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The HRM also manage the HR staff with supervision of the HRD. The HRM with the The HR Director functions as a consultant with Hospital management for helping with employee relations matters.
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Strong knowledge and experience with HR Business Partner (generalist), Talent Acquisition/Planning, Learning and Development, Employee Relations, Organizational Development, Change Management, and Diversity & Inclusion functions.
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Provides guidance on employment law, coordinates performance management, and resolves employee relations issues. Serves as a consultant in all aspects relating to sales, operations & regional management Consults with perspective clients and sales to evaluate transition and financial issues for new accounts-serves as a SME with direct client interface to facilitate the sales process; participates as key contributor to announcements to staff of client employees, and as a conduit for information for transitioning client staff to CBPS.
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Minimum of 5 years’ experience people related function including employee relations, performance management, culture, employee engagement and internal communications. Partners with local leaders to resolve workforce relations issues, including conducting effective and objective research and investigations to provide business recommendations considering all aspects of the employer/employee relationship.
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As a part of the One HR team, the Sr HR Consultant (SHRC) is responsible for serving as a strategic consultant/subject matter expert to HR Business Partners who face complex ADA/LOA and employee relations matters where expert knowledge and assistance is needed.
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Responsibilities include but are not limited to:Human Capital Due Diligence: Perform Human Capital due diligence (some or all of compensation, benefits, HR compliance, labor relations, HR communications, operations and technology, talent and culture) identifying and quantifying transaction risks and opportunities.
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Bachelor degrees or above, preferably in human resources management, labor relations, organizational development and psychology. Assist department to design, develop, and implement innovative strategies around talent management and employee engagement, succession planning and leadership development.
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This position also serves as a consultant to campus and health employees, Leave of Absence Specialists, Labor and Employee Relations representatives, Payroll Representatives, and other HR and UC members on state (CFRA, PDL, KinCare) and federal (FML) leave laws; disability benefits (workers' compensation payroll, Lincoln Financial); and state and federal disability laws (FEHA, ADA, EEOC.
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Oversees all aspects of the human resources strategies and functions of the Bank, including talent acquisition, compensation and benefits, employee relations, training and development, compliance records and reports, and performance management.
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The primary objective of the HR Consultant is to provide guidance, training and support to clients in the areas of strategic human capital management, employment law compliance, employee relations, organizational development, workers' compensation administration and the overall development of best practices in human resources.
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Act as a trusted advisor to clients, providing comprehensive HR consultation on various matters including employee relations, compliance, performance management, and recruitment. Expertise in HR strategy and various HR functions including benefits management, performance management, and employee engagement.
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Human Capital Due Diligence: Perform Human Capital due diligence (some or all of compensation, benefits, HR compliance, labor relations, HR communications, operations and technology, talent and culture) identifying and quantifying transaction risks and opportunities.
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2+ years of experience in one or more of the following areas: HR Strategy, HR Employee Experience, HR Operating Models, HR Mergers & Acquisition (M&A), HR Outsourcing Advisory, and HR Technology.
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This includes organizational change and impact assessments, creating holistic change management programs, managing stakeholder and employee engagement and delivering effective internal and external communications.
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Performs workforce planning analysis to ensure the right recruiting strategies are in place and being executed effectively, coaches and assists leaders in selecting the best talent, assists leaders in addressing employee relations and performance issues, and takes the lead on implementing system wide HR projects or initiatives such as annual performance reviews, employee engagement, and succession planning.
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