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The Chief Human Resources Officer (CHRO) is responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of succession planning, talent management, change management, organizational and performance management, training and development, and compensation.
$196,357 - $302,994.41 a yearFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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The Managing Attorney will coordinate closely with the VP of Litigation for Healthy Communities on substantive strategy and management, engage with other offices and programs and with the communications and policy departments, and represent the Program on internal advisory bodies and in organizational strategic planning.
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Ability to apply change management and diversity, equity and inclusion principles to assist in business transformation, aligning stakeholders around implementation of initiatives influencing organizational culture.
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Technical expertise in one or more areas: performance management metrics, including innovations in data collection and analysis; organizational development and organizational learning; USAIDs Collaborating, Learning and Adapting (CLA) framework; or capacity strengthening or training.
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Comprehensive knowledge in the areas of organizational design, staffing, learning/development practices and principles, and employment law matters (ethics, conduct, employee wellness, staffing, wage and hour, leaves of absence, etc.
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A master’s degree or higher in social sciences, international relations or affairs, public administration, organizational development, or a related advanced degree. The project is designed to expand the USAID REFS’ and Feed the Future’s capacity and quality of data management and analysis, organizational learning, and training to promote evidence-based decision-making and programming.
$160,000 - $195,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Areas of expertise may include business process reengineering, performance management, statistical process control, individual and organizational assessment and evaluation, process modeling and simulation, strategic and business planning, change management, organizational development, quality assurance, regulatory compliance, and situational awareness and decision support.
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Ideal candidate possesses the following attributes: Lean Thinker, Agile Mindset, Strong Listener, Development Experience, Hands-on DevOps Experiences, Easily Builds Trusting Relationships, Focused on Continual Improvement, Charismatic, Strong Leadership Traits, High Level of Emotional Intelligence (EQ) and Experience with Organizational Change Management.
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The HR Manager will serve as a business partner to managers, supervisors, and employees across the organization by performing a variety of complex, professional level work in multiple functional areas of HR, including: benefits, compensation, employee relations, training, performance management, workforce effectiveness/organizational development, recruitment, change management and other workplace initiatives.
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Broad understanding of compensation and benefits, recruitment and retention, change management, employee relations, leadership training, organizational development, and employment laws.
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The ideal candidate will be an energetic self-starter looking to learn the essential functions of site HR support including employee relations, organizational development, analytics, performance management, DEI&B, employee engagement & retention, data analytics reporting, change management, process improvement, and more.
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Reporting directly to the SVP, Human Resources for P&C and Life, this position acts as a program architect and consultant, leveraging deep HR expertise to facilitate organizational design and effectiveness, strategic workforce planning, workforce development, and program/project management efforts.
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Consults with management to influence and facilitate the development of their organizational priorities and related change initiatives. We are looking for an HR Business Partner who understands how to integrate HR strategy with business strategy to drive change, build organizational alignment, develop leadership and management capability and improve the employee experience.
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3+ years of experience utilizing core organizational development competencies (i.e., relationship building, trust building, emotional intelligence, change management planning and execution, the ability to debate issues and add value to the collective leadership team.
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This position also serves as an internal organizational digital culture development consultant for departments and leaders across the enterprise —including strategic planning, change management, organizational assessments, and offsite facilitation as needed.
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