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Assist leadership in all areas of HR including compliance, orientation/integration, performance management, culture transformation, team member engagement, professional/career development, talent acquisition, strategic workforce planning and employee relations.
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This role requires an understanding of manufacturing best practices in order to ensure HR business partnership to drive a performance culture through: crewing practices and staffing, work schedule optimization, hourly on-boarding and skills training, compensation structures and hourly career pathing, workforce planning and recruiting strategies, frontline leadership development, employee communications and engagement, process improvement or TPM, and labor awareness.
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Partner with HR Process Operations team, HR Managers and COEs to oversee the local delivery of talent and total rewards programs across the following functional areas: performance management, employee engagement, career development, leadership development, executive benefits, workforce planning, and succession planning.
$121,700 - $250,700 a yearFull-timeRemoteExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Directly oversee the Frontline Trainers and Frontline Onboarding Program to ensure effective orientation, retention and employee engagement from Day One. Develop frontline communication approaches and strategies in partnership with frontline leadership to ensure positive and proactive communications to the hourly workforce.
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The Regional Human Resources Manager will be responsible for strategic and operational support to managers across their regions, with responsibilities related to performance management, coaching/training of People Leaders, new hire on-boarding, employee relations, career development and succession planning, teammate recognition and engagement.
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Workforce planning; talent acquisition; career development) while interpreting and applying HR policies, procedures, programs and processes and 1-3 years supervisory/management experience required Build strong, cross-functional relationships that involves and engages leaders and teams at all levels at the local hospital and throughout the system operations.
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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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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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Provide guidance and thought leadership on People-related topics including performance management, career development, employee engagement, organizational design, change management, employee relations, diversity, equity, and inclusion, and other key initiatives.
$115,000 - $150,000 a yearFull-timeExpandApply NowActive JobUpdated 2 months ago - UpvoteDownvoteShare Job
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Provides full scope HR expertise, coaching and partnership on matters including but not limited to employee retention and engagement, organizational design and workforce planning, change management and communication, performance management, and career development.
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As the Human Resources Business Partner (HRBP) for our client, you will provide expertise, consulting and support to managers and staff in the following areas: talent acquisition, employee relations, onboarding and orientation, performance & talent management, coaching & development, workforce planning, learning & development, and compliance (e.g., policies, procedures, state, and federal employment laws.
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Provide overall leadership and guidance by overseeing talent acquisition, employee career development, succession planning, retention programs, training, and leadership development.
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Areas of focus, include, but are not limited to the following: talent management (workforce planning, retention, succession planning), change management, organization design and effectiveness, engagement and culture, diversity and inclusion, career development and employee relations.
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Coordinates and assists with planning and execution of a broad range of HR programs including employee relations, compensation, organization design/change, performance management, recognition programs, workforce planning/headcount management, talent management, learning and development and manager engagement.
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The successful HRBP will act as a champion and change agent through consultation, service and day to day HR support in employee relations, workforce planning, performance management/coaching, training and employee development, compensation and policy interpretation in a consistent manner that is aligned with company policies, procedures and programs.
$95,000 - $105,000Full-timeExpandApply NowActive JobUpdated 1 month ago
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