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Working knowledge of multiple human resources disciplines including employee relations, performance management guidance, change management, complaint resolutions, onboarding/offboarding, providing HR policy guidance and interpretation, workforce & succession planning, compliance, talent acquisition, total rewards, learning & development, diversity, equity, & inclusion, and leading multiple projects and priorities of large scale.
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You will guide workforce planning and talent acquisition, complex employee relations case management, employee engagement and development, and compensation management. Significant knowledge of, employment law, workforce planning/recruitment, organizational design, employee and labor relations.
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Human Resources Business Partner. The HR Business Partner will engage closely with the service line management team to develop and drive the people strategy, encompassing a comprehensive workforce strategy in support of business objectives, organizational effectiveness, change management, talent development, and employee productivity and engagement.
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Chartered Institute of Personnel and Development (CIPD), Certified Professional in Learning and Performance (CPLP), Organization Development Certified Professional Program (ODCP), Society for Human Resource Management Certified Professional/Senior Certified Professional (SHRM-CP/SHRM-SCP), Professional in Human Resources/Senior Professional in Human Resources (PHR/SPHR) or other similar certifications.
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Provides guidance and input talent acquisition, talent development, talent retention, talent engagement, training, business unit restructures, workforce planning, succession planning.
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Certifications like SPHR (Senior Professional in Human Resources) or SWPP (Strategic Workforce Planning Professional) are advantageous. Reporting to the Senior Director, Organization Design and Strategic Workforce Planning, this role will partner with the business to gain deep insight into internal operations as well as the external market factors that influence CCI's strategy, goals, and performance.
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The Senior Human Resource Business Partner (HRBP) will act as a consultant and partner to leadership teams in driving the strategy, culture, and core values of WSFS through people practices and programs.
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The Human Resources Business Partner (HRBP) provides strategic and tactical HR support to a designated customer base of field management in the CTC Clinics. In partnership with the Group HR Director, Sr. HRBP and division leadership within customer group, executes strategy for human capital, talent development and succession planning, employee relations and engagement, internal communications, change management, diversity and compliance.
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Reporting to the Senior Director, Human Resources Partnership, the Director will play a key role leading and managing CCA's people strategy and the continued evolution of the HR Business Partner function.
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Minimum Education: Bachelor’s degree in Human Resources, Management, I/O Psychology, or related field or equivalent. Responsibilities span all aspects of HR to include : talent management and workforce planning, performance management, employee relations, organizational development, employee development, and succession planning.
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They will be both a subject matter expert and strategic Human Resources business partner - able to influence all levels of the business. Director of Human Resources , you will be responsible for overseeing the recruitment, training and engagement of the people who create unforgettable experiences for our guests at Lumen Field.
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Develops strong trusted partnerships with business leaders, acting as advisor and partner in the areas of organizational effectiveness, workforce planning, talent management, career development, and succession planning.
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The Senior HR Manager serves as business partner between the business and the corporate teams to assess the human resources needs in areas such as performance management, employee and labor relations, compensation, career development and leadership development.
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Engages and makes recommendations to/and with Business Leaders in all aspects of human capital management (org structure, workforce planning, development, retention, engagement, diversity, inclusion, employee experience.
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Bachelor’s degree in human resources, industrial & organizational psychology, business administration, communication, or related field. In doing so, providing support on a wide range of matters within the employee life cycle including performance management, succession planning, talent and workforce management, employee engagement and retention, development and coaching, conflict resolution and other strategic business decisions impacting DCU’s people strategy.
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