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The Manager, Performance Management and Engagement will translate this broad strategy into talent development programs, practices, and initiatives that enhance the skills, experience, and performance of all employees, with a focus on advancing the overall performance capability of Dana-Farber and harnessing the sentiment and engagement of our workforce.
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The AVP-HRM provides expert advice to the President and senior campus leaders on HR matters including but not limited to employee relations, recruitment, compensation, leave of absence and return to work programs, performance management, workers compensation, labor relations, payroll, benefits and human resources management information systems.
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This person will serve as an advisor, thought-leader and partner to the CHRO; VP, Talent Management; HR Business Partners and senior leadership on talent reviews, succession planning, leadership assessment, high-potential development and leadership development, performance management and other key HR processes and initiatives as needed.
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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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Manage the Performance Management process, supporting the launch, communications, and training process, providing reporting to the HR Team, following up with the business on progress, answering questions and troubleshooting, and providing recommendations on improvement opportunities each cycle.
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In-depth understanding of and experience working in a broad spectrum of HR domains including total rewards (including compensation), 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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10years of generalist and/or organizational development HR experience with exposure to employee relations, performance management, compensation, benefits administration, training and development, and recruitment.
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The program areas include employee/labor relations; talent acquisition; testing, classification and compensation; employee benefits administration; worker's compensation; HRIS; soft-skills and mandated training; employee development; performance management & employee discipline; policy development; labor negotiations; and HR records management.
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Ensure the efficient delivery of HR programs and services to include, but not limited to, compensation, benefits, employee engagement, employee relations, performance management, training, HR operations, HR analytics and systems.
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The Human Resource Information System (HRIS) Manager leads the support, development, and ongoing optimization of Pechanga Resort Casino’s Human Resource technology systems, comprised primarily of Infor’s Global Human Resources (GHR), Talent Management (TM), and Performance Management.
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Support the implementation of US performance management systems and processes in collaboration with the Global VP People and the US People & Operations Specialist. Work with the Global VP People to identify opportunities for improving performance management practices and driving organizational effectiveness.
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The suite includes Freshdesk (omni-channel customer support), Freshsales (sales automation), Freshmarketer (marketing automation), Freshservice (IT service desk), Freshteam (HR management system.
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The HR Analyst will have the opportunity to work across multiple HR areas including talent strategy, performance management andpensation, talent development, employee relations, culture andmunity, and diversity, equity and inclusion.
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One additional year of experience with system processing/support or systems analysis work in any one or combination of the following: human resources, time and labor, position management, payroll, performance management, learning management, talent acquisition management, identity access management (IAM) and/or employee/manager self-service systems.
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Partners with the business and HR COE's to support HR processes across the employee lifecycle including but not limited to: Culture/Employee Engagement, Talent Acquisition, Performance Management, Diversity Equity, and Inclusion Initiatives, Learning & Development, Employee Compensation, Employee Relations, People Analytics, and Onboarding.
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