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This individual will sit in the corporate office in Chattanooga, TN and be responsible for workforce planning and management and talent development in all plants, along with talent acquisition, onboarding, training, and managing employee engagement.
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As the Associate Director, Inclusion, Diversity, and Equity you may assist with the strategic planning, development, and implementation of initiatives aimed at recruiting and retaining a diverse workforce.
Full-timeExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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Develops and implements strategies to attract and maintain a highly skilled and engaged workforce by diagnosing capability gaps; recruiting, selecting, and developing talent; supporting mentorship, workforce development, and succession planning; and leveraging the capabilities of new and existing talent.
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Cultivate a lifecycle approach to talent management focused on development, performance management, workforce planning, and talent retention. This position is specifically focused on serving as a strategic HR Business Partner, collaborating with senior executives, regional and sector leaders, and key stakeholders to drive HR initiatives that enhance Howard Hughes performance, employee engagement, and talent management.
Full-timeExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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Responsibilities:Collaborates with the Director of Global HR Operations and Talent to lead and facilitate talent management processes for the corporate workforce, including performance reviews, performance management, succession planning, and talent developmentProvide management and direction to a single direct report.
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Provide expert guidance and coaching on talent management, organizational development, and workforce planning. Partner with Global Talent Acquisition to enhance recruitment, selection, and onboarding of top-tier talent.
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Work with VP of HR to continually improve an overall talent management strategy including workforce planning; recruiting; hiring; training and development; performance review and improvement; and succession planning.
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Workforce Planning & Succession Management : Forecast future workforce needs, identify key talent within the organization, and develop plans for succession and leadership development to ensure a pipeline of qualified candidates for key roles.
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Provide guidance and input on organizational design, workforce planning and succession planning. Support efforts to enhance bench strength and retention of key talent through succession planning, career development, leadership development and teambuilding initiatives.
Full-timeExpandApply NowActive JobUpdated 12 days ago - UpvoteDownvoteShare Job
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Champions leadership development and workforce planning priorities by assessing, selecting, retaining and developing diverse, high-caliber talent that can lead the organization today and strengthen the leadership bench for the future; continues to upgrade the sales & marketing talent; works with HR to anticipate future talent needs based on business growth plans.
$137,000 - $172,868 a yearExpandApply NowActive JobUpdated 9 days ago - UpvoteDownvoteShare Job
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CLA is looking to hire an HR Director, Consulting & Outsourcing for our Talent Solutions practice who can sit in our Tampa, FL or Orlando, FL office. Subject Matter Expertise: Leads and supports HRIS Implementation, Compensation, Benefits, Equal Pay, Workforce Planning, Leadership Coaching Succession Planning, and HR Assessments.
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Under the leadership and oversight of the HR Director/Business Partner, the HR Manager is responsible for providing support to the regional leadership team and workforce by providing Human Resource guidance and leadership in partnership with the established conjunction with the Center of Excellence related to Talent Acquisition, Total Rewards, Employee Relations and Compliance, Labor Relations, Learning and Development, Payroll, and HR Operations.
ExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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Partner with Talent Acquisition regarding comprehensive workforce labor plans, establishing job skills, fit and competencies, assist in the identification of best sourcing strategies and techniques for each job category and function.
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Reporting to the Senior Director, Human Resources Operation, the Sr. Compensation Analyst supports this mission by being responsible for job analyses, job specification, competency-based job description development, analyzing organizational workforce data, administration, and supporting job and career path and compensation-related functions.
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Acts as the horizontal process owner to develop, implement and administer HR programs, policies, procedures and practices consistently across site location in support of McCormick’s philosophy and core values (i.e., High Performance, Workforce Planning, Performance Management, VOE, OGSMs, Talent Management, Development Planning, Compensation programs, etc.
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