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Human Resources Phone Number Jobs (NOW HIRING)

BENTELER Group

Human Resources Manager

Shreveport, LA · On-site

Manage KPIs: FTE number, Voluntary turnover rate and Overtime Cost * Apply cost reduction ... Your contact Casondra Meerschaert BENTELER Human Resources Phone: +1 248 364-7274 Your new employer ...

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How much do human resources phone number jobs pay per year?

As of Jun 28, 2026, the average yearly pay for human resources phone number in the United States is $44,245.00, according to ZipRecruiter salary data. Most workers in this role earn between $37,500.00 and $48,000.00 per year, depending on experience, location, and employer.

How to find HR contact for job?

To find the HR contact for a job, check the company's official website or careers page for contact information. You can also look for HR or recruitment email addresses in the job listing or reach out via professional networking platforms like LinkedIn. Additionally, calling the company's main phone number and asking to be directed to the HR department is effective.

What are the key skills and qualifications needed to thrive as a Human Resources professional, and why are they important?

To thrive as a Human Resources professional, you need a solid understanding of HR principles, employment law, and talent management, often backed by a degree in HR or a related field. Familiarity with HR information systems (HRIS), applicant tracking systems (ATS), and certifications like SHRM-CP or PHR is commonly required. Outstanding communication, conflict resolution, and organizational skills help HR professionals build trust and foster a positive workplace culture. These competencies are crucial for ensuring compliance, supporting employee success, and driving organizational performance.

Can you call Human Resources for a job?

You can contact the Human Resources department by phone to inquire about job opportunities, application status, or company policies. HR representatives can provide information about open positions, required qualifications, and the application process, often during regular business hours. Having your resume and relevant details ready can facilitate effective communication.

What is a Human Resources phone number and why would I need it?

A Human Resources (HR) phone number is the main contact line for an organization's HR department. You would use this number to reach HR for inquiries about employment opportunities, benefits, payroll, workplace policies, or to report concerns such as harassment or discrimination. Having access to the HR phone number is important for both current employees and job applicants who need assistance or information related to human resources services.

How do I talk to HR to get a job?

To talk to HR about a job, identify the appropriate HR contact or department through the company's website or job postings. Prepare your resume and questions about the position, and communicate professionally via email or phone. Building a clear understanding of the company's hiring process and demonstrating relevant skills can improve your chances.

What is the difference between Human Resources Phone Number vs HR Coordinator?

AspectHuman Resources Phone NumberHR Coordinator
Required credentialsNone specific, but often used for contact infoTypically requires a relevant HR certification or degree
Work environmentContact point for employees and external partiesOffice-based, supporting HR functions and employee relations
Employer and industry usageUsed across industries for employee communicationCommonly employed in HR departments of various industries
Search and comparison intentFinding contact info for HR departmentsUnderstanding HR roles and responsibilities

The Human Resources Phone Number is primarily a contact detail for reaching HR departments, while an HR Coordinator is a specific role within HR responsible for supporting employee relations, recruitment, and administrative tasks. Both are integral to HR functions but serve different purposes in the employment process.

What are the typical daily responsibilities of a Human Resources professional, and how do they interact with other departments?

Human Resources professionals manage a range of daily tasks including employee onboarding, benefits administration, payroll processing, and addressing staff inquiries. They regularly collaborate with department managers to ensure staffing needs are met, resolve workplace issues, and support compliance with labor laws. Effective communication and teamwork are essential, as HR serves as a bridge between employees and leadership, helping to foster a positive work environment.

What is the 70 30 rule in hiring?

The 70/30 rule in hiring suggests that 70% of a candidate's evaluation should focus on their skills, experience, and qualifications, while 30% should consider cultural fit and soft skills. Human Resources professionals often use this guideline to balance technical ability with interpersonal qualities during the selection process.
More about Human Resources Phone Number jobs
What cities are hiring for Human Resources Phone Number jobs? Cities with the most Human Resources Phone Number job openings:
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What job categories do people searching Human Resources Phone Number jobs look for? The top searched job categories for Human Resources Phone Number jobs are:
Human Resources Phone Number jobs near you
Infographic showing various Human Resources Phone Number job openings in the United States as of June 2026, with employment types broken down into 76% Full Time, 18% Part Time, and 6% Contract. Highlights an 95% Physical, 1% Hybrid, and 4% Remote job distribution, with an average salary of $44,245 per year, or $21.3 per hour.
Chief Human Resources Officer

Chief Human Resources Officer

Enterprise Management

Baltimore, MD • On-site

$40 - $55/hr

Full-time

Posted 27 days ago

Job description

DISCLOSURES
The specific statements shown in each section of this job description are not intended to be all-inclusive. They represent typical elements and criteria considered necessary to perform the job successfully. The job's responsibilities/tasks may be modified and/or expanded over time. Company will inform the personnel member when changes in the respective job description are made.
ABOUT ENTERPRISE MANAGEMENT SOLUTIONS, LLC
Enterprise Management Solutions, LLC is a full-spectrum consulting and management firm specializing in back-office operations, financial infrastructure, and executive oversight for health and human services organizations. We provide strategic support to affiliated companies through contractual partnerships, optimizing operations and maintaining compliance across multiple industries including behavioral health, primary care, real estate, supportive housing, and food service.
Our goal is to relieve mission-driven companies of administrative burden by overseeing financial and operational systems that allow leadership teams to focus on quality care and innovation.
COMPANY WEBSITE: https://enterprisemanagement.org/
COMPANY PHONE NUMBER: (667) 309-5345
HUMAN RESOURCES PHONE NUMBER: (667) 309-5345 ext 10
POSITION TITLE: Chief Human Resources Officer
ALTERNATE TITLE(S): Senior HR Executive, Compliance Officer (within scope)
COMPANY: Enterprise Management Solutions, LLC (in support of all customer companies under contract)
DIVISION: Human Resources
DEPARTMENT: n/a
UNIT: n/a
BENEFITS PACKAGE: This position is eligible for standard W-2 employee benefits, including but not limited to those outlined in the Company's official benefits package. Eligibility and participation are subject to the terms and conditions of the applicable plans. Full details are provided in the current benefits package documentation.
WORK SCHEDULE: Monday - Friday, 8:00 AM - 5:00 PM
ACCOUNTABLE TO: Chief Executive Officer (CEO)
ACCOUNTABLE FOR: Strategic oversight of human capital management, workforce compliance, HR policy, benefits administration, recruitment, and employee relations across all affiliated companies
CLASSIFICATION: W-2 employee; Full-time hourly
COMPENSATION RANGE: Ranges between $40.00 per hour to $55.00 per hour, commensurate with experience and qualifications
ANTICIPATED TRAVEL: Up to 10% of the time (interoffice and site-based meetings)
SUMMARY OF POSITION RESPONSIBILITIES
The Chief Human Resources Officer (CHRO) is a key member of the executive leadership team and serves as the strategic leader responsible for developing, implementing, and managing human capital initiatives across all customer companies. The CHRO provides oversight of all HR functions including recruitment, onboarding, employee relations, performance management, professional development, compensation and benefits, HRIS systems, compliance, and workplace culture.
The CHRO ensures that Enterprise Management Solutions, LLC. and its affiliates maintain compliant, people-centered, and mission-aligned HR practices while adapting to growth and regulatory changes. This role builds and leads HR strategies that align with organizational objectives and operational realities. The CHRO also oversees all ensures that Enterprise Management delivers all contracted Human Resources Consultation, Virtual HR Services, & Fractional CHRO Services to affiliated entities, as outlined at https://enterprisemgmtinc.com/hr-solutions.
SCHEDULED DUTIES AND RESPONSIBILITIES
  • Develop and implement enterprise-wide human resources strategies, policies, and systems
  • Oversee the full employee lifecycle including recruitment, hiring, onboarding, evaluation, retention, and separation
  • Ensure compliance with all federal, state, and local employment laws (EEOC, FLSA, FMLA, ADA, etc.)
  • Lead the administration and evaluation of employee benefits and wellness programs
  • Guide the implementation and maintenance of HRIS systems and digital personnel files
  • Build performance management frameworks including evaluations, PIPs, coaching, and documentation
  • Maintain and update employee handbooks, HR policies, and procedures in accordance with current laws and best practices
  • Partner with leadership and managers on organizational design, staffing strategy, and workforce planning
  • Serve as lead point of contact for all HR audits, grievances, and employee complaints
  • Oversee workplace investigations, corrective actions, and terminations in accordance with due process and fairness
  • Develop initiatives to improve employee engagement, morale, and retention
  • Track HR metrics and generate reports for leadership and board-level stakeholders
  • Advise executive team on employee-related risk management and HR compliance strategies
  • Collaborate with the COO and CFO on labor cost forecasting and compensation analysis
  • Ensure delivery and quality of all Human Resources Consultation, Virtual HR Services, & Fractional CHRO Services offered by Enterprise Management (https://enterprisemgmtinc.com/hr-solutions)

UNSCHEDULED DUTIES AND RESPONSIBILITIES
  • Serve as point of contact for urgent HR-related incidents or staff escalations
  • Provide leadership coaching to managers and support culture-building initiatives across teams
  • Represent the company in employee-related legal or regulatory proceedings when necessary
  • Facilitate leadership training and professional development sessions
  • Coordinate HR elements of mergers, acquisitions, or internal realignments
  • Maintain confidentiality in all personnel-related matters and ensure data security of all HR records

CORPORATE HUMAN RESOURCES FOCUSED COMPLIANCE OFFICER DUTIES
Overview
The Corporate Compliance Officer will possess the skills and experience necessary to identify potential issues within Human Resources. The Compliance Officer is responsible for developing, implementing, and monitoring the programs, policies, and practices that ensure compliance with federal, state, local, and accreditation standards.
The Compliance Officer is expected to remain up to date on laws and regulations that may affect the organization's policies and procedures. This position requires objectivity, independence from other agency departments, strong attention to detail, and familiarity with investigative protocols and formal reporting practices.
Accountability
The Corporate Compliance Officer shall be accountable to the CEO and/or Board of Directors.
Duties
The chief responsibilities of the Compliance Officer include planning, implementing, and monitoring the Corporate Compliance Program. This position is also responsible for coordinating internal and external compliance audit activities and ensuring consistent communication of expectations and results.
The Corporate Compliance Officer will:
  • Oversee and monitor the implementation of the Corporate Compliance Program
  • Conduct corporate compliance risk assessments
  • Report regularly to the CEO and/or Board of Directors on compliance program progress and assist with developing improvement plans
  • Periodically revise and update the Compliance Program as needed
  • Review and evaluate Standards of Conduct Statements
  • Develop and implement a Compliance Training Plan for all staff
  • Assist the CEO with internal compliance review and monitoring activities
  • Investigate complaints and coordinate appropriate action plans with affected departments
  • Develop policies and practices that encourage staff to report suspected fraud or impropriety without fear of retaliation
  • Clearly communicate the objectives of the Compliance Program and track accomplishments
  • Access and review records related to compliance monitoring activities and document findings
  • Maintain a communication log for compliance-related inquiries and reports
  • Compile reports of calls received, investigations conducted, findings made, recommendations issued, actions taken, and progress achieved
  • Establish and communicate available reporting procedures and modes (e.g., email, online reporting tools, voice mail, suggestion box)
  • Conduct periodic interviews with internal and external stakeholders
  • Analyze program and service utilization patterns for irregularities
  • Conduct unannounced mock surveys, audits, inspections, and investigations to assess staff readiness and identify areas for corrective action
  • Reevaluate previously identified deficiencies to confirm implementation of improvements
  • Present written compliance evaluations and reports to the Compliance Committee, CEO, and/or Board of Directors at least annually

PHYSICAL DEMANDS
  • Prolonged periods sitting at a desk and working on a computer
  • Occasional lifting up to 25 pounds
  • Frequent meetings via video or phone; occasional in-person site visits

WORKING CONDITIONS
  • On-site only
  • Office-based, with travel between program sites as needed
  • Cross-functional collaboration with high-level staff across all departments
  • High-paced, deadline-driven, and strategically focused

COMPETENCIES AND SKILLS
  • Deep knowledge of HR laws, policies, and procedures
  • Strong leadership and interpersonal skills
  • Exceptional problem-solving, conflict resolution, and communication skills
  • Technologically proficient in HRIS, Microsoft 365, and HR compliance platforms
  • Experience in building HR teams and designing HR infrastructure

LEVEL OF EDUCATION / TRAINING / QUALIFICATIONS
  • Master's degree in Human Resources, Business Administration, Public Administration, or related field (required)
  • HR Certification (SHRM-SCP, SPHR) strongly preferred
  • 8+ years of progressive HR experience, with at least 5 years in a senior leadership role
  • Experience supporting diverse workforces and multi-site operations
  • Strong track record of compliance, employee engagement, and HR system implementation

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