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Translates the business plan into talent and organizational plan (e.g. in conjunction with the HR Director (HRBP), contributes to the People Strategy for assigned business to include: organizational re-design, strategic workforce planning, total rewards solutions, succession planning and talent management, organizational development and employee engagement of workforce.
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The HR Transformation offering (HRT) transforms the way HR enables the business and the workforce. From the creation of HR strategy using our leading Oracle-enabled HR Transformation labs, the application of design thinking that allows HR to challenge how work gets done today, to navigating the ever-evolving HR technology landscape to determine the right digital solutions to enable transformation, our HR Transformation practice is focused on helping HR take the lead.
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The position will report directly to the Sr Director, Global Learning and will work with partners across HR and the wider business to ensure clear connections between the business strategy, people strategy and innovative learning and development interventions.
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The client issues we work with range from the need for a comprehensive HR strategy to determining the need for new and enabling technologies, to streamlining HR operations and transforming the way HR is delivered.
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R eports to: Chief Operating Officer Responsibilities: HR Strategy & Planning: Develop and implement HR strategies that align with the company's business objectives.
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A primary focus of this role is to drive an enterprise total rewards strategy, which largely includes collaboration with benefits team to: ensure market-competitive total rewards programs, adopt and execute best processes and practices, manage all compensation issues, and effectively communicate compensation information to HR Leadership and Executives across the CHRISTUS Health system.
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Understands the linkage between HR strategy and AskHR's goals and drives execution on the strategic objectives of the function through centralized processes and practices.
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The Regional HR Senior Manager is responsible for connecting firmwide strategy to regional strategy, developing the regional people strategy in concert with the Consulting Managing Partner (CMP) and Service Line Leaders (SLLs) ensuring alignment with firm strategy and objectives.
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Develop and execute the HR strategy aligned with business objectives and growth plans. Proven track record of developing and executing HR strategies that drive business results.
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This role implements HR strategy to meet business objectives across all facilities and functions and operates as a key business partner to leaders to optimize people strategies and plans.
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In depth knowledge of organizational design, talent management, employee relations, succession planning and HR strategy. 10 years of progressive HR Business Partner experience, preferably in financial services and/or banking.
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Strong operation understanding of what drives the business strategy and how to develop a supporting HR Talent strategy to achieve shared objectives. The Regional Senior HR Director provides talent strategy and execution for the Central Region and associated sites.
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Mercer is a business of Marsh McLennan (NYSE: MMC), the world's leading professional services firm in the areas of risk, strategy and people, with more than 85,000 colleagues and annual revenue of over $23 billion.
$223,200 a yearFull-timeRemoteExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Partners with and influences HR Centers of Excellence and HR Service Center to ensure the business is receiving optimal service and value added programs that are aligned with business strategy.
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Works with clients to understand strategic objectives related to HR technology including employee experience, business processes, data strategy, and service delivery. Proven ability to influence a wide variety of audiences - technical and business clients, HR functions, and all levels of employees.
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