Human Resources

• Execute enterprise talent strategy aligned with long-term business objectives
• Partner with the CFO, CIO, Chief Claims Officer, General Counsel, Chief Audit Executive, and business leaders to identify talent priorities and capability gaps
• Build an integrated talent management framework covering workforce planning, leadership development, succession, assessment, mobility, and performance
• Establish governance for talent reviews and organizational planning
• Establish a consistent strategic HR consulting model across business units
• Advise senior leaders on organizational effectiveness, leadership capability, workforce planning, and change management
• Lead annual enterprise talent reviews and succession planning discussions with executive leadership and the Board
• Build succession pipelines for executive and critical roles
• Oversee workplace investigations and complex employee relations matters
• Lead organizational redesign and support enterprise change initiatives
• Serve as executive coach and trusted advisor to senior leaders
• Develop talent dashboards and use workforce analytics to inform executive decision-making
• Present talent insights and recommendations to executive leadership and the Board

HR Talent Partner – Business Enablement

• Support HR analytics, reporting, and data governance needs for lines of business and functional areas
• Identify and resolve employee data issues while minimizing organizational risk
• Manage, create, and enhance standard reporting deliverables, presentations, and analyses
• Manage operational metrics used by HR leaders to optimize resource efficiencies
• Develop and enhance data management tools, queries, and processes, including automation of data mining and analytics
• Evolve analytical frameworks to help stakeholders identify emerging risks from HR data
• Partner with HR, Finance, and business leaders to provide workforce insights and reporting for planning, hiring strategies, and resource optimization
• Translate complex workforce data into clear, action-oriented insights and executive-ready storytelling
• Liaise between the business and HR to create reporting solutions, monthly reports, dashboards, automation, standardization, and process improvements

HR Analytics Consultant II, Data Governance

• Serve as a trusted HR advisor to assigned business leaders and employee groups
• Provide HR guidance across employee relations, talent acquisition, onboarding, performance management, engagement, compensation, benefits, compliance, training, workforce planning, and organizational change
• Partner with leaders and managers to understand business needs and provide timely HR support
• Address employee relations matters, coach managers, resolve concerns, support investigations, and recommend fair outcomes
• Support compliance with employment laws and company policies
• Identify employee engagement opportunities and support action planning
• Facilitate performance management, including goal setting, feedback, reviews, coaching, corrective action, and documentation
• Support workforce planning, recruiting strategies, interviews, selection, and onboarding
• Support new hire onboarding and orientation
• Partner on talent development, succession planning, career growth, retention, and organizational capability
• Provide guidance on compensation practices, job titles, grade alignment, bonus structures, and internal equity
• Support benefits administration and employee changes
• Maintain accurate employee documentation and HRIS data
• Support compliance training, manager education, leadership development, and employee learning
• Monitor workforce trends and employee feedback
• Participate in HR projects to improve policies, practices, systems, and processes
• Maintain confidentiality when handling sensitive employee and business information
• Perform other duties and projects as assigned

Human Resources Business Partner

• Serve as the primary point of contact for employee HR-related inquiries
• Support onboarding and offboarding, including documentation, system updates, new-hire training, compliance tracking, and IT/Payroll coordination
• Maintain accurate employee records and documentation in BambooHR
• Assist with employee communications, policy distribution, and routine HR updates
• Support managers with coaching and performance improvement conversations; escalate higher-risk matters
• Document employee relations matters accurately and confidentially
• Coordinate payroll status updates, deductions, and timekeeping records
• Support benefits administration and employee benefit questions
• Support multi-state and federal compliance, including I-9 processing, postings, background checks, and state-specific documentation
• Maintain HRIS data integrity and generate HR reports
• Identify process gaps and recommend efficiency improvements
• Partner with hiring managers on open roles
• Manage full-cycle recruitment for non-executive positions as needed
• Write and post job descriptions, coordinate or conduct interviews, and lead pre-employment processes
• Participate in workforce planning discussions
• Collaborate with the EVP of Operations & Organizational Development and cross-functional stakeholders across both business divisions

Human Resources Generalist

• Act as an Employee Relations advisor/consultant to managers and employees
• Coach, counsel, and guide managers on interpreting Virtua policies and processes
• Educate employees and managers on policies, procedures, laws, standards, and government regulations
• Resolve workplace concerns and issues with employees and supervisors
• Respond to employee complaints, harassment allegations, and civil rights complaints; escalate issues as needed
• Direct and conduct investigations
• Conduct exit interviews, analyze data and trends, and develop turnover-reduction strategies with the HR Business Partner
• Respond to unemployment inquiries and participate in unemployment hearings
• Maintain relationships with union representatives and monitor labor contract implementation
• Provide contract interpretation expertise to management
• Assist with investigating, answering, and settling grievances
• Respond to Requests for Information
• Facilitate grievance processes and attend grievance meetings and arbitrations
• Participate in labor management and labor education meetings
• Provide labor relations support during contract negotiations
• Conduct labor relations and positive employee relations training
• Act as project manager for proactive employee relations programs
• Partner with business leaders and HR teams on positive employee relations programs and best practices
• Assist with special and cross-functional projects and initiatives
• Collect and analyze employee feedback
• Conduct employee relations and vulnerability assessment programs
• Work as part of an interdisciplinary team to align HR support with client group needs
• Facilitate and/or conduct training, orientation, and group presentations
• Provide feedback for developing or updating HR policies, programs, and procedures
• Participate in employee events, engagement events, and rounding

Human Resources Employee – Labor Relations Consultant

• Administer, configure, optimize, and support Workday HCM, Absence Management, Security, Recruiting, and Compensation modules
• Serve as a subject matter expert and strategic partner to HR, Talent Acquisition, Compensation, Payroll, IT, and business stakeholders
• Lead system enhancements, business process optimization, configuration changes, testing, releases, and continuous improvement initiatives
• Drive issue resolution, release management, user acceptance testing, process documentation, stakeholder training, and system integration activities
• Provide expert guidance on Workday best practices and future-state HR technology strategies
• Configure organizational structures, business processes, compensation programs, recruiting workflows, absence plans, and security frameworks
• Manage role-based access controls and security governance
• Support compensation review cycles and recruiting operations
• Develop reports, dashboards, and analytics
• Ensure accurate data management and regulatory compliance
• Collaborate with cross-functional teams to deliver scalable HR technology solutions

Senior HR Systems Specialist, Workday

• Manage HCM system tasks including hiring, compensation, leaves, terminations, benefits, and employee surveys
• Ensure accurate and compliant employee records
• Maintain employee data including job classification, pay rates, organizational structure, and status changes
• Support HCM administration and implementation projects
• Serve as a resource for employees on benefits and ACA compliance questions
• Partner with brokers and vendors to administer medical, dental, disability, life, FSA, and COBRA benefits
• Handle enrollment, invoicing, and reconciliation
• Review payroll deductions and support 401(k) administration
• Manage PTO and leave-of-absence tracking
• Troubleshoot issues within UKG and vendor portals
• Advise managers on employee relations, workers' compensation, and disputes in line with employment law
• Serve as a first point of contact for employee complaints and investigations
• Help maintain compliance with employment laws and recommend policy improvements
• Support unemployment hearings and related documentation
• Deliver training to employees and managers on HCM system processes and procedures

Human Resources Generalist – HR

• Partner with business leaders to provide strategic HR guidance and support
• Analyze HR metrics and trends to develop targeted programs and policies
• Manage complex employee relations matters, including investigations and resolution
• Maintain and interpret HR dashboards to inform decision-making and drive engagement, retention, and performance
• Ensure compliance with employment laws and partner with legal as needed
• Provide coaching and support on performance management, career development, and disciplinary actions
• Foster a positive work environment by enhancing employee engagement and morale
• Conduct and analyze exit interviews and share insights with leadership to inform retention strategies
• Offer guidance on HR policies and procedures
• Support immigration processes, including visa compliance, international transfers, and I-9 audits
• Advise on organizational design, workforce planning, succession planning, and change initiatives
• Contribute to training and compliance program development and evaluation
• Understand and support the needs of the organization
• Stay current on federal and state employment regulations
• Perform additional duties as assigned

• Manage core HR processes across the employee lifecycle, including onboarding, employee changes, and offboarding
• Support U.S. benefits administration, including medical, dental, vision, life, disability, and 401(k) programs
• Coordinate with PEO entities, payroll, and benefits providers
• Maintain HR policies and support compliance with applicable federal and local employment requirements
• Manage full-cycle recruiting for technical and business roles
• Proactively source candidates through LinkedIn Recruiter, Boolean search, GitHub, niche communities, referrals, and creative outreach
• Maintain accurate employee and recruiting data
• Track pipeline progress and report on key hiring metrics
• Provide smooth, consistent HR process support across the employee lifecycle
• Partner with hiring managers throughout the recruitment process
• Maintain reliable recruiting data, candidate notes, and HR records

Human Resources jobs in New Jersey

HR Talent Partner – Business Enablement

HR Analytics Consultant II, Data Governance

Human Resources Business Partner

Human Resources Generalist

Human Resources Employee – Labor Relations Consultant

Senior HR Systems Specialist, Workday

Human Resources Generalist – HR

Human Resources Business Partner

HR Operations, TA Partner