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Oversee and/or and deliver training to line of business personnel, Risk Management staff and others on regulatory matters, third party and operational risk best practices to enhance organizational understanding of third-party risk trends, risk identification, and control requirements.
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As part of the Americas HR leadership team, this role is responsible for delivering business and people solutions that build leadership capability, support organizational change, and drive engagement.
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Actively collaborates on cross-functional teams and/or committees (e.g. Tiger Teams, CHRISTUS leadership teams, engagement committees, Leadership Development Institutes, etc. Demonstrated experience in adult learning, strategic thinking, creativity, coaching, consulting, organizational development, and continuous improvement.
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Proven experience in a senior leadership role focused on people strategy, talent management, or organizational development. Bachelor's degree in Human Resources, Organizational Psychology, Business Administration, or related field or equivalent work experience.
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Support full-scale People programs and processes for client groups, including performance management, compensation program administration, talent management, workforce planning, talent & leadership development, employee engagement & retention, org culture, and diversity & inclusion.
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Leverage COEs for leadership development, strategy and people analytics and recruiting to help attract, engage and retain great talent. Manager, HR Business Partner , you will assist in the development of organizational planning, utilizing a deep understanding of the business needs.
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As an integral member of the leadership team, the CDO will contribute as a content expert, helping shape the organization’s fundraising strategy and manage execution. Their development acumen of the NYC philanthropic landscape, particularly within educational or youth development nonprofit space, will be instrumental in translating broad organizational strategies into actionable tasks and maximizing the Board's potential towards fundraising outcomes.
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Bachelor's Degree in HR Management, Organizational Leadership, or related field. The HR Business Partner provides coaching and guidance to managers and employees to include employee relations and engagement, team performance and effectiveness, learning & development, total rewards, workforce planning, and organizational design & development.
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Advanced organizational, leadership, and motivational skills; sound business acumen. Experience in a similar leadership/executive role (highly preferred) Responsible for action plans relative to retention efforts of at-risk clients, including stepping in as acting community manager.
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Partner effectively with the second lines of defense in the enterprise risk management processes and provide practical approaches to evaluating and improving organizational governance processes and internal controls.
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Will provide direction, leadership, and foster collaboration between People Services Leadership, Payroll, School, and Organizational Leadership in aligning the strategic efforts of two critical functions within People Services division: Human Resources and Employee Relations.
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Your leadership will ensure seamless alignment and consistent application of company directives throughout the region, fostering synergy with the overarching organizational goals. As a pivotal member of the team, you'll collaborate with other members of leadership to shape the trajectory of the company, crafting policies that drive success.
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Design an organizational chart with the Associate Department Administrator and input from the DEO that promotes efficiency and effectiveness by enabling team members and delineating responsibilities.
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Coordinate with organizational change management to ensure communications are developed and issued to stakeholders, including key release timelines, impacts, testing, training, and readiness. Provide thought leadership to the program on all current content planning processes for all legacy business units, and how to harmonize and align around standard processes go-forward.
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The Managing Director focuses on three primary areas of responsibility: (1) leadership and operational oversight; (2) organizational vision and strategic planning; and (3) stewardship of stakeholder relationships.
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