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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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Provides strategic direction and leadership to the HR department, including but not limited to recruitment, labor relations, contract negotiations and administration, workforce planning, compensation and benefits, employee relations, and staff and leadership development.
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Promotes employee benefits, staff development, employee engagement, and recognition and retention strategies as a means of attracting qualified candidates to develop a workforce connected to mission, strategy, and organizational effectiveness.
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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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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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Partner and offer expertise in designing cross-functional human resources programs that expand the employee experience, including talent acquisition, total rewards, HR systems, learning & development, and culture and employee engagement programs.
$265,000 - $350,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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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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Leads activities and ensures successful achievement of objectives related to employee engagement, workforce management, performance management, Impacts overall business performance and employee engagement by providing strategic, creative, and collaborative leadership across the Medical Center.
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In doing so, providing support on a wide range of matters within the employee life cycle including performance management, succession planning, talent and workforce management, employee engagement and retention, development and coaching, conflict resolution and other strategic business decisions impacting DCU’s people strategy.
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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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The Vice President, HR Business Partnerships, Commercial (VP, HRBP) is a senior strategic HR role responsible for partnering with the executive leadership of the Commercial teams on matters related to global organizational effectiveness—including but not limited to organizational design and development, employee engagement, workforce planning, change navigation, talent acquisition, development, and performance and compensation management activities.
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The Vice President, HRBP will identify and provide client-focused solutions that drive effective business results through the alignment of human resources best practices to strategic business goals.
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Evaluate organizational performance as it relates to staffing, workforce planning, change management, role clarity, and consistency in people leader performance. Oversee the coordination of succession planning and talent development initiatives within the commercial function.
$213,400 - $284,500 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Category: Human Resources. Oversee the performance and compensation annual cycle to include communication, consistency reviews, calibration sessions, and strategic use of compensation budget in concert with talent identification and succession planning efforts.
$213,400 - $284,500 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago
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