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Thorough knowledge of principles in related health services; State of Oregon Administrative Rules related to specialized health service areas; public health administration; health integration practices; supervision and performance management; leadership, wellness, team dynamics and staff development; program planning and budgeting, fiscal management; organizational processes and design; budget and grant preparation and administration; care coordination and recovery-based treatments.
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In this role, you will serve as a critical business partner and strategist on the leadership team for the PST segment, and on the Ingersoll Rand HR Leadership Team. You will closely partner with PST business leaders to continue the rapid growth (organically & inorganically), while ensuring continuous improvement in critical areas such as Engagement, Talent Development, Culture, Diversity-Equity-Inclusion, and Organizational Effectiveness.
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Doctorate Degree preferred in Education, Leadership, Curriculum Development, or Organizational Leadership, or a Master’s Degree and 5-10 years of relevant experience. Signature programs of the SLC include the Red Hat Shelton Challenge for high school students, the Shelton Forum, a professional conference held annually, Shelton Scholars, a premier scholarship program, and the Chancellor’s Leadership Development program for first generation and/or rural college students.
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We’re fortunate to have an incredibly experienced leadership team, combined with world-class funding partners like A16Z, Matrix Partners, DST, Ribbit Capital, and a very healthy core business with a tremendous runway.
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Collaborating across Next Street offices and communities of practice to design and implement client solutions that improve their strategy, finance, leadership, and organizational effectiveness.
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Provide overall leadership in organizational development and executing a human resource strategy in support of the Foundation's future direction, specifically in the areas of policy development, talent acquisition, retention, diversity, inclusion, staff training, professional development, compensation, benefits, performance, and succession planning.
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Assist the Learning & Development team with the design and delivery of training programs that focus on emotional intelligence and leadership skills. Minimum of 5 years experience in HR, talent management, leadership development, or a similar role.
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Provide direct and indirect leadership, leading strategic project(s) related to change & adoption, organizational design, operational excellence, operating model design, data and business analysis, and technology adoption.
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Demonstrated background in performance management, employee relations, employee engagement & retention, compensation planning & analysis and leadership development. The Senior Directorof Human Resources will work with business leaders on strategic initiatives including performance management, talent management, career development, employee engagement, retention, compensation planning, learning and development and other employee programs.
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Key elements of this role include the full spectrum of talent management processes (diversity strategy, performance management, leadership pipeline, manager excellence, compensation, pulse survey, organizational design and other annual processes.
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Cross-Functional Collaboration : Work closely with other departments, such as marketing, business development, channel, sales and GTM operations, to ensure alignment and coordination of pipeline growth activities with the broader organizational goals.
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You are motivated to learn and interested in all things related to compensation, succession planning, total rewards/benefits, leadership assessment and development, talent acquisition strategy, onboarding, DEIB advisory, and/or performance management , including the latest trends and developments.
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Collaborating closely with area clinical leadership, the Clinical Director establishes and participates in program development and implementation. The Clinical Director operates within federal, state, and local home health regulations and organizational policies and procedures.
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Servant leader with demonstrated ability to build and sustain a people-centric organizational culture that supports and promotes employee development, including development of yourself as a leader.
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They will be responsible for providing strategic and operational human resources direction to university leadership and employees, overseeing all human resources functions across the breadth of the institution, including benefits, change management, compensation, compliance, employee engagement, employee relations, organizational development, performance management, recruitment, and retention.
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