Job Summary: 

• Business Partnering with Senior Management, both onsite and outside of Ireland, to ensure Human Resources and Business strategy is achieved
• Delivering outstanding customer focus by delivering value-added, best-in-class HR support to internal customers
• Supporting business change initiatives such as organisation redesign and transfer of undertakings
• Ensuring that corporate and country HR initiatives are incorporated into the business area priorities
• Devising HR initiatives to support the development of people management practices and increase Employee Engagement in the primary supported site
• Supporting the annual HR cyclical process
• Leading HR related initiatives such as driving a high-performance culture/organisation
• Optimising employee engagement, Employee relations, employee diversity and inclusion initiatives, talent development and succession planning
• Collaborating with Ireland, Division and Corporate colleagues to achieve HR and Business strategy
• Assisting with the preparation of HR metrics and analytics and monthly payroll processing for legal entities
• Administering payroll and benefits for the site every month
• Managing and administering company Healthcare and Pension plans, serving as a liaison between providers and employees
• Responsible for all HR systems and HRIS systems support
• Optimise the functionality of Workday (HRIS system) and ensure all leaders and team members are fully trained to utilise the system to its full potential
• Development and delivery of the company induction process and orientation for new hires
• Providing ongoing guidance and support to managers and employees on employee relations and employee welfare concerns
• Taking a proactive role in ensuring employee welfare concerns are addressed
• Lead and participate on various teams to help improve the employee experience
• Responsible for supporting applicable Quality Management System (QMS) processes

Skills on Resume: 

• Business Partnering (Soft Skills)
• Employee Engagement (Soft Skills)
• Change Management (Soft Skills)
• Payroll Administration (Hard Skills)
• HRIS Management (Hard Skills)
• Talent Development (Soft Skills)
• Employee Relations (Soft Skills)
• HR Analytics (Hard Skills)

Job Summary: 

• Consults with management in the areas of turnover reduction, proper orientation of new hires, appropriate staff promotions and development, staff utilization, performance feedback, recognition, proactive performance management and compensation
• Challenges the 'status quo' and serves as a positive agent for new initiatives and change
• Accomplishes tasks through influence rather than control
• Facilitates the Talent and Performance Management cycle
• Challenging and counseling managers on the organizational development and effectiveness of their teams, as well as helping their leaders to manage performance
• Develops and executes local and regional HR projects from beginning to end
• Defines project scope, goals and deliverables that support business goals in collaboration with stakeholders
• Creates and executes HR related project work plans and revises them to meet changing needs and requirements of the site, region, and division
• Provides 'Performance and Behavioral Management' consultative services to the management team and leaders without coming between the important relationship between manager and employee
• Ensures the performance management system is adding value to include performance feedback, both formal and informal
• Assists management in identifying opportunities and addressing performance and behavioral issues in a timely and proper manner
• Ensures high-potential candidates are identified for each group throughout the year and development plans are followed through appropriately
• Acts as Counselor/Coach in Employee Relations issues to both managers and employees to ensure issues are resolved
• Conducting internal investigations and making recommendations to senior levels of the Functional Leaders and HR teams

Skills on Resume: 

• Performance Management (Soft Skills)
• Change Advocacy (Soft Skills)
• Project Execution (Hard Skills)
• Talent Development (Soft Skills)
• Behavioral Coaching (Soft Skills)
• Employee Relations (Soft Skills)
• HR Consulting (Soft Skills)
• Internal Investigations (Hard Skills)

Job Summary: 

• Build collaborative relationships with internal clients
• Develop an understanding of strategic priorities and goals
• Support the embedding of business strategy through providing appropriate, proactive and timely strategic and operational HR support, solutions and advice
• Lead the delivery of group and local HR initiatives and processes by the time frames and budgets specified, including organisational change, performance review and promotions, succession planning and annual pay review
• Provide advice and guidance to managers on the application of core HR policies and procedures, including performance and absence management, internal mobility and development planning
• Lead the proactive management and resolution of employee relations issues, liaising with employees and the business to ensure that any issues are resolved sensitively and appropriately 
• Take responsibility for leading and/or supporting a range of general HR projects
• Reacting to legislative changes, employee engagement initiatives, retention activities and any other projects depending on the strategy of the HR function and organisational changes
• Act in a line management or supervisory capacity for other HR Officers and/or Administrators in the team
• Analysis of HR data (trends and metrics) to develop and enhance solutions, processes, and programs that address current problems and also to avoid future ones

Skills on Resume: 

• Strategic Support (Soft Skills)
• Employee Relations (Soft Skills)
• Policy Guidance (Soft Skills)
• HR Projects (Hard Skills)
• Data Analysis (Hard Skills)
• Change Delivery (Hard Skills)
• Team Leadership (Soft Skills)
• Client Collaboration (Soft Skills)

Job Summary: 

• Proactively consults with management on HR topics while demonstrating a comprehensive understanding of the business
• Provides coaching and support to management around key people management activities (e.g., performance management, employee relations, talent management, learning and development, hiring and recruitment)
• Anticipates, identifies and facilitates the resolution of employee relations issues
• Conducts thorough investigations to gather all facts and make appropriate recommendations
• Seeks guidance from HR Director and legal counsel
• Maintains detailed documentation to protect the interests of the company and mitigate risk
• Partners with centers of excellence (COE) (e.g., HR Operations, Compensation, Benefits, Talent Development, Talent Acquisition) to execute corporate HR programs and initiatives
• Reviews corporate HR programs for fit with the business unit’s objectives promptly
• Shares data and makes recommendations to improve programs or the implementation of plans
• Partners with business leaders to develop new roles and competencies that support the business strategy
• Seeks guidance from the compensation COE on appropriate job leveling and compensation
• Partners with Talent Acquisition on strategic sourcing and recruitment to meet the hiring needs of the business
• Generates and analyzes HR metrics and reports to assess and communicate the effectiveness of people management practices including performance management, recruiting, employee relations, retention, turnover, talent management, etc.
• Conducts exit interviews with employees who voluntarily resign from the organization
• Follows up on feedback, tracks results, analyzes data, and prepares reports
• Facilitates the annual performance management process
• Leading performance differentiation sessions with managers
• Communicating performance review and goal-setting instructions to employees and managers
• Assisting employees and managers with navigating the ePerformance system and tracking compliance
• Ensures compliance with HR-related federal, state, local and company rules and regulations by staying abreast of general and common HR regulations and legal resources
• Follows standard corporate and business unit-specific HR protocol for addressing human resource issues
• Contributes to the development of compliance components of policies and programs
• Regularly reviews business and human resource activities and reports for compliance issues
• Takes corrective action to address and prevent future non-compliance

Skills on Resume: 

• Business Consulting (Soft Skills)
• People Coaching (Soft Skills)
• Employee Investigations (Hard Skills)
• HR Compliance (Hard Skills)
• Talent Acquisition (Hard Skills)
• Data Reporting (Hard Skills)
• Performance Management (Soft Skills)
• Program Execution (Hard Skills)

Job Summary: 

• Engage Axxessians to drive a high-performance culture through cross-departmental collaboration
• Promote an environment of uncompromising quality and excellence
• Embrace and encourage innovation, creativity and problem-solving
• Lead succession planning by partnering with leadership to identify and develop high-potential employees
• Empower the sharing of ideas through a culture of diversity and inclusion
• Create employment branding across all social media channels
• Identify internal and external candidates for new opportunities

Skills on Resume: 

• Culture Building (Soft Skills)
• Cross Collaboration (Soft Skills)
• Quality Promotion (Soft Skills)
• Innovation Support (Soft Skills)
• Succession Planning (Hard Skills)
• Diversity Inclusion (Soft Skills)
• Employer Branding (Hard Skills)
• Talent Sourcing (Hard Skills)

Job Summary: 

• Responsible for building and executing HR strategies to achieve each division/department's vision and strategies
• Leading business growth and culture transformation by developing the capabilities of the responsible business organizations/regions as a change agent
• Promoting standardization of compensation scheme, talent management systems and the process of evaluations for people development
• Lead talent development strategy and organization design
• Promote an ideal culture of Talent Development, the process of Recruitment and Retention
• Manage the global process of Evaluation and Compensation
• Design a mechanism for Employee Engagement
• Upgrade HR Operations and Processes for productivity and capability development

Skills on Resume: 

• HR Strategy (Hard Skills)
• Change Leadership (Soft Skills)
• Compensation Standardization (Hard Skills)
• Talent Development (Soft Skills)
• Culture Promotion (Soft Skills)
• Global Evaluation (Hard Skills)
• Engagement Design (Hard Skills)
• Process Improvement (Hard Skills)

Job Summary: 

• Works closely with client group leadership to define and execute business strategies that enable alignment and growth for the business
• Brings an objective perspective in managing business problems
• Provide insight regarding people, organizational dynamics and the business and translate this insight into sustainable solutions
• Recognizes and effectively balances the client group’s interests with the needs of the company
• Conducts team member interviews and meetings to assess the current work environment and address questions and issues
• Investigate team member complaints and facilitate resolution
• Coach team members on company philosophies and objectives
• Partners with TA and Branding to develop and drive strategies to attract, develop, engage, and retain talent
• Partners with Total Rewards and Learning and Talent Management to ensure that all client groups’ needs are met in an effective manner
• Works with team members on benefit-related inquiries
• Understands the business and client groups holistically, is proactive in support of leaders and team members as related to HR matters, and provides HR policy guidance and interpretation
• Responsible for ensuring employees are on and off-boarded seamlessly and professionally and ensure all compliance requirements are met

Skills on Resume: 

• Business Alignment (Soft Skills)
• Problem Solving (Soft Skills)
• Organizational Insight (Soft Skills)
• Conflict Resolution (Soft Skills)
• Talent Attraction (Hard Skills)
• Total Rewards (Hard Skills)
• Policy Guidance (Hard Skills)
• Onboarding Compliance (Hard Skills)

Job Summary: 

• Strategic thought partner for G&A, Communications, IT and Workplace leadership
• Support organizational development, succession planning, and performance management
• Advocate and resource for employees, providing HR expertise in areas such as learning and development, career growth, total rewards, and employee relations
• Develop and implement people strategies to attract, engage, and retain a strong and diverse talent workforce
• Culture champion promoting company values to guide decision-making and drive thoughtful and effective change management in a fast-paced environment
• Collaborate with client groups and the HR and PeopleOps teams to create and execute initiatives and overall process improvements to deliver results for Instacart

Skills on Resume: 

• Strategic Partnership (Soft Skills)
• Org Development (Hard Skills)
• HR Expertise (Hard Skills)
• Talent Retention (Hard Skills)
• Culture Champion (Soft Skills)
• Change Management (Soft Skills)
• Process Improvement (Hard Skills)
• Team Collaboration (Soft Skills)

Job Summary: 

• Contribute to the design and/or integration of the holistic organizational plan for an assigned organization
• Partner with the business to interpret business needs and people priorities, as well as monitor, execute and evolve the organizational design on an ongoing basis
• Assess, interpret and present findings on organizational effectiveness 
• Design and implement organizational effectiveness assessments and solutions
• Lead change efforts, identifying the need for change and directing the implementation of and adaptation to new or changing structures, cultural change, or programs/processes for an organization
• Evaluate internal and external business drivers, environmental factors, risks and benefits to foster change adoption, and collaborate to develop change management strategies and training materials
• Identify gaps in the current people plan, people programs and tools, and participate in the creation of the people plan for an assigned organization
• Lead the implementation of the holistic people plan (e.g., talent management, leadership effectiveness, diversity and inclusion, culture) for that organization
• Translate business priorities into talent management outcomes and design approaches to help business leaders make talent decisions
• Partner with other teams to implement talent movement plans, as well as develop and execute talent development plans and programs and the Diversity and Inclusion plan for an assigned organization
• Assess and interpret leadership effectiveness and performance data and provide insights, guidance and recommendations based on findings
• Identify where change and contribute to the development of interventions to improve leadership and team performance
• Translate business strategies into people and organizational priorities
• Lead the discussion with business leadership teams on the application and alignment of those priorities to achieve specific business goals
• Identify gaps in the execution of business strategies and the need for intervention to drive the clarity and effectiveness of strategy execution, and lead the implementation of interventions

Skills on Resume: 

• Org Design (Hard Skills)
• Change Leadership (Soft Skills)
• Effectiveness Assessment (Hard Skills)
• Talent Strategy (Hard Skills)
• People Planning (Hard Skills)
• Diversity Inclusion (Soft Skills)
• Leadership Insight (Soft Skills)
• Strategy Alignment (Soft Skills)

Job Summary: 

• Partnering with Regional Boutique Managers from day one, as well as building strong connections with the retail management team
• Supporting the timely execution of the People strategy across the Boutiques (stores)
• Building excellent relationships with people across the retail network, whilst providing coaching to empower managers to provide a high level of service
• Be a key point of contact for any employee relations issues that arise, supporting the site to ensure the appropriate resolution is achieved promptly
• Developing line managers and individuals to understand performance and development activities
• Ensuring core processes are understood, embedded and delivered
• Develop capability across the region, ensuring that there is a core understanding of the HR model
• Work as part of a cross-functional team to develop HR practices and processes

Skills on Resume: 

• Retail Partnership (Soft Skills)
• People Strategy (Hard Skills)
• Manager Coaching (Soft Skills)
• Employee Relations (Hard Skills)
• Performance Development (Soft Skills)
• Process Delivery (Hard Skills)
• Capability Building (Soft Skills)
• HR Practice Design (Hard Skills)

Job Summary: 

• Partner with the business unit, acquire in-depth knowledge of the business and the business unit
• Consult with line management, providing HR guidance when appropriate, including organization design, staffing, talent development, performance management, employee relations, etc.
• Be the ambassador of the organizational culture, plan and implement organizational culture activities
• Improve organization health and employee engagement through data-based insights and thoughtful plans
• Provides guidance and input on business unit restructures, workforce planning and succession planning
• Identifies training needs for business units and individual executive coaching needs

Skills on Resume: 

• Business Partnership (Soft Skills)
• HR Consulting (Soft Skills)
• Culture Planning (Soft Skills)
• Engagement Insights (Hard Skills)
• Workforce Planning (Hard Skills)
• Succession Planning (Hard Skills)
• Training Needs (Hard Skills)
• Executive Coaching (Soft Skills)

Job Summary: 

• Coach and guide managers and frontline supervisors on organizational topics
• Resolve routine operational issues and engage the Employee Relations team on more complex issues and investigations
• Drive strategic workforce planning to ensure availability of skilled talent to meet future business requirements, in conjunction with business, identify needs and make recommendations
• Serve as the liaison between business, talent acquisition and managed staffing providers to support resource needs
• Interpret data, identify trends/themes, and present trends to business leadership
• Work with key partners to identify the root source of issues, develop persuasive recommendations, outline suggested actions, and influence to drive action
• Coach and enable local businesses to develop a diverse, robust talent pipeline, considering innovative and progressive options
• Conduct annual wage analysis and prepare hourly wage proposal to attract and retain employees
• Participate in cross-functional teams to develop and implement key initiatives to improve operational performance with a keen focus on change management
• Maintain a pulse on the overall organization and share with leadership
• Drive a culture of ownership by empowering employees to fully utilize available self-service resources and tools
• Identify needs for change management and champion related activities
• Guide the business on the appropriate programs, processes, and policies based on the business environment/strategy
• Consult with managers on implementing organizational changes
• Actively participate in interviews and the selection process for key roles

Skills on Resume: 

• Manager Coaching (Soft Skills)
• Workforce Planning (Hard Skills)
• Data Interpretation (Hard Skills)
• Talent Pipeline (Soft Skills)
• Wage Analysis (Hard Skills)
• Change Management (Soft Skills)
• Policy Guidance (Hard Skills)
• Candidate Selection (Hard Skills)

Job Summary: 

• Advise management on employee-related matters 
• Facilitate organization and leadership development efforts
• Working with employees and managers to address the root causes of employee relations issues and resolve employee relations issues through a systematic and compliant approach 
• Implement corporate policies and act as a change champion 
• Assist management in the development of solutions through a cultural and process perspective on organizational development 
• Develop and drive company-wide programs and initiatives (e.g., salary review, workforce planning, and organizational change) 
• Select, develop, and evaluate employees and their activities to ensure the efficient operation of the function
• Focus on strategic partnership and consultative skills with leaders, collaborate with the HR team for execution 
• Work on special assignments as they arise

Skills on Resume: 

• Employee Advising (Soft Skills)
• Leadership Development (Soft Skills)
• Issue Resolution (Hard Skills)
• Policy Implementation (Hard Skills)
• Org Development (Soft Skills)
• Program Management (Hard Skills)
• Team Evaluation (Hard Skills)
• Strategic Consulting (Soft Skills)

Job Summary: 

• Interacting effectively at the senior management level
• Developing and executing plans to meet the needs of the business whilst providing an effective HR service to the defined territory
• Assessing client needs, requirements, preferences, and expectations effectively
• Delivering their projects promptly
• Presenting/contributing to forum discussions, e.g., Employee Consultation
• Driving Leadership Development and Performance Excellence in the client group
• Executing and driving through the HR calendar/strategy/initiatives with minimal supervision
• Identifying and delivering improvements to processes to enhance the service provided to the business
• Analysing data and identifying issues, then developing/delivering appropriate solutions
• Raising awareness of HR Best Practices across all levels and actively promoting at the management level
• Input to Strategy and Policy decisions
• Handling Disciplinary and Grievance matters with minimal supervision

Skills on Resume: 

• Senior Interaction (Soft Skills)
• HR Execution (Hard Skills)
• Client Assessment (Soft Skills)
• Leadership Development (Soft Skills)
• Process Improvement (Hard Skills)
• Data Analysis (Hard Skills)
• Policy Input (Hard Skills)
• Grievance Handling (Hard Skills)

Job Summary: 

• Contribute to the development of People services, promoting equality, diversity and inclusion, best practice and supporting innovation and modernisation
• Lead and assist in organisational development and change management initiatives in partnership with senior managers, for change to be implemented effectively and proactively in line with policies and effective communication and engagement
• Work alongside divisional senior management and their teams in identifying workforce issues and developing appropriate, focused people interventions and ensuring the development of capability and confidence
• Support the people function in the development of policies and strategies, in line with the strategic and operational business plans, and assist in ensuring their translation into respective divisions
• Work with divisions to develop workforce plans that support local, organisational and national strategy
• Analyse workforce data and productivity measures every month and work with divisional staff to develop strategies and plans to ensure that the workforce supports current and future objectives
• Work collaboratively with the Recruitment, Temporary Staffing, Workforce Information, Medical Staffing and Learning and OD teams to enable the Divisions to engage
• Actively promote staff engagement and health and wellbeing agendas and advise managers on the benefits to be gained from valuing and involving their staff in improving service delivery
• Support managers in the use of available reward and recognition systems to enhance staff motivation and retention
• Lead and co-ordinate special projects/ designated portfolios and contribute to the achievement of the Trust’s strategic and operational business plans
• Advise on particularly highly complex/complicated, sensitive or high-risk cases, including medical staffing issues
• Responsible for the effective and timely management of employment relations cases

Skills on Resume: 

• People Services (Hard Skills)
• Change Management (Soft Skills)
• Workforce Planning (Hard Skills)
• Policy Development (Hard Skills)
• Data Analysis (Hard Skills)
• Staff Engagement (Soft Skills)
• Reward Systems (Hard Skills)
• Case Management (Hard Skills)

Job Summary: 

• Working in partnership with the Senior Strategic HR Business Partner to manage and lead on employee relations issues
• Ensuring high levels of employee engagement and ensuring the well-being of all parties throughout the process
• Working closely with the People Services team to monitor, interpret and implement all new and revised legislation relating to the service delivery
• Lead the planning and implementation of changes including developments to policy and procedure in line with legislation
• Ensuring that significant changes are communicated to all
• Support the business areas with the management development of their people
• Providing advice, guidance, and ad-hoc training on PPDRs, introducing systems that identify employees with high potential, developing career paths in consideration of key roles for succession planning, talent management and self-development
• Using HR metrics and analysis to inform and improve practice, determining trends within areas that need to be reviewed further
• Building management responsibility and capability for managing ER/IR issues and improving the effectiveness of consultation
• Create, deliver, and embed agreed change initiatives, liaising with HR colleagues to leverage best practice
• Lead the organisation's annual progression schemes and processes
• Supporting and managing flexible working requests, OH referrals
• Working closely with the Senior Strategic HR Business Partner and external parties to deliver wellbeing initiatives in line with the organisation's objectives
• Working proactively with the Senior Strategic HR Business Partner to lead on the organisation's Redeployment process with the aim of minimising risk to the organisation
• Supporting the Equality, Diversity and Inclusion Committee to promote equality of opportunity, diversity and inclusivity in all aspects of the organisation
• Supporting the Head of HR and the Senior Strategic HR Business Partner with developing talent management and succession planning schemes
• Continuously seeking improvement to achieve higher levels of efficiency, customer service and effectiveness

Skills on Resume: 

• Employee Relations (Hard Skills)
• Legislation Compliance (Hard Skills)
• Change Implementation (Hard Skills)
• Talent Management (Soft Skills)
• HR Metrics (Hard Skills)
• Succession Planning (Hard Skills)
• Wellbeing Initiatives (Soft Skills)
• Process Improvement (Hard Skills)

Job Summary: 

• Support on-site managers and associates to be able to contribute to the organization for a long time through appropriate coaching
• Identify potential leaders early and contribute to organizational growth
• Identify real problems and provide the right solution with speed and flexibility while considering compliance
• Discover organizational issues with data and make data-driven recommendations to business leaders
• Prepare and facilitate various meetings with business leaders
• Strengthening alignment with the GSF HR team and introducing HR related processes to Japan
• Collaborate with other teams within HR and promote and deploy key initiatives
• Address the ambiguous and fast-paced issues that arise each time as a strategic and hands-on HR partner
• Create a positive working environment that is comfortable to work in by collaborating with a wide range of stakeholders, including legal, finance, and internal and external stakeholders, as well as business teams and other HR teams

Skills on Resume: 

• Leadership Coaching (Soft Skills)
• Talent Identification (Soft Skills)
• Problem Solving (Soft Skills)
• Data Analysis (Hard Skills)
• Meeting Facilitation (Hard Skills)
• HR Alignment (Hard Skills)
• Initiative Deployment (Hard Skills)
• Stakeholder Collaboration (Soft Skills)

Job Summary: 

• Ensure strong decision support and consultation to the business in the areas of Talent, Organizational Design, Total Rewards, Employee Relations, and Organizational Development
• Relationships for this position span all levels of the organization - employees and senior leaders
• Serves as the primary HR liaison and relationship manager for assigned division(s)
• Providing consultation and support in the service of business objectives, connecting dots between business strategies, workforce analytics, best practices, organizational design and talent
• Leads, co-leads, or participates in key initiatives, special projects and charters in support of business objectives within the division(s) they support, within HR and across the organization
• Fosters a workplace environment consistent with values and goals
• Maintains knowledge of industry trends, legislation and compliance

Skills on Resume: 

• Decision Support (Hard Skills)
• Relationship Management (Soft Skills)
• HR Liaison (Soft Skills)
• Talent Consulting (Soft Skills)
• Project Participation (Hard Skills)
• Workplace Culture (Soft Skills)
• Organizational Design (Hard Skills)
• Compliance Awareness (Hard Skills)

Job Summary: 

• Provide strategic business partnership, thought partnership, and coaching to all levels within the company
• Assist in the recruitment and selection process for potential employees
• Provide comprehensive employee relations support, guidance and coaching, corrective action counselling, and exit interviewing
• Develop human resources solutions by collecting and analysing information and recommending courses of action to Senior Management
• Recommend new approaches, policies, and procedures to effect continual improvements in efficiency related or HR for the company
• Ensure legal compliance with the Labour Law concerning employment
• Studying existing and new legislation, anticipating legislation, enforcing adherence to requirements, and advising management on actions
• Proactively assess team and employee development needs, make recommendations, and implement appropriate solutions
• Integrate and collaborate with HR colleagues in the Compensation and HRIS teams to implement solutions
• Provide appropriate coaching and development feedback to managers and individual contributors
• Work with the business and managers on various projects
• Manage the overall Annual Performance Review process
• Manage and facilitate organizational design and ongoing org and team visioning, and team building that support change and growth
• Develop and complete organizational structure, management regulations, procedures and working rules
• Build and maintain the salary scale system, and company policy management
• Organize and plan for human resources, labour wages, social insurance-health insurance, competition and rewarding policy
• Work with state agencies on labour issues, administrative procedures
• Guide, supervise and inspect the departments regarding the implementation of guidelines and state policies and company regulations

Skills on Resume: 

• HR Business Partner (Soft Skills)
• Employee Relations (Soft Skills)
• Recruitment Selection (Hard Skills)
• Labor Compliance (Hard Skills)
• Performance Review (Hard Skills)
• Organizational Design (Soft Skills)
• Policy Management (Hard Skills)
• Team Coaching (Soft Skills)

Job Summary: 

• Build strong relationships and act as the HR point of contact to support employees and managers throughout the employment lifecycle
• Partner with managers on performance management, talent, compensation, and internal mobility processes as they relate to partner organizations
• Coach managers on performance management, feedback, and employee development
• Implement HR policies and strategies that optimize growth
• Drive performance optimization and assist with people management
• Work closely with managers and employees to promote work relationships, build morale, and increase productivity and retention
• Manage and resolve complex employee relations issues and conduct effective, thorough, and objective investigations
• Conduct recurring meetings with managers and employees
• Strategic contribution to meeting business objectives through workforce planning, recruiting, competence reskilling and upskilling, talent development and performance management
• Promote positive employee relations through inspirational leadership and coach managers through complex employee relations situations
• Change management support to the business, to accelerate the transformation of the company
• Work with employer branding activities to engage future employees’ interest in the Group

Skills on Resume: 

• HR Point Contact (Soft Skills)
• Performance Coaching (Soft Skills)
• Policy Implementation (Hard Skills)
• Employee Engagement (Soft Skills)
• Talent Development (Hard Skills)
• Conflict Resolution (Soft Skills)
• Workforce Planning (Hard Skills)
• Change Management (Soft Skills)

Job Summary: 

• Assists management in identifying and resolving employment-related questions/concerns while maintaining and respecting confidential information
• Conducts thorough internal investigations with employees and identifies appropriate resolutions, including performance consequences for investigations
• Works with internal and external legal resources to investigate and respond to government agency claims including EEOC, Department of Labor, and/or National Labor Relations Board
• Ensures compliance and completion of the ADA interactive and accommodations process
• Works with the Employee Service Center to ensure tracking reports for Leave of Absence(s) are updated and distributed to the management team
• Performs the execution of Union Benefits to employees and consistently audit
• Utilizates HRIS systems, including maintaining and updating
• Ensures team maintains compliance with all policies and procedures, collective bargaining requirements and employment/labor laws
• Attends weekly departmental meetings with key leadership team members

Skills on Resume: 

• Issue Resolution (Soft Skills)
• Internal Investigation (Hard Skills)
• Legal Compliance (Hard Skills)
• ADA Management (Hard Skills)
• Leave Tracking (Hard Skills)
• Union Benefits (Hard Skills)
• HRIS Maintenance (Hard Skills)
• Policy Compliance (Hard Skills)

Job Summary: 

• Understand the business, stakeholders and roles and responsibilities thoroughly and maintain a strong sense of employee pulse
• Support HR interventions around key people processes (performance management, compensation, benefits, learning and development, rewards and recognition, etc.) to drive high engagement with talent, especially with a remote/hybrid work setup
• Review current HR initiatives to identify opportunities for automation and streamlining
• Create and maintain HR reports, perform analysis and provide metrics/insights that will help design interventions/solutions on retention, compensation, rewards and recognition, engagement, employee surveys, etc
• Suggest best practices on team planning, succession planning, compensation, and benchmarking to ring-fence talent
• Develop strong partnerships with the HR COEs like HR Ops / Org and Talent Solutions / C&B, in the successful execution of people processes
• Support with developing the HR agenda
• Develop HR strategies, policies and practices
• Improve and monitor employee productivity
• Structure compensation and benefit packages
• Improve relations between staff and employers
• Promote equal opportunities and diversity in the workplace

Skills on Resume: 

• Employee Insight (Soft Skills)
• Process Automation (Hard Skills)
• HR Analytics (Hard Skills)
• Talent Engagement (Soft Skills)
• Succession Planning (Hard Skills)
• Policy Development (Hard Skills)
• Productivity Monitoring (Hard Skills)
• Diversity Promotion (Soft Skills)

Job Summary: 

• Partners with senior HRBPs to understand the broader HR strategy for the businesses and functions
• Executes on HR solutions and initiatives that align with the broader business strategy and objectives
• Facilitates organizational diagnosis and metrics to drive organizational efficiency through talent and organizational capabilities and culture
• Acts as a motivator for change, guides and advises organizational design, development, and organizational change solutions
• Evaluates requests from across the organization and prioritizes in collaboration with the business leaders, senior HRBPs and in alignment with the HR model
• Commissions HR solutions with the HRCPs or People Services and Solutions (PSS) or third-party vendors, aligning with business and HR goals
• Leads the successful implementation of initiatives
• Partners with HRCPs in the shaping of appropriate and innovative HR solutions
• Develops robust talent management plans to attract, retain, develop, and engage talent in critical roles
• Coaches senior leaders on sophisticated leadership and HR issues including development and talent performance and issues that could have the potential to build an advantage for the business
• Builds organizational capability through development and/or facilitation of appropriate senior leadership team (i.e., team efficiency, goal development and alignment, manager capability, etc.)
• Ensures fairness and organizational consistency with company values

Skills on Resume: 

• HR Strategy (Hard Skills)
• Org Diagnosis (Hard Skills)
• Change Leadership (Soft Skills)
• HR Prioritization (Hard Skills)
• Talent Planning (Hard Skills)
• Leadership Coaching (Soft Skills)
• Team Development (Soft Skills)
• Value Alignment (Soft Skills)

Job Summary: 

• Partner with regional stakeholders to drive people practices in the region
• Drive employee engagement and liaise with regional teams to deliver improvements on Your Voice Talk Straight Survey Scores
• Facilitate talent identification and succession planning across the region, ensuring a talent pipeline for key roles in Retail
• Work towards reducing attrition across the region, through the collation of feedback and corrective action
• Work in partnership with Recruitment, L&D and HR Ops team to deliver people priorities
• Ensure connections with store teams to identify engagement derailers and take corrective action
• Enable line managers for effective people management, guiding concerning people issues, policy and process implementation
• Develop and monitor management information of the region and take action
• Accountable for effective communication and liaison between store colleagues and the corporate team
• Provide input to the HRBP Head to support in developing the HR strategy
• Conduct regular regional audits concerning people processes

Skills on Resume: 

• Stakeholder Partnership (Soft Skills)
• Engagement Improvement (Soft Skills)
• Succession Planning (Hard Skills)
• Attrition Reduction (Hard Skills)
• People Enablement (Soft Skills)
• Policy Implementation (Hard Skills)
• Data Monitoring (Hard Skills)
• Audit Execution (Hard Skills)

Job Summary: 

• Contribute to the definition and the management of the existing Talent processes (onboarding, performance and talent management, mobility, engagement and retention, Talent Reporting…)
• Execute Talent policy and support with the implementation of Talent procedures and processes under the control of an experienced HRBP
• Support in administrative follow-up and preparation such as talent acquisition, workforce updates
• Participates in the talent reviews
• Investigates and supports day-to-day employee questions
• Work in close cooperation with the HR specialist teams (Recruiting, Payroll and Personnel Administration, Learning, Knowledge Management)
• Support sub-internal stakeholders on talent policies, procedures and precedents
• Connect well with the people of Service Lines to get a good understanding of what lives within the organization
• Act as a talent sounding board, pulse the level of engagement, identify talent challenges that should be addressed, etc

Skills on Resume: 

• Talent Processes (Hard Skills)
• Policy Execution (Hard Skills)
• Admin Support (Hard Skills)
• Talent Reviews (Hard Skills)
• Employee Support (Soft Skills)
• HR Coordination (Soft Skills)
• Stakeholder Guidance (Soft Skills)
• Engagement Pulse (Soft Skills)

Job Summary: 

• Partner with managers to address operational, talent, and talent lifecycle–related issues, including change management, organizational development, culture, employee relations, workforce planning, talent growth and development, engagement and retention
• Deliver excellent customer service by building strong, effective, proactive working relationships with internal customers, peers and colleagues
• Provide expert advice on a range of HR queries from the business, including organizational policy and legislative requirements
• Contribute HR expertise to business meetings with managers and designs and drives people solutions to support business objectives
• Advise management on key organisational structure and role issues to ensure that the optimum structure for the business is embedded
• Support managers in the effective use of tools and processes to engage, inspire and develop people in the organization
• Ensuring that the principles are applied consistently and fairly to deliver outcomes that drive performance and deliver business objectives
• Work proactively with the Management Team to identify risks related to the business and suggest and drive initiatives to address them
• Diagnose problems, identify appropriate solutions, influence the business leaders with data-driven recommendations, and drive change
• Owns and drives cross-site topics related to people engagement
• Lead projects related to the integration into the Experian EMEA Organization and participate in projects related to growth and strategic business development opportunities in DACH

Skills on Resume: 

• Talent Partnering (Soft Skills)
• Customer Relations (Soft Skills)
• HR Advisory (Hard Skills)
• Org Structuring (Hard Skills)
• People Development (Soft Skills)
• Policy Consistency (Hard Skills)
• Risk Mitigation (Hard Skills)
• Change Leadership (Soft Skills)

Job Summary: 

• Work with the HR Site Head to translate and operationalize the people strategy into an execution plan
• Provide guidance, coaching to People Managers on people-related and employee relations matters, apply HR knowledge, skills, and practices, and assess and alert on the risks and implications at the local level
• Address and manage employee and Company-related issues in full compliance with local labour law and legal regulations, and the company's code of ethics
• Advise business leaders accordingly to implement corrective action
• Manage employee relations, union relations, social processes, disciplinary and grievance handling
• Collaborate closely with stakeholders on headcount, productivity and costs planning and reporting
• Work with stakeholders on workforce planning and recruitment activities
• Promote the Company’s image, reputation, and products to attract quality candidates
• Build a talent pipeline
• Ensure quality onboarding for new hires
• Drive performance management and the compensation cycle
• Coach and support People managers accordingly to advance individual performance and to ensure alignment with global process guidelines
• Track and analyze KPIs and provide feedback to the HR Site Head to ensure efficiency and alignment
• Lead the talent management process for the scope
• Coach and support people managers in talent identification, planning and development
• Partner with leaders to develop effective and diverse short- and long-term succession planning for key positions, to ensure the retention and development of talents
• Together with people managers, identify individual and collective development needs and develop suitable solutions, align talent needs with learning programs
• Foster a healthy organization culture that embeds diversity, equity, and inclusion across the organization
• Contribute to the cultural transformation through new ways of working

Skills on Resume: 

• Strategy Execution (Hard Skills)
• Employee Coaching (Soft Skills)
• Labor Compliance (Hard Skills)
• Talent Pipeline (Hard Skills)
• Workforce Planning (Hard Skills)
• Performance Management (Hard Skills)
• Succession Planning (Hard Skills)
• Culture Building (Soft Skills)

Job Summary: 

• Aligning staff to business objectives
• Recruiting the right talent
• Enhancing staff performance and supporting employee development
• Enhancing recruitment efforts and planning strategic HR initiatives
• Running orientation and onboarding processes
• Communicating role expectations and designing succession plans
• Maintaining staff relations, managing internships, updating policies and practices
• Ensuring alignment and compliance with local employment legislation requirements and overseeing wellness and health initiatives
• Conducting weekly meetings with respective business units
• Consulting with line management, providing HR guidance 
• Analyzing trends and metrics in partnership with the HR group to develop solutions, programs and policies
• Managing and resolving complex employee relations issues
• Conducting effective, thorough and objective investigations
• Maintaining in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance
• Partnering with the legal department 
• Providing day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions)
• Working closely with management and employees to improve work relationships, build morale, and increase productivity and retention
• Providing HR policy guidance and interpretation
• Developing contract terms for new hires, promotions and transfers
• Assisting international employees with expatriate assignments and related HR matters
• Providing guidance and input on business unit restructures, workforce planning and succession planning
• Identifying training needs for business units and individual executive coaching needs
• Participating in the evaluation and monitoring of training programs to ensure success

Skills on Resume: 

• Talent Alignment (Hard Skills)
• Recruitment Strategy (Hard Skills)
• Employee Development (Soft Skills)
• Onboarding Process (Hard Skills)
• Legal Compliance (Hard Skills)
• HR Counseling (Soft Skills)
• Succession Design (Hard Skills)
• Workforce Planning (Hard Skills)

Job Summary: 

• Consult with business leaders on matters regarding people issues, growth and development across the EMEA region
• Facilitate annual talent calibration sessions and ensure any actions are put in place/followed up
• Proactively ensure employee engagement initiatives are in place to address issues raised from the employee engagement survey
• Lead change management initiatives across the region following any organisational change
• Work with the Talent Acquisition team to ensure current and future recruitment needs within the business are agreed and budgeted for
• Support, develop and coach people managers to manage employee relations issues, ideally resolving issues where possible informally
• Support and provide input to the key stakeholders during the annual salary review process
• First line of support for any Employee/ Employee Relations / Workers Council/ CSC matters across the business areas across the EMEA countries
• Proactively work alongside the Global HR team to ensure HR projects are completed on time
• Work with wider HR team, Comp and Bens, Payroll, Talent Acquisition and Talent Development to deliver consistent HR support
• Execute the processes that support HR transactions such as promotions, leave of absence or manager changes in the Workday HRIS
• Ensure compliance with the labour law, including GDPR and Information Security

Skills on Resume: 

• People Consulting (Soft Skills)
• Talent Calibration (Hard Skills)
• Engagement Initiatives (Soft Skills)
• Change Management (Soft Skills)
• Recruitment Planning (Hard Skills)
• Manager Coaching (Soft Skills)
• Salary Review (Hard Skills)
• Labor Compliance (Hard Skills)

Job Summary: 

• Responsible for providing real-time and strategic employee relations engagement and management through effective triage, stakeholder management, and thorough assessments using independent judgment
• Analyzes data and documentation to evaluate and influence employees and management regarding employee relations
• Works closely with management to implement corporate human resources policies at the business unit/division level, such as salary review, stock renewal, workforce planning, etc.
• Regularly makes decisions that impact the attainment of project objectives and the resources of employees
• Contributes to the development of company objectives and principles to achieve goals in creative and effective ways
• Leverages foundational organization capability principles and/or design components to improve individual, group and organizational functioning
• Coaches, mentors and/or advise employees at all levels to help drive growth and development
• Works on significant and unique issues where analysis of situations or data requires an evaluation of intangibles
• Engages in HR program delivery to Intel business groups
• Actively contributes to the culture of agility and innovation
• Supports the transformation of the Business HR organization into a strategic learning organization that aligns to LEAN principles, efficiency and upskilling across Business HR

Skills on Resume: 

• Employee Relations (Soft Skills)
• Data Evaluation (Hard Skills)
• Policy Implementation (Hard Skills)
• Org Capability (Hard Skills)
• Leadership Coaching (Soft Skills)
• Strategic Planning (Hard Skills)
• HR Program Delivery (Hard Skills)
• Agility Culture (Soft Skills)

Job Summary: 

• Provide HR Strategic partnering and leadership to drive the business agenda and deliver against organizational priorities
• Maintain a strong understanding of each SBU/Cluster / Vertical's strategy and overall company in the context of HR activity to improve business performance
• Enable the organization to have the best leaders at all levels, with the right capabilities
• Develop and manage people interventions that ensure business growth now and in the future
• Build a high-performance culture
• Drive best-in-class talent management and workforce planning
• Coach and develop leaders in complex business situations, HR processes and ways of working to hold them accountable for employees’ experience and to enable teams and individuals to be most effective in their roles
• Develop pragmatic solutions to address complex business issues by interpreting local legislation, policies, etc and mitigating risk and utilizing wider OneHR Resources to support delivery
• Support driving best-in-class talent management and succession planning in their business area to build a high-quality, diverse talent pipeline that enables business growth now and in the future
• Coach and challenge leaders to increase diversity through recruitment and talent management
• Lead initiatives that enable the organization to have the best leaders at all levels, with the right capabilities to motivate, focus, develop and care for the people and a culture of purpose and performance
• Drive standardization and expected delivery levels in key employee lifecycle processes like hiring, performance and development, relocations etc, as well as business changes such as mergers/acquisitions, integrations, reorganizations, etc.
• Drive best-in-class organization effectiveness and data insights to increase competitiveness
• Diagnose and/or deliver change projects in line with the HR and business agenda
• Understands clear operating principles, structure, accountabilities and applies to HR activity to ensure HR risks are mitigated, company reputation is protected and related financial, fiduciary, legal and policy duties are carried out

Skills on Resume: 

• HR Strategy (Hard Skills)
• Leadership Coaching (Soft Skills)
• Talent Management (Hard Skills)
• Performance Culture (Soft Skills)
• Workforce Planning (Hard Skills)
• Risk Mitigation (Hard Skills)
• Change Delivery (Hard Skills)
• Diversity Advocacy (Soft Skills)

Job Summary: 

• Leading a range of HR services and support that sustain business initiatives and operations in the following areas: People development, performance development, communications, employee relations, industrial relations, HRIS, labour management, organisational planning, talent acquisition, rewards and recognition and compensation and benefits
• Completing talent activities and initiatives including employee development and closely partnering with the Talent Acquisition team to ensure successful talent selection
• Supporting the implementation of critical and/or global programs to drive employee engagement and performance
• Guiding and supporting line managers through employee relations issues, from facilitating investigations to supporting performance improvement and disciplinary processes
• Participating in organisational change initiatives for business units and/or teams and experience in managing HR related projects
• Supporting specific employee involvement activities and initiatives including employee resource groups and corporate social responsibility (e.g., STEM initiatives) and town hall meetings
• Completing analysis, reports and metrics on a monthly and quarterly cadence
• Coaching the management team on leadership and people issues, including application of HR policies and processes, change, and complicated employee issues
• Creating and maintaining an understanding of the business and plans through exposure and involvement in business activities
• Use and implementation of process improvement (PPI) tools to improve HR processes, create standard work and solve people-related issues

Skills on Resume: 

• HR Services (Hard Skills)
• Talent Activities (Hard Skills)
• Engagement Programs (Soft Skills)
• Employee Relations (Soft Skills)
• Org Change (Hard Skills)
• CSR Initiatives (Soft Skills)
• HR Metrics (Hard Skills)
• Leadership Coaching (Soft Skills)

Job Summary: 

• Partner with business unit leaders to align Human Resources practices with business strategy and identify potential barriers to goal attainment
• Provide counsel and support to leaders and/or associates in the administration of Human Resources policies and procedures
• Provide resolution of employee relations and performance issues
• Partner with business unit leaders in the process of performance management, associate engagement survey interpretation and action planning, patient satisfaction strategies, and training and development needs to develop a culture that supports the achievement of objectives
• Use knowledge of Human Resources, legal, and regulatory requirements in conjunction with market best practices to ensure business unit compliance and competitiveness
• Collect and analyze HR data and develop recommendations and action plans to address issues
• Support the implementation of HR programs, communications, and initiatives
• Support Change Management processes during the ongoing integration of Tonic and Epic Games
• Act as an advisor, coach and mentor to line managers on challenging employee relations matters as they arise
• Run, assess and improve existing initiatives in conjunction with Onboarding, Comp, Benefits and Morale teams
• Support employee lifecycle management processes such as onboarding, termination, personal data changes and internal transfers
• Ensure that people, systems and administrative processes are efficient, effective and responsive
• Responsible for ensuring that documentation and permissions associated with global mobility are completed
• Support the biannual performance management process across the whole cycle, from managing performance data to supporting managers through the calibration process

Skills on Resume: 

• HR Alignment (Hard Skills)
• Policy Support (Hard Skills)
• Issue Resolution (Soft Skills)
• Engagement Planning (Soft Skills)
• Compliance Insight (Hard Skills)
• Data Analysis (Hard Skills)
• Change Support (Soft Skills)
• Lifecycle Management (Hard Skills)

Job Summary: 

• Build high-functioning relationships with leaders in schools/departments to support and anticipate needs
• Partner with HR leads in Talent and Systems and Reward to provide feedback from customers, generate new ideas, assist with program development and implementation, and promote HR initiatives to the organization
• Develop strategic and operational plans to achieve results and ensure alignment with company goals and objectives through training and development initiatives
• Analyze data to determine trends, areas for improvement and educational opportunities and recommend and/or implement appropriate strategies
• Anticipate business needs and provide short- and long-term customer-focused solutions that drive effective business results through the alignment of HR best practices to strategic business goals
• Partner with the Training team on the deployment of training needs assessments and collaborate on training activities and special projects
• Consult with staff and managers regarding employee relations issues and initiate action plans to address and resolve issues
• Coach and advise staff and managers on matters regarding conflict resolution, relationship building, and effective communication
• Coordinate with legal counsel and school boards regarding employment-related legal matters and policies
• Review and analyze key data metrics for turnover and staff satisfaction, create and implement action plans
• Manage performance assessment program including dissemination of communications, coordinating with the training team on staff and manager trainings and resources, and 100% completion rate
• Strategize and develop plans for staff retention efforts
• Assist with and advise managers on disciplinary action procedures, coaching, counseling, and documentation
• Assist managers with the preparation of performance assessments

Skills on Resume: 

• HR Partnership (Soft Skills)
• Strategic Planning (Hard Skills)
• Data Analysis (Hard Skills)
• Training Coordination (Hard Skills)
• Employee Coaching (Soft Skills)
• Legal Liaison (Hard Skills)
• Retention Strategy (Hard Skills)
• Conflict Resolution (Soft Skills)

Job Summary: 

• Work with school leadership teams to implement Action Plans
• Meet with key stakeholders to understand the holistic opportunities for leaders’ growth and development
• Use data (new hire, pulse, exit, engagement, leadership assessments) to identify key areas of development and create development plans to support leaders/leadership teams
• Meet regularly with identified leaders to provide feedback with a focus on growth and achievement of development goals
• Support culture camp initiatives
• Implement succession plans for each school and ensure key talent has a development plan to focus on growth and retention
• Support school leaders with staffing and promotion needs during the annual budgeting process
• Develop long-term and short-term staffing plans to meet the organizational needs of the department/school
• Support managers with the creation of job descriptions
• Manage the position change process by creating and obtaining approval for offer letters and communicating necessary data to payroll
• Analyze the information provided on an application to determine the suitability of the applicant for employment
• Make recommendations to hiring managers based on those findings
• Conduct phone and in-person interviews and assist with the selection of hires
• Support teams with the creation and delivery of all HR related communications

Skills on Resume: 

• Leadership Development (Soft Skills)
• Data-Driven Planning (Hard Skills)
• Succession Planning (Hard Skills)
• Staffing Strategy (Hard Skills)
• Job Design (Hard Skills)
• Position Management (Hard Skills)
• Talent Screening (Hard Skills)
• HR Communication (Soft Skills)