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In one of the following: Human Resources, Industrial/Organizational Psychology, Labor & Industrial Relations, Organizational Behavior/Development, Business Administration, or a related field.
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Demonstrates advanced knowledge across the following: Organizational Development, Learning and Development, Leadership Assessments, Performance Consulting, Adult Learning Theory, Organization Effectiveness and Change Management.
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Reporting to the Human Resources (HR) Director, the Senior Organizational Development and Learning Specialist will be responsible for managing our Learning Management System, LMS365, to ensure the effective delivery of training and development initiatives across the organization.
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Organizational Relationships:The ECE Workforce Engagement Coordinator reports to and is supervised by the PDO Workforce Engagement Manager and interacts with PDO staff; contractors, practitioners, post-secondary institutions, and other agencies, and collaborates where appropriate, so as to enhance services to early care and education providers.
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In the role the Human Resources Manager fully understands the operational and financial drivers of the business so that an integrated people strategy addresses: organization design, talent agenda and programs from acquisition through development/retention, organizational effectiveness and change management, organization culture and employee engagement, employee rewards and recognition, and functional HR leadership.
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Serve as a leader supporting the overall CPP and/or translational medicine organizational objectives Stay current with scientific advancements and regulatory trends in clinical pharmacology and Pharmacometrics, and apply the knowledge to advance drug discovery and development for the organization; Publish in peer reviewed journals.
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A minimum of a bachelor’s degree in cultural studies, ethnic studies, social services, sociology, psychology, organizational development or a related field is required; a master’s degree or doctorate in higher education, organizational leadership, equity and inclusion, or a related field or certification in the fundamentals of diversity, inclusion and belonging is preferred.
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Cultivate and maintain relationships with key organization donors in Arizona, working closely with the development team. The Arizona State Director & Special Advisor will be an integral part of the organization’s work in Arizona, responsible for leading the development and growth of GIFFORDS’ state-based strategy across every facet of the organization’s work, including policy, engagement, community violence intervention, political, government affairs, research, implementation, and litigation programs.
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Bachelor's degree in Business, Human Resource management, Organization Development, Industrial Organizational Psychology, or related field and 6+ years of experience in HR – OR - 4+ years of experience with a Master’s degree.
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A master’s degree from an accredited college in economics, finance, accounting, business or public administration, human resources management, management science, operations research, organizational behavior, industrial psychology, statistics, personnel administration, labor relations, psychology, sociology, human resources development, political science, urban studies, or a Juris Doctor degree from an accredited law school; or.
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NPosition Type ManagementJOB SUMMARYThe Ritz-Carlton Leadership Center is a for-profit, external facing advisory organization that specializes in delivering organizational culture transformations, leadership development, and service culture development.
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The People & Operations Director will lead many aspects across the organization, including: recruitment and retention; performance management and professional development; employee relations; systems development and management; leave administration; compliance; technology and facilities, and other People & Operations duties as needed.
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EDUCATION and/or EXPERIENCE Bachelors in organizational behavior, human resources, organizational development, organization effectiveness or 3 to 5 years of experience in at least 2 of the following areas: organizational change management, organizational effectiveness, corporate communications, training and/or project management.
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Conduct organization-wide gap analysis to determine focus areas for staff-wide trainings, leadership development opportunities, and upskilling individual contributors and people managers.
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Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations, preferred.
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