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Lead the HR Merger & Acquisition (M&A) process and provide HR consulting of best practices on due diligence, while developing an effective implementation strategy to be most efficient with the cultural migration process.
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Years of experience in workforce planning, talent management, or HR consulting roles. In-depth knowledge of Oracle HCM Cloud modules, including Core HR, Talent Management, and Workforce Planning.
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Success, preferably in the Consulting Services arenaGood to Have skills:•Any Certification in SAP SuccessFactors modules (Employee central, Talent Management, Workforce Planning and Analytics)•Published white papers and blogs on latest HR trends, SaaS adoption etc.
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The HR Business Partner Director collaborates closely with HR and business leadership, serving as a critical link between HR Centers of Excellence (COEs) and the business units across all the HR disciplines including, but not limited to, Total Rewards, Talent Management, and Talent Acquisition.
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Talent Acquisition and Maintenance Work with FLS leadership and HR to source, recruit, and onboard top engineering talent to expand the capabilities of the smoke control services group.
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What We’re Looking For:Minimum 5 years of increasingly responsible business partner experience including consulting with leadership in the development and execution of human resources strategies and practices including talent strategy, learning and development, performance management, employee relations and organizational effectiveness/team development.
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Develop novel/custom solutions for the administration and execution of human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
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Provides HR consulting expertise to all levels of DC management and employees. Implements HR initiatives to improve organization effectiveness, including performance management systems, talent development, organization design, and cultural development.
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ResponsibilitiesServe as a trusted advisor and strategic partner within the PCAOB in the areas of employee relations, workforce planning, succession planning, rewards and recognition, employee engagement, talent management, performance management, compensation, policy interpretation, and other organizational effectiveness matters to optimize HR’s contribution to business success and enhance the employee experience.
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This opportunity entails being an HR Business Partner to an office or multiple offices, providing support and guidance to the business in all areas of Human Resources and may include talent management, people strategy, employee relations, benefits, compensation, training, leadership development, HR data analytics and reporting.
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Manages talent acquisition and workforce management plan Builds a quality assurance program that is tied to the performance review process Develops progressive and proactive compensation and benefit programs to provide motivation, incentives and rewards for effective performance.
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The HR Business Partner carries out responsibilities in the following key functional areas: performance management and employee relations, policy interpretation and implementation, diversity and inclusion, talent acquisition/recruitment, data analytics, training and development and onboarding.
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As a HR Generalist, you will: provides functional support and some consulting to a defined business unit or geography on employee relations, leave of absences, performance management and other business or HR initiatives.
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A minimum of five years of relevant work experience related to Human Capital consulting, performance management, workforce planning, HR analytics, organizational design, diversity, equity and inclusion; U.S. Federal government consulting experience preferred.
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In partnership with the department HR Lead and other HR business units, the Senior HR Consultant provides high quality consulting support focused on the Talent Management Cycle, HR process delivery to the business in all areas of HR, and tactical support to the HRBP team.
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