Liveops is looking for a talented and dynamic Engagement Partner to join our Human Resources Department and take our employee engagement and learning strategies to a whole new level.

The Purpose of Your Role

In this dynamic position, you will manage efforts and programs focused on enhancing the employee experience and level of connection and engagement with the Company. As an individual contributor, this role will be the Face of HR to bring the desired employee experience to life by partnering with HR leaders and business partners on people practices and process execution. Additionally, you will play a pivotal role in advancing employee learning and development and diversity initiatives.

The Qualifications We’re Looking For

• A bachelor’s degree in human resources management or a related field.
• 5 years of hands-on progressive experience as an HR Generalist, with a heavy emphasis on employee engagement, employee relations, conflict resolution, and learning and development. Preferably in a remote setting.
• Experience with EEO/ harassment investigations and general workplace complaint resolution.
• Excellent communication, including facilitation and presentation skills.
• Ability to coach and motivate others with high influencing skills.
• Self-confidence, excellent communication skills, and the ability to act independently.
• Ability to build collaborative relationships with employees at all levels of the organization.
• Solid organizational and project management skills.
• PHR/SPHR/SHRM-SCP a plus.

The Competencies You Bring

Change Management, Decision Making, Project Management, Coaching and Influencing and Presentation Skills.

The Value You Deliver

Employee Engagement:

• Execute employee engagement roadmap and strategy.
• Implement programs with creative design, within budget and timeline, throughout the employee lifecycle (i.e., onboarding, recognition, development etc.) to increase employee engagement and to sustain the employee culture.
• Influence through a network of champions the promotion of engagement programs around culture, DE&I, and employee development initiatives that reinforce the employee value proposition.
• Facilitate focus group discussions, debriefs and action planning based on employee feedback.
• Design employee events and participate in the design and roll out of employee surveys.
• Incorporate employee learning and development initiatives into the overall employee engagement strategy.
• Collaborate with HR leaders and business partners to identify learning needs and create targeted development programs.
• Design and implement training programs to enhance employee skills, knowledge, and capabilities and monitor effectiveness, and encourage a culture of continuous learning.
• Facilitate workshops or training sessions on various topics related to employee development and engagement.

Employee Impact:

• Execute on the employee relations strategy that meets the Company objectives.
• Partner with leadership talent management, development, performance, and engagement.
• Facilitates and manages employee relations, progressive disciplinary action and policy interpretation with an ability to remain tactful, calm, respectful and fair.
• Conducts effective and objective workplace investigations. Ability to manage cases with varying levels of complexity (up to and including but not limited to discrimination, harassment, etc.) and provides guidance and recommendations regarding outcomes.
• Work with managers to swiftly resolve individual performance issues, using appropriate tools such as improvement plans.
• Engage in and document the interactive process with applicants and employees requesting accommodations due to disability/medical and religious beliefs.
• Conduct climate assessments and stay informed on employment laws.

Essential Job Functions

Essential functions are the fundamental, crucial job duties that an employee must be able to perform, with or without reasonable accommodation.

• Ability to sit or stand at a desk for extended periods of time while working on a computer.
• Available for virtual meetings in a non-distracted environment.
• Ability to work independently and meet deadlines.

About Liveops:

Liveops, a virtual contact center, offers scalable, on-demand experiences through the VirtualFlex platform for both planned and unplanned CX needs. This tech-enabled, data-powered platform inspires and motivates brand-certified agents to deliver better experiences and attracts entrepreneurial US-based professionals with life experience that helps them connect with customers. We're a people-powered business, working tirelessly on behalf of agents, clients, and employees to make life better.

Liveops exists to improve the lives of our agents, clients, and employees. As a Liveops employee, you’re part of a purpose-driven culture that values curiosity, collaboration, and results. We encourage diverse perspectives to create better outcomes, celebrate initiative, and build relationships based on trust and transparency. We offer outstanding benefits including insurance, 401k match and a flexible vacation plan.

Eligibility Requirements

Eligible States for Employment; Alabama, Arizona, Florida, Georgia, Idaho, Illinois, Indiana, Kansas, Michigan, Mississippi, Nebraska, New Jersey, North Carolina, Ohio, Oklahoma, Pennsylvania, South Carolina, Tennessee, Texas, Utah, Virginia, Wisconsin.

Legal authorization is required to work in the U.S. is required. We will not sponsor individuals for employment visas now or in the future.

Equal Opportunity Employer

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)