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Assist the Executive Director and Deputy Executive Director in the daily administration of HR services; including recruitment through onboarding, promotions, transfers, contract negotiation and administration, affirmative action/EEO compliance, job classification, performance evaluation, education and skill development, and employee relations in accordance with quality management principles and overall objectives of the organization.
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The ideal candidate will be a seasoned HR generalist, capable of managing all aspects of human resources including: performance management, recruiting and selection, benefits administration, compensation administration, payroll, compliance, employee relations, and organizational development.
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Education/Experience/Technological Knowledge Bachelor’s degree in Human Resources Management, Business Administration, Organizational Development or the Sciences or equivalent experience required; may have an advanced degree or equivalent experience; 10+ years of progressive HR experience in areas such as coaching, talent management/development, employee relations, diversity and inclusion, performance management, total rewards or change management required.
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Qualifying education for the GS-0201 series includes courses and programs in HR, HR development, HR management, business, business management/administration, industrial relations, labor relations, industrial psychology, organizational psychology, organizational development, management, organizational behavior, pre-law/law, legal studies, health care management/administration, public administration, public policy, human services, leadership and/or humanities.
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Translate organizational strategy and needs into policies and programs in all talent-related areas working with the Centers of Expertise (CoE) - Talent Acquisition, Employee Relations, Talent Management and Development, Compensation and HRIS, Diversity, Equity and Inclusion (DEI), and Benefits and Wellness.
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Working side-by-side with your manager and the broader People team to deliver excellence in People programs, including performance management, talent development, compensation, and employee engagement.
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Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis and design, employee relations, diversity & inclusion, performance management, talent management, and federal and state respective employment laws.
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Demonstrate subject matter expertise across HR functions including – Organizational Design, Talent Development, Workforce Planning, Employee Relations and Compensation planning.
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Minimum Qualifications: Experience as an employee on an Association staff or an advocacy organization with primary duties in one or more of the following areas: organizing, strategic planning, crisis management, collective bargaining, public relations, communications, and/or legislative/political action.
$106,000 - $164,000 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Develops and implements communication programming that targets awareness and adoption of activities in support of sales and business development, client relations, company consolidation, among other areas.
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A Bachelor's degree in Human Resources, Labor Relations, Organizational Development or a related field. Reporting to the Sr HR Manager of HSS, Machining & Extrusions Segment, the HR Business Partner is responsible for providing full scope HR support, including Payroll, HR policies, and programs related to employee engagement, talent planning, and other general human resource topics at this facility.
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Leads core HR processes for organizational unit, including Staffing, Talent Development, Compensation Planning, Career & Leadership Development, and Succession Planning. Bachelor’s degree (Masters preferred) in human resources management, labor relations, business administration or related field plus a minimum 7-10 years’ experience in a manufacturing professional human resources management position.
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Serve as a trusted advisor and strategic partner within the PCAOB in the areas of employee relations, workforce planning, succession planning, rewards and recognition, employee engagement, talent management, performance management, compensation, policy interpretation, and other organizational effectiveness matters to optimize HR’s contribution to business success and enhance the employee experience.
$111,400 - $162,400 a yearFull-timeExpandApply NowActive JobUpdated 16 days ago - UpvoteDownvoteShare Job
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You have a deep and comprehensive knowledge of nonprofit business operations , with specific skill and focus on Human Resources (Employee Relations, Coaching, Communications, Performance Management, Compensation, Benefits , DEI , Organizational Development, and Culture ) and Risk Management.
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This is an outstanding opportunity for a seasoned, strategic and relationship-oriented leader with deep experience in talent management, employee engagement and culture development during times of organizational transformation.
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business development organizational employee relations jobs in Washington, Beech-grove, Indiana
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