Job Summary: 

• Business Partnering with Senior Management, both onsite and outside of Ireland, to ensure HR 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)