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Work cross organizationally to drive core business deliverables (support process, licensing management, sales data reporting, marketing activities, etc) as well as meeting daily partner requirements (sales enablement, training, licensing setup, etc.
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Oversees the Regional HR Managers' coordination and facilitation of focus group sessions, train-the trainer sessions, classroom sessions, HIPO, MAP program, Training Manager Certification sessions and webinars for Store Operations to include Group Sales meetings, instructor-led leadership development, job skill development and talent and performance management.
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The HRBP acts as a consultant, advisor, and change agent, focusing on strategic planning, talent management, and organizational development to ensure the company achieves its strategic goals.
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With teams around the world, you’ll be working alongside top global talent in Cybersecurity and Identity Access Management. Partner with the AVP of Global Sales Development and HR in BDR recruitment activities.
Full-timeExpandApply NowActive JobUpdated 12 days ago - UpvoteDownvoteShare Job
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As an HR Business Partner (HRBP), you will be responsible for carrying out HR-related tasks professionally while supporting multiple functional groups. Your responsibilities will cover various functional areas, including talent acquisition, employee relations consultation, policy interpretation and application, performance management, compensation management, and talent management consultation.
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Based in Saint John, NB. Reporting to the Divisional Director of Human Resources, the HR Director is a key senior member of the leadership team at NBM Railways responsible for driving strategic alignment of HR operations, talent management and employee engagement and partnering with business leaders to achieve exceptional performance through progressive HR strategies and programs.
ExpandApply NowActive JobUpdated 14 days ago - UpvoteDownvoteShare Job
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As a Signet Human Resource Business Partner (HRBP), you will partner with leadership to support key initiatives that make us stronger: organization design, culture transformation, career development, talent acquisition, strategic workforce planning and employee relations.
Full-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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To accelerate our customers transformation leveraging cloud, we combine world-class learning and talent development expertise; deep experience in cloud change management; and cloud-ready operating models with a commitment to responsible business by design — with security, data privacy, responsible use of artificial intelligence, sustainability and ethics and compliance built into the fundamental changes Accenture helps companies achieve.
Full-timeExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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The HR Business Partner will proactively partner with business leaders on a regular basis on performance management, org development, onboarding, and engagement and retention.
Full-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Job Summary: Talent Software Services is in search of a Business Analyst Planner, Conferences Resource & Travel Management for a contract position in Irving, TX. The opportunity will be one year with a strong chance for a long-term extension.
ExpandApply NowActive JobUpdated 24 days ago - UpvoteDownvoteShare Job
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The role will drive all cultural initiatives, performance management, talent management, employee relations, engagement, retention, and workforce planning. Demonstrated proficiency with MS office, HRIS and Talent Management systems.
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Job Summary: The HR Business Partner will proactively partner with business leaders on a regular basis on performance management, organizational development, onboarding, and engagement and retention.
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Collaborate with other Business Partners to advise global senior stakeholders on people and talent management strategies required to support and enable divisional business strategy.
ExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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Help execute against all people development processes for division including leadership pipeline, talent management, promotions, performance management, diversity, and year-end compensation.
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As part of our Talent Acquisition team, the Recruiter will collaborate with Business Leaders and HRBP’s to build effective sourcing, assessment and closing methods while managing internal stakeholder expectations and deliver consistent value across a wide range of hiring initiatives.
ExpandApply NowActive JobUpdated 12 days ago
business partner talent management jobs in Dallas, TX
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
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As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
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In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.