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15+ years of HR increasing responsibility within multiple core functions of HR, including Manufacturing HR team leadership, Labor Relations, Employee Relations, Compensation, Recruiting, Talent Management, Succession Planning, M& A, Workforce Planning and Org Effectiveness.
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Find ways to automate operational aspects of the financial planning & analysis process. The Finance & Strategy team is responsible for accelerating the growth of our business by identifying and implementing new opportunities and solutions.
$85,000 - $135,000 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Directs the development/maintenance of IT strategic planning, workforce and resource allocation, while maintaining a forward looking vision and strategy. Collaborates with leadership and Finance to outline strategic technology requirements for major capital expenditures that are recommended in future fiscal years, determined through a strategic planning process.
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Review IT workforce planning model for alignment with IT transition. You should have experience in IT Strategy, IT Governance, IT Policy, and IT transformation. Preference for candidates with experience public health and/or emergency Experience planning IT capability, capacity, and IT transformationExperience gathering/eliciting requirements and facilitating group discussions.
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Manager, Workforce Management Planning and Strategy. The Roblox Trust and Safety Global Scaled Operations team, is looking for a leader to build our strategic workforce planning.
$159,870 - $184,180 a yearFull-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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In partnership with the HRBP, this role contributes to the development and execution of project plans as well as the delivery of HR services that support HR strategies and business objectives, including but not limited to: talent planning, associate development, performance management, workforce planning, communications and diversity initiatives.
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With leaders on people strategy through workforce planning, organization design and structure. In this role, you will closely partner with business leaders to align on the People strategy.
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The Human Resources Business Partner works closely with leadership to ensure successful implementation of programs related to employee relations, workforce planning, performance management, learning and development, employee development and staffing strategies that contribute to the success of the business.
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This individual will report to the Vice President, Human Resources and is charged with contributing to the development of the talent strategy for the group and executing all ongoing HR processes (i.e., talent acquisition, compensation, development and performance management, engagement, associate relations, and workforce planning) to build organizational capability and meet business goals.
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Works as a Strategic Partner with leadership team to coordinate budgets, workforce planning, performance management, and growth strategy. The Human Resource Director will plan, lead, direct, develop, and coordinate the policies, activities, and staff of the Human Resource (HR) department, ensuring legal compliance and implementation of the organization's mission and talent strategy.
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Develop global HR strategy and planning based on business strategy and key initiatives. Establish mechanisms and processes which drive efficiency and clarity on HR calendar activities (E.g. Workforce Plan, Annual Performance Review; Employee Engagement Survey, Talent Review etc.
$118,560 - $216,600 a yearFull-timeExpandApply NowActive JobUpdated 3 months ago - UpvoteDownvoteShare Job
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Talent and Leadership - Develops and implements strategies to attract and maintain a highly skilled, diverse 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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Reporting to the Chief Product Officer, the Vice President of Product - Workforce is responsible for the definition and execution of product roadmap and strategy for Press Ganey s Workforce Product.
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Job Purpose and Impact The Manager, HR Business Partner, Plants - Cargill Food and Bio (CFB) will collaborate with plant leaders to develop and execute the people and culture strategy, focused on efforts related to workforce planning and talent management, team and organization effectiveness and operational delivery of core people processes.
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Collaborate with senior leadership to drive workforce planning, talent acquisition, and employee development initiatives. Implement and manage strategic talent development programs and initiatives that align the talent strategy to the organization’s strategy.
$150,000 - $200,000 a yearFull-timeExpandApply NowActive JobUpdated 7 days ago
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.