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Deep functional expertise in at least two disciplines of HR (e.g., Talent Management, Learning and Development, Organizational Design/Development, HR business partner, Change Management, etc.
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The Chief Human Resources Officer is responsible for oversight of Human Resources, Volunteer Services, RSJ, HR Risk Management, HR Compliance, Credentialing and the EDI departments.
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In partnership with HR and other departmental teams, implement change management plans that maximize employees' understanding and adoption of new programs and ways of operating. Partner with AVP of HR Partnerships, HR Partners, VP Human Resources, and General Counsel in addressing complex employee relations and performance management concerns/issues.
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Conduct HR needs analysis, create HR Strategic Plans, and lead full cycle HR programs to include Talent Acquisition, Onboarding, Compensation, Benefits, Performance Management, Employee Engagement, Policy Development, Training and Development, Succession Planning, Organizational Development and Change Management.
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Promotes the strategic relationship between HR and management to define business challenges, identify opportunities to deliver value-added HR services and programs, and translate them into focused HR initiatives that meet the business needs of the marketplace and facilities.
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The Sr. HR Manager acts as a leadership coach, strategic partner, and change agent partnering with management and HR to improve working relationships by build engagement and increasing productivity.
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HR Project/Change Manager page is loaded. This role will also play an important role in developing change management plans for projects to ensure successful adoption. Lead project change management efforts & support transition to BAU at the conclusion of projects.
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The HRBP executes of all HR activities within an assigned territory, or functional area, related to proactive and reactive ER, change management, policy interpretation and guidance, legal compliance, HR training, investigations, compensation, data management and teammate engagement.
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Solid knowledge of employment law, teammaterelations, compensation and change management. Provide feedback and input on policy and program roll-outs, serve as an arbiter of continuous improvement and a primary change management partner for their assigned territory.
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Develop change management strategies to minimize disruption and maximize employee engagement. Partner with site management to align HR goals with business objectives. Delta, founded in 1971, is a global leader in switching power supplies and thermal management products with a thriving portfolio of smart energy-saving systems and solutions in the fields of industrial automation, building automation, telecom power, data center infrastructure, EV charging, renewable energy, energy storage and display, to nurture the development of smart manufacturing and sustainable cities.
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We specialize in Monitoring, Evaluation, Research & Learning (MERL), Institutional Support (IS), Financial & Risk Management (FRM), Supply Chain Management & Procurement (SCMP); Social & Behavior Change (SBC) and Capacity Building.
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Understanding of a broad spectrum of HR domains including total rewards (including compensation), recruitment, employee and labor relations, talent management (including performance management, learning and development), continuous process improvement, change management, training, diversity and inclusion, workforce planning, and organizational development.
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At least 3 to 5 years in a ServiceNow business analyst role with deep knowledge of ITSM processes, including Request Management, Change Management, Configuration Management (CMDB), Incident Management and Problem Management.
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Reporting directly to our Vice President, Business Operations this person will be accountable for, and have previous experience with leading all the major functions and capabilities within the broader People and Talent team including: HR Operations, Talent Acquisition, Performance Management, Employee Engagement and Recognition, Compensation & Total Rewards, Talent Development, DEIA initiatives, Employee On-Boarding & Off Boarding, HR Compliance/Audit, and other connected work.
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Communicating needs proactively with our HR department and business management, the HR Generalist seeks to develop integrated solutions. The successful HR Generalist will act as an employee champion and change agent.
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