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In partnership with the HR Director, oversee the employee relations strategy, driving improvements to organizational effectiveness, employee engagement, performance management, talent acquisition, and retention and recognition programs.
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Reporting to the Director of Human Resources, the Human Resources Business Partner (HRBP) serves as a strategic focused human resources consultant and will be responsible for the oversight and HR operations of a designated group of employees.
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Partner with the Associate Director, DEI / Internal Communications and Chief Human Resources Officer to drive employee engagement; including: plan, implement, and action upon employee engagement activities; system readiness for the bi-annual employee engagement survey.
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The Human Resouces Generalist will take a hands-on approach to provide HR support including but not limited to: staffing, coaching, training, employee relations, employee engagement, and performance management.
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Reporting to the Regional Sr HR Manager, the HR Manager leads the facility/group HR team and is responsible for effective execution of human resources functions, such as Talent Development, Talent Selection, Workforce Planning, Engagement, Recognition, Performance Management, Leave Management, Organizational Development, Training, Associate Relations, Compensation, Benefits, Wellness, Risk Safety, Labor Relations, Sustainability and Philanthropy.
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Conduct thorough and objective employee relations investigations, assess risk, and determine appropriate courses of action while working closely with Sr. HR Manager. The HR Manager will serve as a business partner to senior Operations leadership and local management teams for a large government contract.
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With a keen ability to navigate the organization and collaborate effectively, the HR Manager provides coaching and guidance to managers and employees across a spectrum of talent management programs to include employee relations and engagement, team performance and effectiveness, learning & development, total rewards, workforce planning, and organizational design & development.
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The Human Resources Business Partner (HRBP) will play a crucial role in aligning HR strategies with business objectives, providing expert guidance, and driving initiatives to enhance organizational performance and employee engagement.
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Requires analytical skills in talent management, workforce planning, and HR strategy, including the ability to analyze and apply data measure performance and outcomes. As the Director of Human Resources Services, you will partner with the Senior Director of HR Services, while acting as a strategic advisor supporting operational strategies for the core business with Institute/Division/Hospital Leadership.
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In the role the Human Resources Manager fully understands the operational and financial drivers of the business so that an integrated people strategy addresses: organization design, talent agenda and programs from acquisition through development/retention, organizational effectiveness and change management, organization culture and employee engagement, employee rewards and recognition, and functional HR leadership.
$130,000 - $150,000 a yearFull-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Participates in engagement activities and other HR projects, as needed, working with BMG Director, HR Manager, and other BMG stakeholders to reinforce engagement and culture.
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The CHRO heads the HR team, providing overall leadership and guidance, including staff hiring and onboarding, career development, performance management, employee relations, succession and workforce planning, retention, leadership development, policy development, compensation, and benefits.
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Support HR/Benefits Manager and Senior Management team in other related work, special projects, and perform other duties as assigned. This position reports to the HR/Benefits Manager.
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Bachelor’s or master’s degree in Human Resources Management or related HR or business discipline or equivalent experience required. Deliver creative, future focused People initiatives to continually evolve the Employee Value Proposition, including (but not limited to) Talent Acquisition, Employee Engagement, Learning, Business Partnering, Talent Development, Organizational Effectiveness, Diversity & Inclusion, Wellbeing, Retention, Compensation and Reward, HR Systems and Analytics to ensure that the organization has the required talent that is innovative, agile, and high performing.
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Gather and resolve emerging employee issues though operations management and in coordination with VP-HR. Gather and resolve emerging employee issues though management and in coordination with VP-HR.
$100,000 - $130,000 a yearFull-timeExpandApply NowActive JobUpdated 3 days ago
employee engagement human resources hr manager performance management jobs Company: Marco Technologies in Peoria, Arizona
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