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The director will provide logistical and operational coordination with all the Departments underneath the Economic Development umbrella (Planning; Department of Inspections and Standards; Workforce Solutions; Arts, Culture and Tourism; and other lines of effort.
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Strong understanding of HR data and HR employee lifecycle processes (talent acquisition, talent development, workforce planning, DE&I, employee listening, etc.) Identify and provide key insights and recommendations around organizational health, including hiring and retention, internal mobility, workforce and talent planning, diversity & inclusion, employee experience, market insights, and more.
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5+ years of experience in Workforce Management or Demand Planning & Scheduling. The Senior Manager, Contact Center WFM Forecasting will focus on the strategic planning, analysis, and cost optimization of the Contact Center internal and external labor staffing.
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This position is responsible for an analytics function which supports sales, strategic and marketing planning, product development, and IGT customer needs. IGT is committed to sustaining a workforce that reflects the diversity of the global customers and communities we serve, creating a fair and inclusive culture that enables all our employees to feel valued, respected and engaged.
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Oversee employee relations, benefits administration, HR compliance, and workforce planning in partnership with the COO & Head of People. This role is crucial for ensuring that our East Providence production kitchen, along with other company locations, continue to thrive with a highly engaged, productive, and satisfied workforce.
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Support full-scale People programs and processes for client groups, including performance management, compensation program administration, talent management, workforce planning, talent & leadership development, employee engagement & retention, org culture, and diversity & inclusion.
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Five to seven years of management experience including full P&L responsibility, managing budgets, long range strategic planning, and workforce planning (i.e. staffing and succession planning.
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Develop and execute a lifecycle approach to talent management focused on forecasting, staffing, onboarding, development, performance management, career / succession planning, talent mobility and retention, leveraging rigorous workforce analytics and insights.
$100,000 - $125,000 a yearFull-timeRemoteExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Coach business leaders on HR best practices, including talent management planning, learning and development, and performance management to promote engagement and a culture of continuous growth and development.
$85,000 - $100,000 a yearFull-timeRemoteExpandApply NowActive JobUpdated 18 days ago - UpvoteDownvoteShare Job
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To coordinate program planning and development for highway safety and work zone safety programs with other governmental agencies, including the USDOT Federal Highway Administration (FHWA), the National Highway Transportation Safety Administration (NHTSA), the State Police and local municipal law enforcement and public works agencies.
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Bachelor’s degree in business administration, Public Administration, Public Policy, Finance, Economics, Urban Planning, or a related field; and five (5) years of experience involving the management of people, programs, or finances in a public or private organization; or a combination of substantially equivalent education and experience.
$78,208 - $85,497ExpandUpdated 12 days ago - UpvoteDownvoteShare Job
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Champions leadership development and workforce planning priorities by assessing, selecting, retaining, and developing diverse, high-caliber talent that can lead the organization today and strengthen the leadership bench for the future; continues to upgrade the sales & marketing talent; works with HR to anticipate future talent needs based on business growth plans.
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A minimum of 5 years of relevant work experience, preferably in a multinational setting within finance, business intelligence, sales operations, workforce planning, actuary, or statistical analysis.
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You will serve as a trusted advisor, providing guidance on a wide range of HR topics, from talent management and workforce planning to employee relations and performance management. This includes workforce planning, succession planning, and talent reviews.
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Supports work with the Talent COE to translate identified BU lessons learned from talent needs into enhanced workforce planning & development strategy and plans. Supports succession planning process and ongoing development conversations by partnering with HRBP Lead and BU leader to document the needs for the next generation of leaders in the system.
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workforce planning jobs in Cumberland, RI
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