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This position requires a Bachelor's Degree in business administration, human resources (management, labor relations, development), psychology, social psychology, or law from an accredited college or university as recognized by the United States Department of Education and/or the Council on Higher Education Accreditation (CHEA) and at least five years experience in the management of complex compensation, employee relations, training, and recruitment.
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Significant knowledge of, employment law, workforce planning/recruitment, performance management, compensation, employee relations case management, and investigation methodology. 8-10 years of progressive experience in Human Resources working in a mid-size company; with 3-4 years HRBP experience Must have demonstrated experience managing a mix of professional and skilled labor employees.
$125,000ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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This includes strategic workforce planning, screening and processing, onboarding and offboarding, payroll and benefits management, performance management, policy review and compliance, staff relations, and international HR regulations and labor laws.
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Reporting to the Regional Sr HR Manager, the HR Manager leads the facility/group HR team and is responsible for effective execution of human resources functions, such as Talent Development, Talent Selection, Workforce Planning, Engagement, Recognition, Performance Management, Leave Management, Organizational Development, Training, Associate Relations, Compensation, Benefits, Wellness, Risk Safety, Labor Relations, Sustainability and Philanthropy.
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Reporting to the Regional Director of HR or the Regional Sr. HR Manager, the HR Manager leads the facility/group HR team and is responsible for effective execution of human resources functions, such as Talent Development, Talent Selection, Workforce Planning, Engagement, Recognition, Performance Management, Organizational Development, Training, Associate Relations, Compensation, Benefits, Wellness, Risk Safety, Labor Relations, Sustainability and Philanthropy.
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The Senior HR Services Director for the Southern Region will lead and direct practices related to employee and labor relations, management consulting, talent development, change management, integration, workforce planning, policy administration and performance management.
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Reporting to the Director of HR- Retail, the HR Manager- Retail is responsible for the effective execution of human resources functions, such as leave management, accommodations, workforce planning, engagement, investigations, associate relations, labor relations, performance management and new associate orientation.
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Reporting to the HR Manager, the HR Business Partner is responsible for effective execution of human resources strategies in areas such as Talent Development, Workforce Planning, Talent Selection, Engagement, Recognition, Performance Management, Organizational Development, Training, Associate Relations, Compensation, Benefits, Wellness, Risk Safety, Labor Relations, Sustainability and Philanthropy.
$89,000 a yearFull-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Establishes organizational human resources policies, procedures, and sets standards governing strategic workforce planning and development, organizing, directing, and coordinating human resources activities, including recruitment and selection, onboarding, classification and compensation, employee benefits, employee relations, labor relations, EEO/AA, marketing and communications, training and development, and separations.
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Reporting to the Regional Director of HR, the HR Manager leads the facility/group HR team and is responsible for effective execution of human resources functions, such as Talent Development, Talent Selection, Workforce Planning, Engagement, Recognition, Performance Management, Organizational Development, Training, Associate Relations, Compensation, Benefits, Wellness, Risk Safety, Labor Relations, Sustainability and Philanthropy.
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The Director will oversee all HR functions, including talent acquisition, employee relations, labor relations, performance management, compensation and benefits, training and development, and compliance.
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Executes tactics to support local/department-level programs for areas such as, workforce planning, engagement, recognition, training, wellness, and labor relations. Executes human resources tactics, including recordkeeping, talent development, promotions, employee relations, terminations, exit interviews, recordkeeping, etc.
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Human Resources techniques in the areas of talent, engagement, and workforce planning. The Human Resources Manager is a business partner to operational leadership and is responsible for leading, implementing and executing the organization's HR strategy, key projects, and initiatives within the facility/group.
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Responsible for executing local programs for areas such as talent development, engagement, recognition, training, wellness, and labor relations. Workforce Planning and Talent Management.
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SUMMARY: Under limited supervision, is responsible for all Human Resources and Training programs, policies and activities including those involving Strategic Management, Workforce Planning and Employment, Human Resource Development, Compensation and Benefits and Employee/Labor Relations ensuring the workforce meets the organization's goals and objectives.
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