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Performance/Talent Management & Strategic workforce Planning:Analyze data to identify trends, gaps, and priorities, particularly in the areas of performance management, talent development, and workforce planning.
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Oversee and direct the prioritization and delivery of HR solutions to the business, including: people strategy, culture and belonging, organizational efficiency, workforce planning, and succession management.
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With accountability for all administrative and operational aspects of human resources management across the organization, the CHRO spearheads innovative initiatives and policies spanning talent strategy, talent management, workforce development, leadership optimization, total rewards, employee/labor relations, HRIS, performance management, workforce planning, and diversity, equity, and inclusion programs.
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Drive the talent management process, including workforce planning, talent acquisition, performance management, succession planning, and employee development. Proven experience in Human Resource management, including workforce planning, recruitment, performance management, succession planning, and employee development, benefits administration etc.
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Conduct predictive strategic workforce analysis to facilitate the Agency’s ability to hire, develop, and retain talent in alignment with HR strategy that meet future mission planning requirements at all grade levels for all CFs. Perform advanced analytics across the five pillars of the Talent Management System throughout the enterprise to provide timely and accurate metrics and reports in order to allow the CFs to make data-driven decisions to inform talent analysis, planning, and management.
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In this role, your responsibilities will include:Acting as a strategic business advisor to respective leaders in the areas of organizational design, organizational effectiveness, talent and performance management, total rewards, workforce planning, change management, employee engagement and leadership development.
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Responsible for leveraging his/her experience to manage and execute talent acquisition, workforce planning, leadership development, building a high-quality diverse leadership pipeline, succession planning, performance management, associate engagement, workforce diversity and inclusion.
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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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Provide hands-on leadership for key strategic enterprise projects using various problem solving disciplines that include, but not limited to Lean, Six Sigma, Business Process Management, Change Management, Design Thinking, Resource Management or Workforce Planning.
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As a key member of the ESD Deputy leadership team this position is responsible for providing global strategic Human Resources leadership and direction in the areas of talent management and succession planning, organizational design and development, team and individual performance, workforce planning, employee relations, coaching and policy direction, and compensation planning.
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Lead and manage the day-to-day HR operations in the plant, including employee relations, performance management, onboarding, workforce planning, talent development, and HR compliance.
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HR Functional Integration: Lead the integration of HR Functions including HR Systems, Service Delivery, Total Rewards, Payroll, Leadership Development, and Talent StrategiesWorkforce Optimization: Imagine and transform the composition and capabilities of the workforce to match the needs of the future of work in this age of technology disruption.
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Collaborates and partners closely with HR Business Partners, FM Global Academy, Total Rewards, DEI, and key business stakeholders to ensure solutions are aligned to critical business needs and support oues from talent reviews and succession planning.
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With a DEI focus, leads workforce planning and recruitment, project staffing, staff management, and professional development for their program area and contributes to these activities for other areas in the Division and other Divisions.
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SAP SuccessFactors (HCM) - knowledge in core HR and payroll, talent management, employee experience management, HR analytics and workforce planning, Sales performance management. SAP S/4 HANA Finance (oCFO) – Knowledge in corporate finance and accounting, reporting and consolidation, planning, budgeting, and financial analytics.
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