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Support business leaders, develop and execute operational and HR priorities focused on talent management, organizational effectiveness, workforce planning, employee engagement and retention.
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Be a partner to our People team (includes People Operations, Talent Acquisition, Compensation and Benefits, Learning & Development, Diversity & Inclusion, and Employee Engagement) to provide subject matter expertise on a full range of US employment-related issues, including accommodations, leaves, performance management, recruiting, hiring, compensation and benefits, retention, growth and development, and employee relations issues.
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Employee Engagement and Retention: Lead the people analytics to uncover barriers to engagement, inclusion and retention. Collaborate with leadership and Learning on initiatives such as career development planning, mentorships, apprenticeships and other tools to improve employee satisfaction, engagement, and retention.
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The Senior Human Resource Manager will lead and direct the People strategies and execution including employee engagement, culture stewardship, talent strategy, business partnership, people policy development specific to the Factory, performance enablement, and employee relations.
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It is a true generalist function supporting plant level operation with activities include but are not limited to: recruitment efforts and retention strategies, employee relations (investigations under the direction/support of the Director, HR Operations), safety/OSHA, on-boarding, orientation, employee engagement, time and labor, payroll and benefits support, compliance (EEOC, FMLA, ADAA, Reasonable Accommodations, E-Verify, etc.
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We’re a fully integrated promotions agency helping companies build brand awareness, employee engagement, and customer retention using turnkey activation programs, virtual stores, and branded merchandise.
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In collaboration with Employee Relations Manager and Employee Relations Team develop strategies to enhance employee engagement, satisfaction, and retention. Increase employee satisfaction and engagement through the creation of effective programs for retention, promotion, professional development, and succession planning.
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Leverage data and analytics to understand employee engagement and opportunities to enhance retention and employee satisfaction. Reporting to the President of MadRag, the Vice President of Human Resources will provide human capital leadership to our retail stores and corporate office in North Bergen, NJ. Responsibilities include overseeing the development and implementation of company policies, programs, and services, including recruitment, selection, retention, legal compliance, training, employee relations, and performance management.
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The Employee Relations Manager plays a key role in implementing NAPA's employee engagement and employee retention strategies by focusing on employee relations, policy interpretation and application, performance improvement, and employee investigations and interventions.
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Oversee the integration of People Analytics into all major HR functions, including recruitment, performance management, employee engagement, and retention strategies. Additionally, the role entails overseeing employee support and insights under the Chief People Officer's guidance.
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Experience with healthcare, labor relations, compensation and benefits, recruitment, retention, organizational design, engagement, mergers/acquisitions, employee health/wellness, diversity/inclusion programs and leadership/employee development.
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Work with relevant stakeholders to help support people programs and strategies that enhance our culture including: performance management, compensation, talent development and feedback, employee engagement and retention, and internal communications.
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We are seeking an HR Business Partner/HR Program Manager for our Northridge, CA Manufacturing facility who will provide strategic expertise and consultation in the areas of workforce planning, employee engagement and retention, talent development, coaching, and support of multiple time-bound initiatives throughout the year.
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We take pride in how our employee retention, robust benefits package, and company values have led to Kimley-Horn's placement on the Fortune "100 Best Companies to Work" list for 16 years.
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Be the expert on integrated marketing strategies on how to increase customer awareness, acquisition, engagement, and retention while using customer segmentation models, multi-channel optimization including all-forms of digital, market research, marketing technologies and database marketing to optimize marketing results.
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A retail store manager's job responsibilities aren't easy. Regardless of the parent company's size, it is the store manager's duty to ensure ALL store-related operations run smoothly. Because being an effective leader in retail management can be tough, it is automatically assumed that getting a job is even tougher. But even though the job responsibilities can be tasking, landing a retail store manager position is a little easier... but only if you have the right tools. Most companies do not expect prospective store managers to have a sophisticated educational background. Instead, they select people with convincing skill-set and experience. So, how do you convince recruiters that you're the best candidate for the job? Start by writing a compelling retail store management resume!
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The internet is ripe with career professionals urging you to be aggressive in your networking and application strategies to land a job. But at what expense? Your sanity? Peace of mind? Energy? Free time? When the job search gets overwhelming—as it inevitably will—leverage automation to take the most tedious tasks off your plate. Here are seven ways to do it.
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