Job Summary: 

• Working across HR on various projects related to the periodic review
• Working on change projects, designing and implementing a progression framework, competencies and familiar with Workday
• Developing effective working relationships and influencing and challenging senior leaders
• Developing HR strategy and supporting the delivery of objectives
• Driving all annual HR programmes of work and change programmes, for example, proactive workforce planning, performance management, engagement, reward, restructures, learning programmes, succession planning
• Providing insight, comfortable working with data to tell a story on what is happening across client service, and providing solutions to any issues found
• Supporting the organisation with structure redesign, providing advice on structure design and managing the people implications of the changes
• Promoting and helping to build an inclusive working environment
• Leading people projects or being part of a project team delivering the local or wider people strategy

Skills on Resume: 

• Project Management (Hard Skills)
• Change Management (Hard Skills)
• Progression Framework (Hard Skills)
• Influencing Leaders (Soft Skills)
• HR Strategy (Hard Skills)
• Data Analysis (Hard Skills)
• Organizational Design (Hard Skills)
• Inclusive Environment (Soft Skills)

Job Summary: 

• Share key HR metrics with key partners in Operations that provide real insight to the people agenda and support decisions aligned to the business and HR strategy.
• Provide advice and mentor to line managers on people-related matters.
• Support people-related change programs and employee engagement activities.
• Act as the local HR point of contact for the Global Career Programme, collaborating with the GCP Field HR team in India, continuously reviewing the programme to identify and implement actions to drive improvements.
• Mentor and guide Career Counsellors and Talent Leads throughout the Performance Achievement process, advocating a change approach in behaviour and ensuring the right actions are resolved through talent discussions.
• Support the compensation admin process, enabling Talent Leads to make reward decisions in line with Total Reward outcomes, DTE business priorities and available budget.
• Support employees throughout the employee lifecycle, i.e., orientation, transitions, leave requests and exits, promoting employee enablement tools and services (myRequests, Peopleline, myDirectory)
• Provide proactive support to the HR Partner team's priorities and project initiatives across the HR team 

Skills on Resume: 

• HR Metrics (Hard Skills)
• Mentoring (Soft Skills)
• Change Support (Hard Skills)
• Global Collaboration (Hard Skills)
• Talent Coaching (Soft Skills)
• Compensation (Hard Skills)
• Employee Support (Hard Skills)
• Project Support (Hard Skills)

Job Summary: 

• Partner with businesses on workforce planning and skills assessment
• Review and analyze business unit data to identify trends and recommend solutions to improve performance, retention, and employee experience
• Work with line managers and employees to address all types of employee relations issues, ensuring a balance in representing all parties’ interests
• Implement/administer/interpret corporate policies/programs/procedures
• Plan, manage and provide continuous improvement to all aspects of the client organization and leadership review process and the strategic objectives therein, including both annual and mid-year processes which focus on performance management and talent development.
• Partner with managers to retain, develop and motivate people to achieve their fullest potential.
• Work with business groups, assess, create and implement innovative solutions for a variety of employee engagement initiatives within the client group
• Provide compensation support, including salary planning, approval of salary actions, promotions and job re-leveling

Skills on Resume: 

• Workforce Planning (Hard Skills)
• Data Analysis (Hard Skills)
• Employee Relations (Soft Skills)
• Policy Administration (Hard Skills)
• Performance Management (Hard Skills)
• Talent Development (Soft Skills)
• Employee Engagement (Soft Skills)
• Compensation Support (Hard Skills)

Job Summary: 

• Provide consultancy to the management team on HR-related issues
• Implement the HR strategy and build work plans using standard methodologies to promote business goals.
• Proactively support top talents and key roles, being the focal point for employees on HR consultation, such as performance, development, etc.
• Promote people managers' skills, performance improvement, and professional development to people managers hired to retire.
• Advise managers and employees on employee experience issues and special requests.
• Intervention and support, to promote interpersonal climate based on Amdocs Values and Code of Ethics.
• Perform ongoing organization analysis and implement organizational change programs driven form the business needs and challenges, in partnership with the BU
• Develop and facilitate team-building programs, in collaboration with the Learning and OD BPs, working to define learning and development programs for managerial and professional capabilities development.
• Support the managers with preparing and implementing communication plans, as well as internal communication of changes and new initiatives.
• Manage region/Region-specific HR activities (recruitment, C&B policy implementation) and serve as regional SME in providing advice and direction to the division/groups.

Skills on Resume: 

• HR Consultancy (Hard Skills)
• Strategy Implementation (Hard Skills)
• Talent Support (Soft Skills)
• Manager Development (Soft Skills)
• Employee Advising (Soft Skills)
• Interpersonal Support (Soft Skills)
• Org Change Management (Hard Skills)
• Team Building (Soft Skills)

Job Summary: 

• Work closely with local market management to support their organizational needs to achieve their objectives.
• Build trusted relationships with senior stakeholders and leaders across the overall organisation, both within the market and outside.
• Enable business strategies through effective partnership with the leaders
• Address HR challenges head-on and implement plans to execute the HR priorities for the market.
• Drive change at the team level and coach managers to improve the overall team engagement.
• Coach managers to effectively deal with employee relations matters.
• Demonstrate pragmatism and strike mutual solutions with the business leaders
• Demonstrate and leverage the experience, skills and knowledge of the HR industry to make an impact in key areas such as change management, organisational design, employee engagement and talent analytics.
• Support the managers to implement their people plans for recruitment, training, restructuring and succession.
• Analyse human resource metrics and drive data-based decision making.

Skills on Resume: 

• Market Collaboration (Soft Skills)
• Stakeholder Management (Soft Skills)
• Business Partnership (Soft Skills)
• HR Prioritization (Hard Skills)
• Change Leadership (Soft Skills)
• Employee Relations Coaching (Soft Skills)
• Problem Solving (Soft Skills)
• HR Expertise (Hard Skills)

Job Summary: 

• First point of contact for leader inquiries or assistance regarding PXT processes
• Consult managers on people matters that require in-depth knowledge of policies, procedures and local legislation, across multiple teams.
• Synthesize data to provide impactful insights and process improvement recommendations.
• Own the design, development, and maintenance of ongoing metrics, reports, analyses, and dashboards to drive key business decisions.
• Work on ER matters and conduct investigations.
• Work with people managers end-to-end on performance management cases, including consulting on performance concerns, supporting managers when starting the process and finalizing severance agreements.
• Analyze data and trends in order to define a people management strategy that can mitigate and/or prevent the recurrence of known issues.
• Support managers with tools or action planning to drive Connections improvements.
• Generate ad hoc reports to support various business needs and partner with other technical teams to create scalable solutions for recurring requests.

Skills on Resume: 

• Leader Support (Soft Skills)
• Policy Consulting (Hard Skills)
• Data Synthesis (Hard Skills)
• Metrics Development (Hard Skills)
• Employee Relations (Soft Skills)
• Performance Management (Soft Skills)
• Strategic Analysis (Hard Skills)
• Reporting Solutions (Hard Skills)

Job Summary: 

• Champions employee advocacy and serves as a trusted advisor to front, mid-level leaders, senior leaders and employees
• Culture's steward for driving a culture of Diversity and Inclusion
• Designs and implements human resources strategies focused on increasing employee engagement, retention, talent health, and implementing plans for DE&I activities.
• Seeks, creates and leverages analytics to ensure that Collins and Interiors Seating's goals are met.
• Serves as a partner focusing on brokering solutions to business problems. 
• Collaborates with Collins/RTX COEs for best-in-class solutions.
• Provides support to leaders in areas, including compensation, performance management and talent acquisition
• Models consistent application of Raytheon Technologies and Collins HR policies to mitigate risk and ensure equitable solutions
• Supports the development of Talent Development strategies to include workforce planning, succession planning, knowledge transfer and high-potential development.
• Communicates and implements proactive strategies pertaining to leadership development, talent management, and diversity and inclusion in support of strategic objectives
• Partners with HR Shared Services on the interpretation of human resources policies and procedures and related activities.

Skills on Resume: 

• Employee Advocacy (Soft Skills)
• Diversity & Inclusion (Soft Skills)
• HR Strategy Design (Hard Skills)
• Data Analytics (Hard Skills)
• Business Partnering (Soft Skills)
• Compensation Support (Hard Skills)
• Policy Compliance (Hard Skills)
• Talent Development (Hard Skills)

Job Summary: 

• Provide strategic direction and input to business leaders regarding overall people strategies that support the culture, company direction, and the growth needs of the business and its employees
• Work collaboratively with the HR Crew HR support teams to ensure the effective development of transparent, meaningful and accessible leadership training, tools and resources to enable and support employee careers. 
• Effectively partner with team members and stakeholders to achieve success in attracting, developing, and training top talent
• Provide expert and objective advice, coaching, and counsel to leaders and employees on HR programs, policy and procedures, employment/labor laws, conflict resolution, change management, diversity, and organizational development to promote a fair and equitable work environment
• In partnership with the appropriate support resources, responds to employee concerns regarding performance management, improvement, harassment, discrimination, misconduct, employee safety, teamwork, etc. 
• Primary point of contact for the client to ensure an optimal work environment, serve as an advocate for all employees, and enable and support employee career success
• Ensure compliance with all employment/labor laws through programs, practices, policies, investigations, training, and actions. 
• Maintain current and complete understanding of Federal and State employment laws such as Title VII of the Civil Rights Act, FLSA, ADA, FMLA, ADEA, sexual harassment, and NLRA. 
• Protect the company’s interests by ensuring all legal requirements are met and complied with through proactive practices, investigations and actions. 
• Interpret and administer policies fairly and consistently within legal boundaries.

Skills on Resume: 

• Strategic Direction (Hard Skills)
• Leadership Development (Soft Skills)
• Talent Acquisition (Hard Skills)
• HR Coaching (Soft Skills)
• Employee Relations (Soft Skills)
• Employee Advocacy (Soft Skills)
• Legal Compliance (Hard Skills)
• Policy Administration (Hard Skills)

Job Summary: 

• Drive the design and delivery of a business-linked Human Capital Strategy aligned to the objectives of the entity they support.
• Accountable for delivering HR operational metrics. 
• Provide counsel to entity leadership on people issues, i.e., career planning and leadership development, which foster a people-centric culture.
• Partner with other HR groups to ensure the relevancy of programs and initiatives and facilitate implementation planning by providing entity-specific insight.
• Meet employees, staffing reviews, orientation proposals, career management, etc.
• Position employees on activities to achieve productivity and development targets
• Owner of loadable forecasts prepares them with the HR Scheduler teams and validates them
• Prepare specific reports across supported teams together with the HR Scheduler and ensure the right information movements forecasted.
• Ensure the follow-up of recruitment while preserving the Supply and Demand balance point with the recruitment teams
• Working closely with the Supply Demand Balancing Lead to identify the best solutions on demand and supply topics
• Business acumen, able to leverage knowledge of how the business runs to influence leadership and communicate with a diverse set of leaders and talent
• Strong executive presence speaks comfortably with Accenture Leadership to articulate a POV
• Collaborative work style open to others' ideas and willing to coach and to be coached by others

Skills on Resume: 

• Human Capital (Hard Skills)
• HR Metrics (Hard Skills)
• Leadership Advice (Soft Skills)
• Program Partner (Hard Skills)
• Career Support (Soft Skills)
• Workforce Forecast (Hard Skills)
• Recruitment (Hard Skills)
• Business Sense (Soft Skills)

Job Summary: 

• As a strategic partner, the HR Business Partner works with the Vice President of Human Resources (VP HR) and Operating Unit Leadership to align and support the VP HR with the execution of the talent strategy and operating unit strategic initiatives. 
• Works closely with Leadership and Group HR to consult, provide advice and guidance as it relates to talent-related activities, including recruitment and selection, staff retention, performance management, talent development, compensation planning and employee relations.
• Consults and counsels with leaders on performance management, talent development, salary administration, succession planning, recognition, training gaps, employee relations, employee conduct, etc.
• Guides and coaches leaders through actions related to formal disciplinary procedures, jointly determines appropriate course of actions, reviews and provides suggestions for performance improvement plans, and ensures legal compliance with the aid of VP HR and/or legal counsel 
• Proactively identifies areas for process improvement, innovation, and opportunities for efficiency and synergy
• Partners with management on engagement strategies that improve employee satisfaction, including coordination of community or company events, e.g.
• Confers with leaders to identify staffing needs, job specifications, job duties, qualifications, skills and competencies
• Partners with recruiting on internal and external recruitment efforts for all positions
• Partners with hiring managers to ensure proper company and department onboarding tasks, including 30/60/90 day reviews, survey analysis, etc.
• Partners with the hiring manager to ensure required timely completion of new hire I-9s, and finding alternative sources to complete new hires’ I-9s for off-site/remote/employees

Skills on Resume: 

• Talent Strategy (Hard Skills)
• Leadership Consulting (Soft Skills)
• Performance Coaching (Soft Skills)
• Disciplinary Guidance (Hard Skills)
• Process Improvement (Hard Skills)
• Employee Engagement (Soft Skills)
• Staffing Analysis (Hard Skills)
• Recruitment Partnering (Hard Skills)

Job Summary: 

• Assists in the development and delivery of management and/or employee training sessions related to strategic initiatives, performance management, employee engagement, succession planning, etc.
• Actively researches, creatively designs and implements effective methods to educate, enhance performance and recognize performance, advising and collaborating on the development and administration of recognition programs with Group HR and Shared HR Services
• Lead or participate in special and/or cross-functional project teams related to the Company's strategic initiatives
• Assist in the administration and communication of the ADA process
• Identifies, evaluates and resolves employee relations issues such as employee complaints, harassment allegations and civil rights complaints with the aid of VP HR and/or legal counsel 
• Conducts, analyzes and reports on trends related to employee relations activities
• Reviews exit interviews to analyze reasons for separation and to identify trends
• Assists employees with developing personal strategies or action plans related to the workplace, e.g., career development, performance improvement, peer/manager conflict, communication, etc.
• Administers initial and ongoing Visa and Immigration requirements
• Ensures the integrity of employee and payroll data for job and salary changes, as well as maintains and approves payroll logs

Skills on Resume: 

• Training Delivery (Hard Skills)
• Program Design (Hard Skills)
• Project Leadership (Soft Skills)
• ADA Administration (Hard Skills)
• Employee Relations (Soft Skills)
• Data Analysis (Hard Skills)
• Career Coaching (Soft Skills)
• Payroll Management (Hard Skills)

Job Summary: 

• Guide leaders and employees regarding Company policies, values, and HR programs (benefits, pay and salary) administration and interpretation to ensure policies and procedures are handled consistently and timely manner
• Accurately diagnose organizational issues, develop solutions and implement action plans
• Center General Manager, drive employee engagement and retention efforts in the Distribution Center
• Facilitate and schedule new hire orientations and conduct feedback sessions to promote insight and growth
• Translate current business needs into sound HR practices and policies while communicating cross-functionally to collaborate on best practices
• Oversee and implement HR policies and procedures, programs and materials, benefits, personnel support, leaves, immigration and HR reporting while ensuring compliance with Federal, State and Local compliance laws
• Manage employee relations, conduct internal investigations and audits, and process and approve terminations and discipline
• Assist in EEOC and DFEH responses, employee surveys, and lead compliance efforts
• Partner with Operations and Distribution Center Management to drive change and growth in preparation of product launches and workforce growth
• Oversee performance management processes and compensation program for Operations
• Complete additional HR related tasks such as HR metrics, Safety and OSHA compliance, etc

Skills on Resume: 

• Policy Guidance (Soft Skills)
• Problem Solving (Soft Skills)
• Employee Engagement (Soft Skills)
• Orientation Facilitation (Hard Skills)
• HR Communication (Soft Skills)
• Compliance Management (Hard Skills)
• Employee Relations (Soft Skills)
• Performance Management (Hard Skills)

Job Summary: 

• Serves as primary HR contact for assigned clients for issues beyond the scope of the HRSC or CoE. 
• Exposure to executive leaders, and will balance their time between client issue resolving and proactive leadership coaching.
• Partners with HR Consulting (HRC) team leaders and acts as liaison between assigned clients and HR Centers of Expertise (CoE). 
• Fully understands CoE services (HRSC, L&D, OE, Recruiting, Compensation, Benefits, HRIS, and Employee Relations) and leverages these services to address and meet clients’ business needs.
• Establish themselves with leaders as a key partner and talent advisor. 
• Onboards new leaders to SEI, establishing norms for how leaders engage with the HR team.
• Delivers customized, responsive, timely and effective support on a range of talent-related issues, including engagement, leader effectiveness, talent development, career pathing, communication, change management, compensation, recognition, disciplinary action, retention, and performance assessment.
• Supports organization-wide initiatives such as performance management, merit, employee surveys, disclosure process, required training, etc. 
• Coaches leaders on staff engagement, challenging conversations, and performance assessment. 
• Uses tools such as engagement surveys, 360 feedback instruments, HR reporting, and other data to bring observations and assessments to leaders to help them improve their team leadership, engagement, and operations.
• Partners with leaders to effectively manage performance and address issues. 
• Guides delivering Performance Improvement Plans and warnings in an effective, aligned and timely manner. 
• Partners with other HRC leaders and the Legal team, based on the interpretation of severity and risk.
• Demonstrates, counsels, and takes action with clients based on proficient HR practitioner and employee relations knowledge, awareness of current best practices, and legal practices.
• Provides change management consultation, including assessment of risk and cultural impact of business and HR decisions.
• Applies policies and determines how to interpret them in ambiguous situations.

Skills on Resume: 

• HR Client Partner (Soft Skills)
• Executive Coaching (Soft Skills)
• CoE Liaison (Hard Skills)
• Service Leveraging (Hard Skills)
• Talent Advising (Soft Skills)
• Leader Onboarding (Hard Skills)
• Talent Support (Soft Skills)
• Change Management (Hard 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 the 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 in a timely manner, shares data and makes recommendations to improve programs or implementation of plans.
• Partners with business leaders to develop new roles and competencies that support the business strategy, and 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 by 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, and takes corrective action to address and prevent future non-compliance.

Skills on Resume: 

• HR Consulting (Soft Skills)
• Employee Relations (Soft Skills)
• Investigation (Hard Skills)
• Risk Mitigation (Hard Skills)
• COE Partnership (Hard Skills)
• Role Development (Hard Skills)
• HR Metrics (Hard Skills)
• Performance Management (Hard Skills)

Job Summary: 

• Conducts regular meetings with respective business units
• Consults with line management, providing HR guidance 
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies
• Guides and assists in the resolution of employee relations issues
• Participates and consults in employee disciplinary and or termination meetings with managers
• Directs processes associated with talent acquisition, including interview coordination and participation, external search firm management and recommendations of candidates
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention
• Provides HR policy guidance and interpretation
• Liaises with HR Operations team regarding compensation models, engagement surveys, global mobility, HC reports and HR metrics
• Liaises with HR Operations team regarding payroll, onboarding and termination of employees
• Conducts process for new hire offers, promotions and transfers
• Provides guidance and input on business unit restructures, workforce planning and succession planning
• Identifies training needs for business units and individual coaching and mentoring needs
• Acts as an ambassador for the company
• Advocates for transformation, agility and innovation  
• Brings forth ideas and solutions to continuously improve HR  

Skills on Resume: 

• Business Meetings (Soft Skills)
• HR Consulting (Soft Skills)
• Trend Analysis (Hard Skills)
• Employee Relations (Soft Skills)
• Disciplinary Support (Soft Skills)
• Talent Acquisition (Hard Skills)
• Workplace Improvement (Soft Skills)
• HR Policy (Hard Skills)

Job Summary: 

• Partner with their respective senior business leaders and associates within Avantor's Global Quality and Regulatory Affairs organizations to implement key HR processes and programs. 
• Responsible for providing strategic HR support in the areas of employee relations, compliance, diversity, performance management, HR analysis, process redesign, succession planning, organizational and workforce planning and development and career development.
• Responsible for partnering and consulting with the senior leadership team on all HR initiatives for respective areas of support
• Partners and collaborates with global, regional and local Human Resources team members to effectively support the Global Quality organization.
• Provides insightful, confidential and business-focused guidance to leaders on all matters related to associate and organization development. 
• Leads succession planning and cross-functional talent discussions with leadership teams.
• Champions and leads training and development initiatives to meet business needs.
• Ensures that sourcing and selection criteria are established to support both the financial and strategic needs of the business.
• Facilitates collaborative problem-solving strategies to resolve associate relations issues through effective communication with all levels of associates.
• Leads in implementing Avantor HR policies and procedures, as well as monitoring the effectiveness of these programs.  
• Assists assigned functional teams with an understanding of these programs.
• Ensures that functional teams are trained on recruiting procedures and that appropriate attention is placed on associate retention issues.  
• Works with functional leaders to ensure that performance reviews are done in a timely manner.  
• Works to ensure that career and training opportunities are being identified.
• Assists the management team in developing skills to manage human resources more effectively through modeling, coaching, instruction and training.
• Acts as a member of the respective leadership team and participates in all staff meetings and provides HR insights on business issues. 
• Manages projects and/or participates as a project member on company-wide HR initiatives.
• Supports and champions organizational change initiatives and assists field leaders.

Skills on Resume: 

• HR Partnership (Soft Skills)
• Employee Relations (Soft Skills)
• Compliance Management (Hard Skills)
• Succession Planning (Hard Skills)
• Talent Development (Soft Skills)
• Recruitment Support (Hard Skills)
• Conflict Resolution (Soft Skills)
• Organizational Change (Hard Skills)

Job Summary: 

• Working with the HR Director, support the design and delivery of various transformation projects to prepare and support the business through continued growth, and deliver solutions that are modern, dynamic, savvy and inventive to suit their unique culture.
• Support the HR Director to establish and build the HR team’s credibility as experts and enablers, so that department heads actively seek guidance and advice from the team on strategic matters.
• Provide advice and guidance to department heads to ensure their organisation design is fit for future growth plans and evolving resource needs, and support them in the effective management of any change.
• Support department heads to maintain the integrity of their organisation design in balance with a performance-based, meritocratic culture by developing and coaching line managers to maintain a principled approach to their people decisions.
• Work with department heads to forecast talent requirements based on business strategy, and in collaboration with the Talent Acquisition team, develop a talent sourcing plan that Develop solid relationships with department heads and actively participate in their team meetings to thoroughly understand their business needs and priorities.
• Identify critical business issues or challenges, and develop well-thought-out people strategies and solutions to have a desired impact on the organisation or business operations.
• Identify HR trends or updates that may have an impact on business, and work with department heads to incorporate these into their thinking and plans.
• Provide relevant data insights to inform department heads about the status of their departments’ culture and trends in order to help guide decision-making and provide solutions that are best for the business.
• Work with the HR Director to formulate and implement a learning strategy that will support the company’s future plans and talent needs, as well as employee development and career planning.
• Partner with department heads to encourage longer-term planning around talent pipelines, skills requirements, and succession plans.
• Drive the development and pipeline of managers across the company to ensure desired levels of experience, skills and leadership capabilities to fulfill the anticipated future needs of the business.

Skills on Resume: 

• Transformation Support (Hard Skills)
• HR Credibility (Soft Skills)
• Org Design Guidance (Hard Skills)
• Manager Coaching (Soft Skills)
• Talent Forecasting (Hard Skills)
• Business Partnering (Soft Skills)
• Data Insights (Hard Skills)
• Learning Strategy (Hard Skills)

Job Summary: 

• Coach line managers to assess and manage performance levels on an ongoing basis, and to have honest and straightforward performance and career conversations with their team members.
• Support the HR Director in establishing pay and reward philosophies that will enable and support the business strategy.
• Maintain the integrity of the company’s Job Level Framework and pay review principles through coaching and guiding managers on compensation philosophies and practices regarding base pay, incentive schemes, merit increases, salary reviews and any other compensation-related topics, while ensuring a fair and equitable approach
• Help facilitate a thoughtful and objective discussion on pay and reward by asking questions about what the business is trying to compensate its employees for, and which behaviours to reward.
• Reporting to the HR Director, responsible for working with department heads to guide the pay review process and ensure fair and equitable decisions around salaries, bonuses, and promotions.
• Work alongside the HR Director and Talent Acquisition Manager to initiate or encourage strategies that support an inclusive culture where differences are welcomed and everyone feels an authentic sense of belonging.
• Actively seek opportunities to influence or drive change within the industry to create space and opportunity for greater intersectional diversity.
• Oversee employee relations issues while also looking for the root cause of any recurring, systemic, or symptomatic issues, supported by research and data-led insights.
• Interpret and advise on HR policy to assist in reaching commercially viable solutions and managing associated risk.
• Ensure that legal requirements are adhered to across the business.

Skills on Resume: 

• Performance Coaching (Soft Skills)
• Compensation Strategy (Hard Skills)
• Pay Framework (Hard Skills)
• Reward Facilitation (Soft Skills)
• Pay Review (Hard Skills)
• Diversity Advocacy (Soft Skills)
• Employee Relations (Soft Skills)
• Policy Interpretation (Hard Skills)

Job Summary: 

• Contributes HR data and judgment to the organization's strategic decisions
• Continuously develops ideas for leveraging HR as a competitive advantage
• Generates alliances with internal and external partners that enable the HR function to supply appropriate services
• Works closely with the Head of Global HR to implement HR policies and procedures, including local and global HR initiatives
• Provide business feedback to the HR team in order to improve strategic processes and procedures
• Support the organization and the leadership with change management
• Assess, analyze, and formulate strategies to drive employee engagement
• Responsible for executing the Talent Management strategy throughout the business
• Performs all HR related activities in a business partner capacity, to meet business objectives (i.e., performance enablement, succession planning, etc.)
• Liaises with the HR team within SYSPRO HR to identify issues, patterns, and trends to provide proactive insights for HR solutions and initiatives

Skills on Resume: 

• Strategic HR (Hard Skills)
• HR Innovation (Soft Skills)
• Partnership Building (Soft Skills)
• Policy Implementation (Hard Skills)
• Process Improvement (Hard Skills)
• Change Management (Hard Skills)
• Employee Engagement (Soft Skills)
• Talent Management (Hard Skills)

Job Summary: 

• Liaise and interact with key stakeholders and management to manage the expectations and delivery of the above functional HR initiatives
• Develop and implement a people development plan/career path in conjunction with each line manager
• Implement processes to measure and manage the HR results
• Ensure continuous succession planning
• Review and implement HR policies and procedures and ensure consistency of these policies and procedures
• Address executives' and management's concerns and make recommendations to managers about the appropriate course of action
• Monitor internal and external changes in laws and policies and apply an understanding of key legal precedents and compliance requirements to protect the interests of the organization and employees
• Represent the company at labor-relevant meetings
• Provide leadership in transformation and development initiatives
• Assist in the development and implementation of remuneration of benefits

Skills on Resume: 

• Stakeholder Liaison (Soft Skills)
• People Development (Hard Skills)
• HR Measurement (Hard Skills)
• Succession Planning (Hard Skills)
• Policy Enforcement (Hard Skills)
• Legal Compliance (Hard Skills)
• Labor Representation (Soft Skills)
• Transformation Leadership (Soft Skills)

Job Summary: 

• Provides strategic direction and input to business leaders regarding overall people strategies that support the culture, company direction, and the growth needs of the business and its employees.
• Primary point of contact for the client to ensure an optimal work environment, serve as an advocate for all employees, and enable and support employee career success.
• Provide expert and objective advice, coaching, and counsel to leaders and employees on HR programs, policy and procedures, employment/labor laws, conflict resolution, change management, diversity, and organizational development to promote a fair and equitable work environment.
• In partnership with the appropriate support resources, responds to employee concerns regarding performance management, improvement, harassment, discrimination, misconduct, employee safety, teamwork, etc.
• Work collaboratively with HR support teams to ensure the effective development of transparent, meaningful and accessible leadership training, tools and resources to enable and support employee careers. 
• Effectively partner with team members and stakeholders to achieve success in attracting, developing, and training top talent.
• Ensure compliance with all employment/labor laws through programs, practices, policies, investigations, training, and actions. 
• Maintain current and complete understanding of Federal and State employment laws such as Title VII of the Civil Rights Act, FLSA, ADA, FMLA, ADEA, sexual harassment, and NLRA. 
• Protect the company's interests by ensuring all legal requirements are met and complied with through proactive practices, investigations and actions. 
• Interpret and administer policies fairly and, consistently within legal boundaries.
• Serve as a subject matter expert on projects 

Skills on Resume: 

• Strategic Direction (Hard Skills)
• Employee Advocacy (Soft Skills)
• HR Coaching (Soft Skills)
• Employee Concerns (Soft Skills)
• Leadership Development (Hard Skills)
• Talent Acquisition (Hard Skills)
• Legal Compliance (Hard Skills)
• Policy Administration (Hard Skills)

Job Summary: 

• Develop and implement leadership development strategies for operations leaders to ensure a climate of positive team member relations.
• Advises operations leaders toward the appropriate investigation and resolution of issues, in a group or one-on-one setting.
• Create and administer team member succession planning programs to encourage team member involvement and future opportunity for both salary and hourly team members.
• Assigned groups and built relationships to become the trusted advisor on the people implications of strategic and operational initiatives
• Maintain a strong focus on employee relations, performance management, engagement, well-being and retention activities
• Support and develop line managers in driving a performance culture through coaching, talent management and succession planning
• Support and develop line managers in recruitment and selection
• Play an active role in planning and tracking headcount and labour budgets, including an understanding of compensation and benefits
• Provide expert input to client groups as well as the HR team in terms of Netherlands employment legislation, policies and practices
• Lead and manage organisational change or HR project initiatives

Skills on Resume: 

• Leadership Development (Hard Skills)
• Issue Resolution (Soft Skills)
• Succession Planning (Hard Skills)
• Trusted Advisor (Soft Skills)
• Employee Relations (Soft Skills)
• Performance Coaching (Soft Skills)
• Recruitment Support (Hard Skills)
• Budget Management (Hard Skills)

Job Summary: 

• Assist HR Manager with staffing decisions by assessing needs and objectives, helping managers identify appropriate knowledge/skills/abilities and involvement in the recruitment and selection process.
• Design, develop and implement employee engagement programs and HR Initiatives relating to site HR strategy.
• Provide guidance and counselling to managers and employees on employee relations, employee discipline, and performance.
• Work with respective department managers to ensure Local/National, European and Corporate HR policies, procedures and laws are being adhered to.
• Investigate and manage employee relations issues and ensure compliance with the site disciplinary procedure.
• Design and develop leadership training programs and run quarterly leadership forums and HR Clinics at the site.
• Develop and coordinate communications programmes which ensure harmonious employee relations.
• Lead the Performance management process for the respective site and ensure all Divisional

Skills on Resume: 

• Staffing Support (Hard Skills)
• Engagement Programs (Hard Skills)
• Employee Counseling (Soft Skills)
• Policy Compliance (Hard Skills)
• Employee Relations (Soft Skills)
• Leadership Training (Hard Skills)
• Communication Programs (Soft Skills)
• Performance Management (Hard Skills)

Job Summary: 

• Ensure all applicable legal requirements are met and work closely with Legal counsel in all situations that pose a litigation risk or other liability.
• Proactively identify potential employee initiatives by participating in functional management and employee meetings regularly.
• Participate in maintaining an accurate job documentation system by conducting job analyses for jobs, determining status and appropriate grade and auditing the system regularly to ensure that job descriptions exist for all active jobs.
• Conduct employee training in a variety of HR-related areas.
• Work closely with the HR Central team and site leaders to ensure appropriate employee documentation, changes to employees' status, pay and benefits, annual performance appraisal process, employee relations investigations, employee discipline, and employee terminations to maintain compliance with internal and external policies and regulations.
• Prepare monthly HR metrics relating to areas of responsibility for management and the division.
• Represent the business unit in AbbVie-wide human resource teams and projects by conducting research, analyzing data, and compiling statistical reports and information.
• Conduct all aspects of the job with the appropriate level of confidentiality and sensitivity to the employee and organizational data and do not disclose confidential information.

Skills on Resume: 

• Legal Compliance (Hard Skills)
• Employee Initiatives (Soft Skills)
• Job Analysis (Hard Skills)
• Employee Training (Hard Skills)
• HR Documentation (Hard Skills)
• HR Metrics (Hard Skills)
• HR Representation (Soft Skills)
• Confidentiality (Soft Skills)

Job Summary: 

• Focus on strategic HR strategies and practices that support robust business growth, reinforce a culture of performance and are in line with Group HR policy.
• Know the business, the strategy and business drivers, products, budgets, forecasts, and employee issues. 
• Understand the hopes, fears, likes, dislikes and who the key influencers are.
• Take part in the development of the Division's strategic business plan and alignment with the Group HR strategy.
• Develop a deep understanding of business areas, the organization and the context in which it operates. 
• Using business understanding, develop an HR strategy and actionable HR insights and solutions.
• Ensure that the organization actively manages an appropriate balance of resources to meet changing needs, the short and long-term ambitions of the organization's strategy and to create competitive advantage. 
• Identify talents and high performers and ensure they are managed effectively.
• Develop effective working relationships with the client group, positioning Human Resources as an integral part of the business and the HR Business Partner function as a trusted advisor and consultant on Division activities, projects and changes.

Skills on Resume: 

• HR Strategy (Hard Skills)
• Business Knowledge (Soft Skills)
• Stakeholder Insight (Soft Skills)
• Strategic Planning (Hard Skills)
• Organizational Understanding (Soft Skills)
• HR Solutions (Hard Skills)
• Resource Management (Hard Skills)
• Talent Management (Soft Skills)

Job Summary: 

• Coach and support business leaders accordingly to advance individual performance and to ensure alignment with global process guidelines.
• Support and advise business leaders in C&B decisions to attract, engage and retain employees, ensuring affordability and compliance with global policies and local legal regulations.
• Possess knowledge of market benchmarks and practices.
• Track and analyse KPIs to ensure efficiency and alignment for the country and zone.
• Support talent management process by coaching and supporting Business Leaders in talent identification, planning and development.
• Partner with business leaders to develop effective and diverse short- and long-term succession planning for key positions, to ensure the retention and development of talents for the country
• Identify individual and collective L&D needs and develop suitable solutions, aligning 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.
• Be a change agent for the organization through supporting, promoting, and leading changes.
• Build and maintain a people analytics dashboard for the zone in coordination with Country HR
• Interpret HR data, identify trends and forecast potential evolutions to make recommendations and/or better decisions about the workforce.

Skills on Resume: 

• Performance Coaching (Soft Skills)
• Compensation Advice (Hard Skills)
• Market Knowledge (Hard Skills)
• KPI Analysis (Hard Skills)
• Talent Management (Soft Skills)
• Succession Planning (Hard Skills)
• Learning & Development (Hard Skills)
• Change Leadership (Soft Skills)

Job Summary: 

• Deliver all agreed HR interventions to the function through professional quality execution of HR strategies and processes
• Monitor local labour laws segments, build awareness and followership and regulations
• Regularly collaborate with the functional managers to gain insight and understanding of the business/functional priorities, and the related HR requirements from the function
• Provide direction, advice, and input to key people's decisions within the function, in order to improve team performance, morale and productivity.
• Act as the main conduit between Commercial functions and the HR function
• Ensure the end-market talent management process is in place
• Lead the design and delivery of employee engagement solutions and the action planning process
• Partner with leaders to identify team and organizational needs, evaluate options and develop solutions
• Build effective partnerships with Senior managers
• Collaborate with line management on mentor and feedback efforts, people and performance decisions, employee engagement, communications, talent management development, organizational change initiatives and program rollouts
• Empower the organisational change initiatives through a focus on shifts to culture, leadership and management requirements
• Execute employee engagement strategies
• Drive employee relations at the local site

Skills on Resume: 

• HR Execution (Hard Skills)
• Labour Law Knowledge (Hard Skills)
• Business Collaboration (Soft Skills)
• People Advisory (Soft Skills)
• HR Liaison (Soft Skills)
• Talent Management (Hard Skills)
• Engagement Solutions (Soft Skills)
• Organizational Change (Hard Skills)

Job Summary: 

• Support the leadership team to provide strategic HR direction to the Director and their teams.
• Working with the Senior leader or their teams on the simplification of the operating model to transform the people-related cost base and create an organisation that is agile, fast-paced and able to respond.
• Work with specific units to create a fully diverse, engaged and unified organisation, leveraging all types of cultural differences, emphasising the importance of the Employee Experience and championing BT’s values, so that BT Digital culture inspires and engages people, and the resulting organisational capability leads Digital to achieve its ambitions.
• Ensure units have the right skills in the right place, at the right time by supporting the development of a fully integrated strategic workforce plan that suits agile ways of working and future Digital needs.
• Provide business insight to Centres of Expertise, HR Services and the business to drive continuous improvement in BT’s HR strategy, policy, services and processes into the line of business
• Support the business with a resourcing mix that is flexible and a reward model to suit growth and a highly competitive industry.
• Work with the wider HR team, its ways of working and skills to deliver the people plan and strategy
• Focus on the development of self and the broader team, championing a culture of self-directed learning and development
• Leading on upskilling pathways to support internal career opportunities and talent development, Team Coach.
• Support the business to develop strategic imperatives, including a proactive Talent agenda in order to ensure retention of key employees, developing leadership succession plans, raising people leader capability, performance and overall healthy churn.

Skills on Resume: 

• Strategic HR (Hard Skills)
• Operating Model (Hard Skills)
• Diversity & Inclusion (Soft Skills)
• Workforce Planning (Hard Skills)
• Business Insight (Hard Skills)
• Resourcing Strategy (Hard Skills)
• Team Development (Soft Skills)
• Talent Retention (Soft Skills)

Job Summary: 

• Provides HR guidance to employees on various topics and issues in partnership with the HR Manager
• Provides support as it relates to employee data and implementing changes regarding workforce planning, performance management and all HR related matters. Researches and analyzes data as it relates to HR.
• Develops and maintains close working relationships with a broad scope of employees across Brown-Forman to ensure timely coordination and accomplishment of assigned responsibilities.
• Responsible for onboarding experience for new employees, including communication with employees, creating new hire profile sheets, as well as partnering with the hiring manager to ensure a robust onboarding plan is in place for each new hire
• Monitor the HR daily issues in the Shanghai office and provide support on efficient operation, including commercial insurance, annual physical check, and annual gift plan
• Liaise with the external vendor and accounting for payroll preparation in China, Hong Kong and Taiwan, and complete payroll-related reports
• Manage employees’ personal files and maintain employee data for the respective countries, including open positions, employment offers, compensation/job evaluation, benefit-related communication, termination process, performance management process, new hire communication, orientation and onboarding
• Anticipate and address HR related trends, gaps and issues impacting the business and provide recommendations, insights and solutions to cultivate a positive, engaged workforce.
• Collaborate with other HR Team Members and leverage their expertise to support the delivery and deployment of HR programs, processes, and policies
• Participate in functional and cross-functional initiatives.
• Provide HR policy interpretation and application of legislation, Home Hardware policies and HR programs, ensuring compliance and consistent application.

Skills on Resume: 

• HR Guidance (Soft Skills)
• Data Analysis (Hard Skills)
• Relationship Building (Soft Skills)
• Onboarding (Hard Skills)
• Office Operations (Hard Skills)
• Payroll Coordination (Hard Skills)
• Employee Records (Hard Skills)
• Policy Interpretation (Hard Skills)

Job Summary: 

• Create an exemplary HR Operational team that supports all Revantage UK employees, from arrival and throughout their career at Revantage UK, to create a seamless experience
• Own the employee life cycle and key People practices for the departments
• Design and implement policies and procedures that both comply with government and local employment laws and regulations and fit with the values of the business
• Make recommendations for best practice, while always understanding the commercial needs of the business
• Analyse trends in compensation and benefits, ensure alignment at a global level, as well as capacity for the organisation to attract and retain top talent
• Create and deploy learning and development programmes and initiatives that provide internal development opportunities for employees
• Work with leaders to identify and develop their talent and ensure create as many career-defining experiences for all people, e.g,. learning resources, peer-to-peer learning, mentoring, projects, etc
• Provide support and guidance to management and other employees when complex, specialised, and sensitive questions and issues arise
• Administer and execute routine tasks in delicate circumstances, such as investigating allegations and underperformance
• Responsible for the performance management and promotions cycle, working with global colleagues to ensure consistency with a focus on delivering solutions that encourage people to take ownership of their own performance, careers and learning whilst providing them with a range of different options, resources and experiences
• Plan, forecast, coordinate and broker HR activity and oversee delivery by calling upon the services of others
• Work closely with the global teams in Chicago, Luxembourg and Singapore on People and Culture initiatives

Skills on Resume: 

• HR Team Leadership (Soft Skills)
• Employee Lifecycle (Hard Skills)
• Policy Design (Hard Skills)
• Business Acumen (Soft Skills)
• Compensation Analysis (Hard Skills)
• Learning Programs (Hard Skills)
• Talent Development (Soft Skills)
• Conflict Management (Soft Skills)

Job Summary: 

• Provide guidance and support to management and Team Members regarding all areas of HR employee relations, develop and implement appropriate resolution strategies
• Build positive working relationships across all levels of the organization
• Work closely with leadership and Team Members to build morale and engagement and increase productivity and retention.
• Ensure compliance with labor law/regulation changes
• Design and develop local C&B policies and analyze components of remuneration schemes and labour matters, synchronized with Neste corporation policies
• Coordinate global C&B processes locally (salary, bonus, pension and new benefits)
• Following trends and changes in local (European) legislation in order to make recommendations that are compliant and fit for the future
• Manage M&A activities, integration planning and execution as an HR expert

Skills on Resume: 

• Employee Relations (Soft Skills)
• Relationship Building (Soft Skills)
• Employee Engagement (Soft Skills)
• Legal Compliance (Hard Skills)
• Compensation Policy (Hard Skills)
• Global C&B Coordination (Hard Skills)
• Legislation Monitoring (Hard Skills)
• M&A Support (Hard Skills)

Job Summary: 

• Build strong and trusted relationships across departments, teams, and levels.
• Take the initiative to identify potential gaps on the team and create an action plan suggesting possible solutions.
• Grow and scale functional areas such as performance management, DE&I, L&D, employee engagement, and other HR initiatives from inception to fruition.
• Coach, mentor, and partner with managers to help develop people management and leadership skills.
• Work closely with Legal, Finance, and PEO (Justworks) to ensure compliance with all local and state regulations, payroll and benefits questions. 
• Approaching people matters with an eye towards compliance, reducing overall risk for both employees and the business.
• Understand the importance of having employee retention as a north star.
• Operationally streamline processes to ensure scalability.
• Successfully assess and monitor the "pulse" of employees’ happiness and engagement, resulting in a high eNPS each quarter.
• Juggle tasks, duties, responsibilities alongside any pop-up HR items that are bound to happen.

Skills on Resume: 

• Relationship Building (Soft Skills)
• Problem Solving (Soft Skills)
• HR Initiative Growth (Hard Skills)
• Manager Coaching (Soft Skills)
• Regulatory Compliance (Hard Skills)
• Risk Management (Hard Skills)
• Employee Retention (Soft Skills)
• Process Optimization (Hard Skills)

Job Summary: 

• Oversee and implement human resources programs and practices that foster growth, innovation, and organizational effectiveness that align with business strategies in areas including talent management, compensation, learning and development, and performance management
• Support front-line managers in solving Employee Relations issues through effective coaching, problem solving and ensuring adherence to appropriate employment laws and policies
• Proactively identify opportunities to enhance the employee experience and partner with management to develop and implement innovative and sustainable solutions
• Partnering with Technical functions (Engineering, Product and Data Science) to foster conversations to promote career development, training and development
• Overseeing HR policy creation and compliance with employment laws and regulations
• Work with leaders to develop effective organizational structures to drive organizational health
• Consult and coach all levels of management to build and serve high-performing, diverse and inclusive teams
• Analyze HR trends and metrics to develop solutions, programs, and policies
• Coach employees and people leaders to role model behaviours that support company values and culture
• Provide interpretation and guidance for the application of HR policies and procedures

Skills on Resume: 

• HR Program Management (Hard Skills)
• Employee Relations (Soft Skills)
• Employee Experience (Soft Skills)
• Technical Partnership (Soft Skills)
• Policy Compliance (Hard Skills)
• Org Structure (Hard Skills)
• Management Coaching (Soft Skills)
• HR Analytics (Hard Skills)

Job Summary: 

• Provide leadership and counsel to field leaders in delivering HR solutions that enable a high-performance culture
• Act as the  face of HR  by being highly visible to employees on the floor and having direct insight into the day-to-day happenings
• Work closely with management and employees to increase productivity and morale
• Observe/identify trends and analyze data within the region or departments and propose actions to address any gaps or issues
• Assist in the implementation of staffing strategy with Talent Acquisition, key HR partners and other appropriate leaders
• Participate in onsite onboarding and conduct new hire orientations
• Coach managers on performance management and employee conversations
• Resolve employee relations issues by addressing complaints or concerns and escalating to HR leadership 
• Partner with managers, facility leaders and HR leaders on annual performance review and goal-setting cycles
• Monitor and ensure understanding and compliance with federal and state employment laws, as well as company human resources policies and procedures
• Partner with facility leaders to determine necessary training and development opportunities for employees

Skills on Resume: 

• HR Leadership (Soft Skills)
• Employee Visibility (Soft Skills)
• Productivity Improvement (Soft Skills)
• Trend Analysis (Hard Skills)
• Staffing Strategy (Hard Skills)
• Onboarding (Hard Skills)
• Performance Coaching (Soft Skills)
• Employee Relations (Soft Skills)

Job Summary: 

• Serve as the HR partner for all corporate-owned store employees and the above store leadership team for a total headcount of roughly 400 employees
• Consult and collaborate with leaders to problem solve, assess risk, and provide out-of-the-box HR solutions
• Collaborate with the whole HR team to assist in leading projects and initiatives for the organization at large to drive continuous process improvement
• Create a culture focused on coaching, employee development, and succession planning
• Lead the annual review process for the store environment
• Coach leaders on having clear and effective development conversations
• Develop and implement best-in-class HR procedures, initiatives, and solutions
• Work with leaders to create positive, safe, and productive work environments

Skills on Resume: 

• HR Partnership (Soft Skills)
• Risk Assessment (Hard Skills)
• Project Leadership (Soft Skills)
• Coaching Culture (Soft Skills)
• Performance Reviews (Hard Skills)
• Development Coaching (Soft Skills)
• HR Procedure Design (Hard Skills)
• Workplace Safety (Hard Skills)

Job Summary: 

• Employee relations and implementing organizational actions for attracting, developing and retaining talent critical to the success of the business.
• Closely partner with the HRBP Manager and business managers to implement strategic agendas that will deliver business goals and company initiatives
• Act as a change agent, model, influence and implement company culture and priorities through employee and manager engagements
• Lead and support employee relations matters, including workplace investigations.
• Work with the HRBP Manager to implement HR solutions into the business groups that will help the organization deliver results, improve employee experience, and develop talent
• Guide managers through the Performance for Growth and Development for Growth cycles.
• Influence and implement the organizational talent plan with the front-line managers of the business.
• Support managers and employees with employee relations, training, stay and retention interviews, development and engagement initiatives.
• Use HR business systems, data and employee feedback to make recommendations for needed improvement and participate in the creation and execution of improvement actions.
• Collaborate with the Tek HR team on HR initiatives and projects such as employee experience surveys, training and development, onboarding, offsites, change management and more

Skills on Resume: 

• Employee Relations (Soft Skills)
• Strategic Partnership (Soft Skills)
• Change Management (Hard Skills)
• Workplace Investigations (Hard Skills)
• HR Solutions (Hard Skills)
• Performance Coaching (Soft Skills)
• Talent Planning (Hard Skills)
• Data-Driven Improvement (Hard Skills)

Job Summary: 

• Act as a partner to leaders and C-level management by providing them with the needed support for their teams’ development
• Take a leading strategic and operational role in working with employee engagement and employee development
• Develop an employee engagement platform and surveys through Peakon
• Work with employee retention through talent development
• Manage employer branding initiatives to ensure attract the right talent is attracted
• Build a Boozt intern/trainee program
• Work with the Boozt values to ensure they live across the organization and become integrated into HR processes
• Coordinate all moves, promotions, and exits across different locations for GTR.
• Apply change management and organisational development strategies, influence and assist organisational change initiatives in support of business strategies.
• Ensure adherence of the organisation to HR policies and procedures
• Manage GTR employment cost and overhead budgets

Skills on Resume: 

• Leadership Partnering (Soft Skills)
• Employee Engagement (Soft Skills)
• Survey Development (Hard Skills)
• Talent Retention (Soft Skills)
• Employer Branding (Hard Skills)
• Internship Program (Hard Skills)
• Change Management (Hard Skills)
• Budget Management (Hard Skills)

Job Summary: 

• Serve as dedicated primary contact and resource for employees and leaders in business units to address HR issues, questions and concerns while maintaining good working relationships and building credibility with employees and leaders.
• Collaborate with leaders and employees to create and maintain strong, positive relationships.
• Obtain and maintain a high-level understanding of the business unit’s goals and strategies and utilize this knowledge to provide constructive consultation.
• Ensure effective communication and organizational change strategies are executed for applicable organizational talent programs, employee policies, employee initiatives, or compliance activities.
• Support larger HR and organizational strategies and activities within assigned business units for areas such as recruitment, talent development, employee engagement, total rewards and employee/labor relations.
• Strategy communication, new policy or procedure roll-out, training, benefits enrollment, health assessment coordination, new employee orientation, surveys, etc.
• Support enterprise-wide recruiting strategies to attract “best in class” talent, and execute those strategies based on hiring needs to fill requisitions in a timely manner.
• Actively participate in recruitment campaigns, job fairs, college relations programs, and general networking to build robust candidate pipelines. 
• Identify and build strategic relationships with local and regional diversity organizations, educational institutions, professional associations and community agencies to increase referrals and find opportunities to reinforce Boldt’s unique brand.
• Provide day-to-day performance management/employee relations guidance and coaching for the business unit. 

Skills on Resume: 

• HR Contact (Soft Skills)
• Relationship Building (Soft Skills)
• Business Insight (Soft Skills)
• Change Communication (Hard Skills)
• Talent Support (Soft Skills)
• Recruitment Strategy (Hard Skills)
• Networking (Soft Skills)
• Performance Coaching (Soft Skills)

Job Summary: 

• Working closely with leaders to understand business drivers, current and long-term strategy, and identifying opportunities for HR to add value to the business
• Ensuring competence development actions are in place to support the business strategy
• Identifying learning requirements for professionals and implementing the development activities with business leaders
• Driving strategic and systematic leadership development, fostering a good leadership culture for the organization
• Providing timely support, sharing expertise and coaching for line managers about HR practices, processes and policies (hire to retire -processes, recruitments, compensation, labor law and collective agreements, talent management, HR systems and tools, wellbeing and occupational health, global mobility) in partnership with other HR experts
• Co-operating with employee representatives
• Supporting People and Culture strategy initiatives, including passion, diversity and inclusion, outside-in thinking and acting, trust and empowerment, building a healthy and inspiring workplace
• Guide business leaders in the facilitation of the performance management system
• Take an active role in the execution of the Talent Strategy
• Participate in structuring compensation and benefit packages
• Handle the resolution of all high-level, critical internal employee relations cases and address grievances
• Consult with business leaders and provide daily HR guidance to meet business goals

Skills on Resume: 

• Business Partnership (Soft Skills)
• Competence Development (Hard Skills)
• Learning Implementation (Hard Skills)
• Leadership Development (Soft Skills)
• HR Coaching (Soft Skills)
• Employee Relations (Soft Skills)
• Culture Building (Soft Skills)
• Talent Strategy (Hard Skills)

Job Summary: 

• Organizational effectiveness and organizational development
• Coach leaders at all levels to increase understanding and application of HR processes such as performance development, talent acquisition, talent reviews, transfers, salary planning, etc.
• Operational and actionable project plans related to Compensation, Performance, Talent Development, Workforce Planning, Change Management, or other HR disciplines
• Engage in the development and implementation of diversity, equity and inclusion initiatives
• Synthesize data and information into actionable plans and effectively communicate/dialogue with leaders to facilitate their buy-in and engagement
• Engage with and influence leaders and employees to drive complex business/employee problems to resolutions, balancing business requirements, employee advocacy and policy compliance
• Complete tasks that involve the development and manipulation of data (Excel spreadsheets and HR tools) and the analysis of that data
• Serve as an advisor and confidante to business leaders, helping them navigate the complexity of building, retaining and growing their teams.
• Provide feedback on and help to support the improvement of systems that ensure employee happiness, career growth, and retention.
• Propose and support programs such as performance acceleration, internal mobility, career planning, recognition programs, etc.

Skills on Resume: 

• Org Effectiveness (Hard Skills)
• Leader Coaching (Soft Skills)
• Project Planning (Hard Skills)
• DEI Initiatives (Soft Skills)
• Data Synthesis (Hard Skills)
• Change Influence (Soft Skills)
• Data Analysis (Hard Skills)
• Business Advising (Soft Skills)

Job Summary: 

• Support implementing HR and people processes, for example, talent, development discussions, employee survey, bonus payment, merit, etc.
• Spar with managers and solve sometimes challenging employment or people matters, or HR guidelines, processes, practices, or systems-related questions
• Provide recruitment and resourcing support for managers, from needs analysis to solutions, supporting seasonal recruitments 
• Ensuring high-quality onboarding processes with managers
• Supporting in organization design, team or role changes, business transformation, or strategic projects that have people effects, including running change negotiations 
• Local collaboration with personnel representatives and consulting with labour law specialists 
• Training managers in people topics and enabling talent development opportunities
• Provide thought leadership to leaders on staffing, talent mapping, succession planning, performance management, engagement, and training needs to aid in sustaining a healthy workforce.
• Drive Tesla’s unique culture in positive ways, create lasting change as the team continues to scale.
• Understand business and how it helps accelerate at rocket speed.

Skills on Resume: 

• HR Process Support (Hard Skills)
• Problem Solving (Soft Skills)
• Recruitment Support (Hard Skills)
• Onboarding (Hard Skills)
• Org Design Support (Hard Skills)
• Labour Collaboration (Hard Skills)
• Manager Training (Hard Skills)
• Talent Leadership (Soft Skills)

Job Summary: 

• Play a key role in helping the functional HRBP team implement the talent agenda to support the business goals. 
• Coach and advise managers and employees on a variety of components impacting employee experience, employee relations concerns, rewards and recognition, leaves of absence, local labor laws, compensation and benefits, performance management, HR policies, people dynamics
• Support the HRBP team to ensure operational excellence in broad-based initiatives, including talent reviews, inclusion and diversity, workforce planning, talent analytics, engagement survey, and overall process improvements
• Help the HRBP team create and execute initiatives to drive exceptional individual and team performance
• Employ operational discipline, partnering with the People Ops and Compensation teams to ensure accuracy in organizational hierarchy, pay, titling, and leveling
• Support the strategic people agenda in the area of responsibility by providing direct and flexible support to leaders in the organisation.
• Coaching, sparring and co-driving leadership development activities.
• Act as a trusted advisor for leaders, enabling local team development activities and workshops to support business requirements and challenge the status quo.
• Effectively interact with the leaders on activities and deliverables supporting the strategic people agenda within e.g., Talent Development, Succession Planning, Employee Engagement and Enablement and Workforce Planning.

Skills on Resume: 

• Talent Agenda (Hard Skills)
• Employee Coaching (Soft Skills)
• Operational Excellence (Hard Skills)
• Performance Initiatives (Soft Skills)
• Data Accuracy (Hard Skills)
• Strategic Support (Soft Skills)
• Leadership Development (Soft Skills)
• Trusted Advising (Soft Skills)

Job Summary: 

• Provide ongoing administrative and HR processes support
• Collect and analyze data and prepare high-quality presentations
• Prepare ad-hoc reports and metrics
• Prepare relevant materials for stakeholders, both locally and globally
• Provide HR support to business groups on policies, processes, employee relations, people management, and career development
• Proactively identify opportunities and assess improvements to the employee experience
• Support in leading various HR initiatives across the company
• Provide administrative support and advice across the full employee lifecycle
• Look after onboarding and inductions for new employees
• Manage and administer the full recruitment process
• Be responsible for maintaining all HR personnel files and ensuring all records are up to date
• Administer all HR related records and documentation for sick, maternity, parental, annual leave and any other special leave arrangements
• Promote positive industrial and employee relations within the office
• Work collaboratively with departments and assist line managers to implement policies and procedures.

Skills on Resume: 

• HR Administration (Hard Skills)
• Data Analysis (Hard Skills)
• Reporting (Hard Skills)
• Stakeholder Support (Soft Skills)
• Employee Relations (Soft Skills)
• HR Initiatives (Hard Skills)
• Employee Lifecycle (Hard Skills)
• Recruitment Management (Hard Skills)