy and compliance with internal policies and external laws
• Draft comprehensive investigation and audit reports for senior management
• Provide ethics training and awareness initiatives

Employee Relations & Ethics Administrator

• Function as a key HR strategic business partner with business leadership teams to develop and execute critical business and organizational strategies
• Serve as a credible coach and confidante to leadership teams and a strong employee advocate
• Provide leadership, guidance and counsel on talent, organizational change, human capital, labor relations, and employee engagement
• Develop and execute HR plans, processes, and programs aligned with business objectives
• Support organizational design, succession planning, talent management/acquisition, goal alignment, employee engagement, and communications
• Guide leadership on talent management/development and succession planning
• Serve as a change-management expert and coach leadership on organizational change
• Develop, analyze, and report data and metrics for continuous improvement
• Develop a sustainable strategic workforce plan
• Collaborate with Centers of Excellence and other HR leaders
• Coach managers on organizational development, organizational analysis, strategy, structure, and key processes
• Build and support employee engagement strategies
• Advise on total rewards strategies, programs, and tools
• Drive continuous improvement through innovation, efficiency, process excellence, and accountability
• Ensure business compliance with internal and external policies and standards

Senior HR Business Partner

• Develop and implement HR practices and strategies aligned with business objectives
• Ensure alignment between employees and management in designated business units
• Act as a consultant to business partners through partnerships within HR and business units
• Develop practices that create an exceptional employee experience
• Assist the organization in driving business objectives and managing change
• Execute practices across organizational development, succession planning, workforce development, employee retention, organization design, and change management
• Identify training needs and individual executive coaching needs
• Foster an employee-oriented culture focused on quality, continuous improvement, high performance, diversity, and inclusion
• Serve as primary point of contact for leadership and employees in assigned departments
• Provide guidance on workforce planning, strategy, operations, and HR practices
• Provide day-to-day performance management guidance, including coaching, counseling, career development, and disciplinary actions
• Maintain compliance with governmental, labor, legal, and reporting requirements
• Partner with the legal department as needed
• Manage complex employee relations issues
• Use analytics to assess business issues, identify root causes, and implement solutions
• Develop relationships with internal and external stakeholders
• Partner with stakeholders to develop workforce diversity strategies
• Participate in developing department goals, objectives, and systems
• Monitor organizational culture and employee satisfaction
• Maintain and update required federal and state postings
• Meet department and company performance and attendance expectations
• Follow PacificSource privacy policy and HIPAA requirements
• Assist with special projects and perform other assigned duties

HR Business Partner

• Develop and implement HR practices and strategies aligned with business objectives
• Ensure alignment between employees and management in designated business units
• Act as a consultant to business partners through HR and business-unit partnerships
• Develop practices that create an exceptional employee experience
• Assist the organization in driving business objectives and managing change
• Execute HR practices across organizational development, succession planning, workforce development, retention, organization design, and change management
• Identify training needs and executive coaching needs
• Foster an employee-oriented culture emphasizing quality, continuous improvement, high performance, and diversity and inclusion
• Serve as primary contact for leadership and employees in assigned departments
• Provide workforce planning, strategy, operations, and HR-practice guidance
• Provide day-to-day performance management guidance, including coaching, counseling, career development, and disciplinary actions
• Ensure compliance with employment laws, regulations, and government reporting requirements
• Partner with the legal department as needed
• Manage complex employee relations issues
• Use analytics to assess business issues, identify root causes, and implement solutions
• Develop relationships with internal and external stakeholders and coordinate consistent HR practices
• Partner with stakeholders to develop a workforce diversity strategy
• Participate in developing department goals, objectives, and systems
• Monitor organizational culture and promote employee satisfaction
• Maintain and update required federal and state postings
• Meet department and company performance and attendance expectations
• Follow privacy policy and HIPAA requirements for protected health information
• Assist with special projects and other assigned duties