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The Director will take the lead on defining our strategic employee engagement playbook and aligning leadership around it, being the business owner of our Pulse survey and employee listening more broadly, driving and supporting initiatives across the company to address employee VOE, and cultivating a community of engagement leaders at our sites, in business/functional communities, and at the grassroots level.
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Employee Wellness: We are committed to your well-being through our sponsored programs by the Strategic Employee Engagement Council and GWU Wellness Center. During the recruitment process, no recruiter or employee will request financial or personal information (Social Security Number, credit card or bank information, etc.
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During the recruitment process, no recruiter or employee will request financial or personal information (e.g., Social Security Number, credit card or bank information, etc.) Employee Discounts: Enjoy exclusive discounts and a wide array of additional perks.
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THE CONTRACTOR shall facilitate stakeholder engagement sessions with Delaware NRCS's State Leadership Team (SLT), Delaware Training Committee, Delaware Employee Advisory Council (DEAC), Delaware Civil Rights Advisory Committee, other committees as designated, employees and partners/affiliates to gather input and ensure buy-in for the strategic plan process.
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The HRBP impacts overall business performance and employee engagement by providing strategic, creative and collaborative leadership across assigned groups. Coordinates activities and ensures successful achievement of objectives related to employee engagement, workforce management, performance management, talent acquisition, diversity and inclusion, communications and change management.
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Supervises program staff and maintains an organizational culture and services where professionalism, quality care, employee engagement and empowerment, and services that further RHD's values are recognized and rewarded.
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Develop and execute resource plans that include production and capacity planning, inventory management practices, integrated process and information systems, people and capital resource planning, and established long range site plans to ensure the proper balances between Safety, Quality, Delivery, Cost, and employee engagement for multiple plant operations.
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The ideal candidate will be an energetic self-starter looking to learn the essential functions of site HR support including employee relations, organizational development, analytics, performance management, DEI&B, employee engagement & retention, data analytics reporting, change management, process improvement, and more.
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The Area HR Manager, People ensures the engagement of NAPA’s growing employee workforce by leading a high-functioning team of People professionals to effectively manage all components of the employee lifecycle to drive NAPA strategic priorities.
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Talent Management: Provide strategic HR expertise, employee experience management, change management and technological savviness. Manages employee programs, including new hire onboarding and orientation, manager training, compliance training, process-specific training, and learning and development opportunities.
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Coordinate, implement and manage key strategic DEI programs and initiatives to drive talent acquisition, learning and development strategies, an inclusive workplace, community and client engagement, and brand management goals across multiple geographies.
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Position OverviewThe Legal Business Management, Business Lead reports to the Chief of Staff and Senior Associate General to lead the development and execution of programs supporting the Legal Division’s communications, workforce development, and employee engagement strategies.
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Collaborate with Corporate Communications to develop and provide relevant content for internal and external DEI messaging (employee communications, intranet, and internet pages, etc. Key areas of focus include, but are not limited to, talent acquisition & career mobility, learning and development, workplace culture, community engagement, team member engagement and governance.
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The HR Business Partner will work collaboratively with the Chief People Officer, HR team members and business leaders on strategic initiatives including: performance management, talent management, succession planning, employee engagement, recruitment and retention, learning and development and other employee programs.
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Overall strategic partner while directing and managing all aspects of Human Resources including, but not limited to HRIS, talent acquisition, onboarding, retention, personnel records, employee relations, performance management, compensation management, benefits, leave of absence, employee engagement, organizational development, succession planning, compliance, FLSA/ADA/FMLA/Title VII/AAP/EEO, etc.
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