Job Summary: 

• Act as a liaison between business users, COEs, Shared Services, vendors and IT
• Obtain in-depth knowledge of global business priorities, processes, and operational procedures within the HR and Shared Services organizations
• Perform system configuration (not development) for HR digital experience delivery and reporting to validate workflows/configuration
• Adopt varying approaches to effectively understand and capture business users' needs, functional and configuration requirements and success criteria, work to extract underlying needs and ensure adequate business representation
• Provide a learning path and share best practices on how to use digital capabilities
• Partner with business and IT to ensure support processes and handoffs are clear, identify and drive continuous improvements
• Research and understand digital HR best practices to inform strategy and roadmap
• Hold regular roadmap calibration sessions to track progress and make any adjustments to account for changes in direction through defined intake and prioritization processes
• Educate, research, and consult with SMES on how to maximize investments, minimize customizations and optimize system features that drive adoption, automation, streamline and standardize processes and improve associate experience

Skills on Resume: 

• Stakeholder Communication (Soft Skills)
• Process Analysis (Hard Skills)
• HR System Configuration (Hard Skills)
• Requirements Gathering (Soft Skills)
• Training Delivery (Soft Skills)
• Continuous Improvement (Soft Skills)
• HR Trend Research (Hard Skills)
• Roadmap Planning (Hard Skills)

Job Summary: 

• Leverage an associate's listening and data-centric approach to identify opportunities to increase effectiveness or improve the employee experience
• Contribute to change management, deployment and implementation plans
• Be a key contributor in governing, defining and approving HR and enterprise function usage of HR data
• Coordinate and manage feature upgrades, scheduled data migrations, enhancements, and major projects, along with required unit and user acceptance testing initiatives for global HR
• Creating and maintaining non-IT HR system administrator documents
• Create and update knowledge documentation and coach and/or train Shared Services to support inquiries around Digital HR solutions, respond to or further escalate tier 2/3 tickets in a timely manner
• Provide input into risk analysis and mitigation discussions
• Review and provide input into SOWs, cloud solution contracts
• Manage ongoing vendor maintenance and provide input into budget planning

Skills on Resume: 

• Data Analysis (Hard Skills)
• Change Management (Soft Skills)
• HR Data Governance (Hard Skills)
• Project Coordination (Soft Skills)
• Documentation Management (Hard Skills)
• Training & Coaching (Soft Skills)
• Risk Mitigation (Soft Skills)
• Vendor Management (Hard Skills)

Job Summary: 

• Build and lead a global program that supports talent pipelines, onboarding, training and ongoing support of talent acquisition.
• Support and guide the building of talent pools to strengthen business segments/functions
• Lead a recruiting program providing a forum for continuous feedback, areas of risk or concern, and uncover gaps, process variances, and inadequate controls that prohibit performance excellence and engagement
• Provide project management and expertise for recruiting programs, including project plan creation, workflows, project timelines, project documentation, and updated
• Lead change and communication with stakeholders to ensure that improved programs, processes and initiatives are socialized appropriately throughout the assessment, development, deployment, and adoption phases.
• Supports the creation and execution of the workforce development plan for the function.
• Communicate program outcomes by drafting presentations, reports, and correspondence in support of strategic priorities.
• Track and report on key metrics to measure the effectiveness and impact of the new hire experience
• Partners with Human Resources to provide aligned delivery, seamless communication and excellent customer service
• Identify opportunities for improvement to the employee experience by implementing continuous enhancements based on researching assessments, industry best practices, data-driven analysis and workforce sentiment, which includes updating procedures and creating change management materials.
• Partner with vendors to develop and implement integrated recruiting technology solutions by driving innovation using artificial intelligence, RPA, Bots, or machine learning to automate streamlined processes, improving the employee experience

Skills on Resume: 

• Program Leadership (Soft Skills)
• Talent Pool Building (Hard Skills)
• Recruiting Program Management (Hard Skills)
• Project Management (Hard Skills)
• Change Management (Soft Skills)
• Workforce Development (Hard Skills)
• Data Analysis (Hard Skills)
• Vendor Partnership (Soft Skills)

Job Summary: 

• Assist in the implementation of Future of Work and Return to Work initiatives
• Lead the implementation of contact tracing technology and policies
• Building and managing stakeholder relationships
• Ensure processes and policies maintain global compliance standards
• Provide training and consultation to managers regarding systems and people programs
• Writing and interpreting policies and procedures
• Issue resolution for program-related escalations
• Conduct quarterly business reviews with stakeholders
• Partner closely with the People Business Partners
• Partner cross-functionally with HR, IT, Facilities, Payroll, Legal, etc.
• Identify opportunities to improve HR processes
• Work on projects assigned by the Project Management Office

Skills on Resume: 

• Policy Implementation (Hard Skills)
• Contact Tracing (Hard Skills)
• Stakeholder Management (Soft Skills)
• Compliance Monitoring (Hard Skills)
• Training Delivery (Soft Skills)
• Policy Writing (Hard Skills)
• Issue Resolution (Soft Skills)
• Cross-Functional Partnership (Soft Skills)

Job Summary: 

• Plans and executes career development and mobility programs and projects through the full lifecycle (initiation, planning, executing, monitoring and controlling, closing, and evaluating)
• Executes on all initiatives of the career development and mobility strategy to ensure progress and impact
• Manages project scope (feasibility, timelines, and budget) for multiple projects simultaneously using a recognized framework or methodology
• Analyzes current operations to identify and evaluate program strengths and weaknesses in relation to operational effectiveness, success metrics, and impact. 
• Develops strategies and plans for new program development based on resource utilization.
• Manages and evolves the Pathways leadership acceleration program annually
• Build and maintain a strong Pathways Alumni network through quarterly events and additional opportunities
• Collaborate with multi-faceted partners and vendors to achieve objectives
• Tracks budget spending to report to the grant budget lead
• Creates and edits PowerPoint presentations (proficient level) with personal experience presenting to small and large audiences
• Develops a dashboard on career development and mobility initiative impact, presents findings, and arranges for presentations 
• Conduct and present findings on pre- and post-evaluations/assessments 
• Proactively works with the project teams to identify and resolve issues, escalating to the Associate Director of Employee Experience and Workforce Effectiveness and executive sponsors to work through obstacles and ensure the project is executed successfully
• Communicates with the team through at least monthly regular scheduled meetings about any new projects or initiatives
• Develops competencies as related to the position

Skills on Resume: 

• Project Management (Hard Skills)
• Program Development (Hard Skills)
• Operational Analysis (Hard Skills)
• Strategic Planning (Hard Skills)
• Stakeholder Collaboration (Soft Skills)
• Budget Tracking (Hard Skills)
• Presentation Skills (Soft Skills)
• Issue Resolution (Soft Skills)

Job Summary: 

• Support the design and implementation of L&D, Employee Engagement and Diversity, Equity and Inclusion programs with the support of COEs
• Drive content creation for documents and stakeholder reviews (QBRs, OBRs, talent reviews, etc).
• Provide recommendations to improve organizational efficiency through data analysis (such as attrition, retention, diversity, etc) and interpretation of qualitative and quantitative data.
• Work with stakeholders to assemble project teams, assign responsibilities, identify appropriate resources needed, take ownership of project deliverables and develop milestones to ensure timely completion of projects.
• Collaborate with EU and Global stakeholders, including HR, business and specialist function teams.
• Identify opportunities to scale successful Consumer programs to the wider Corporate organisation.
• Create and maintain multiple, complex and concurrent program plans.
• Assess risks, anticipate bottlenecks, provide escalation management and clear status communication throughout each project.
• Communicate status risks and changes of program milestones to stakeholders.
• Balance business needs with available resources, taking into consideration priorities and potential customer impact.
• Develop effective training, support tools, communication and change management tools to support the implementation of each program.
• Surface opportunities to innovate to continuously improve organisational efficiency.
• Conduct project post-mortems and ensure any improvements identified are implemented.
• Own and drive the business rhythm mechanisms for both content and delivery.

Skills on Resume: 

• Program Design (Hard Skills)
• Content Creation (Hard Skills)
• Data Analysis (Hard Skills)
• Team Coordination (Soft Skills)
• Stakeholder Collaboration (Soft Skills)
• Risk Management (Hard Skills)
• Change Management (Soft Skills)
• Continuous Improvement (Soft Skills)

Job Summary: 

• Own end-to-end solution design from ideation to delivery, managing the full life cycle of program management
• Use feedback and data to form a clearly defined business problem
• Drive the process to support building solutions to the defined business problem, leveraging the voice of the employee.
• Create implementation strategies for the designed solutions, seeking feedback and buy-in across several HR and business stakeholder groups
• Juggle multiple priorities, shifting quickly to environmental changes
• Navigate across a highly matrixed, complex environment
• Identify roadblocks and risks early while navigating the environment to help mitigate
• Create clear communication plans accounting for a very distributed target audience that spans globally
• Drive effective teamwork, communication, collaboration and commitment across multiple groups with competing priorities.

Skills on Resume: 

• Solution Design (Hard Skills)
• Data-Driven Problem Solving (Hard Skills)
• Implementation Strategy (Hard Skills)
• Priority Management (Soft Skills)
• Matrix Navigation (Soft Skills)
• Risk Identification (Hard Skills)
• Communication Planning (Soft Skills)
• Team Collaboration (Soft Skills)

Job Summary: 

• Partner across functions and businesses to enable people transformations.
• Create, deploy, and scale programmatic solutions based on current and potential future needs.
• Demonstrate analytical capabilities and be able to earn trust and influence with data. 
• Identify issues and use data analysis to influence and advocate for changes to operations, processes, or programs.
• Partner with HR Centers of Excellence and senior leadership to gather input, obtain buy-in and support, and socialize change, as well as improve overall COE performance and insight.
• Monitoring of HR goals, including end-to-end people program and project management.
• Manage the lifecycle of complex initiatives.
• Work on special projects, as defined by the leadership team and on the basis of data and need. 
• In partnership with local HR teams, create specific action plans in order to drive the resolution of the highest priority issues.

Skills on Resume: 

• Cross-Functional Partnership (Soft Skills)
• Program Deployment (Hard Skills)
• Data Analysis (Hard Skills)
• Change Advocacy (Soft Skills)
• Stakeholder Engagement (Soft Skills)
• Goal Monitoring (Hard Skills)
• Initiative Management (Hard Skills)
• Action Planning (Soft Skills)

Job Summary: 

• Be accountable for the creation, execution and delivery of all steering and decision-supporting documentation for the HR Excellence Program
• Collecting from the program team issues, arguments and input for decision proposals to ensure proper documentation and tracking
• Be a key member of the program team, supporting the HR Excellence program, leading to execute all steering sessions with Sponsors, Steering Committee and Decision Body
• An act and a quality gate for rules of engagement for all steering sessions, such as early invites, pre-reads sent on time, tracking of attendance, and meeting minutes of these steering sessions
• Support the HR Excellence program to manage internal program communication to ensure alignment between workstreams and among program leadership
• Ensure good understanding of project scope, interdependencies, to be able to articulate complex messages into clear and straightforward slides and other communication materials
• Compare inputs from different program members and workstreams, connect the dots to foresee the need for actions, dependencies, or new risks
• Guide and direct Program or Project Leads and Managers to ensure compliance with set standards, procedures, and guidelines for the flawless execution of the HR Excellence program
• Maintain compliance with project management standards, e.g., PM methodology, coordination board reports and budget submissions
• Identify, recommend, and address improvements in methodology, format, and process

Skills on Resume: 

• Documentation Management (Hard Skills)
• Issue Tracking (Hard Skills)
• Meeting Facilitation (Soft Skills)
• Communication Management (Soft Skills)
• Scope Articulation (Hard Skills)
• Risk Identification (Hard Skills)
• Program Governance (Hard Skills)
• Process Improvement (Hard Skills)

Job Summary: 

• Define, drive, and improve processes and team accountability for HR workstreams for
• Recruitment Programs, CSR, Employee Engagement, Budgeting, Onboarding, Training, Performance, etc.
• Help establish accountability across teams by ensuring appropriate outcomes and measurements are built into program/project plans.
• Partner with VP, CHRO to plan strategic initiatives needed for the business to keep culture strong across different time zones/geographies.
• Utilizes data analytics to gather, sort, analyze, and report on meaningful and understandable information in the advancement of projects
• Lead strategic initiatives by providing leadership, identifying/managing issues, dependencies, roadblocks and suggesting paths forward.
• Support and drive internal HR-related communications on behalf of the executive
• Proactively engage cross-functionally and facilitate communication
• Collaborate and coordinate with executives and other PMOs in relation to cross-functional activities and communications needed

Skills on Resume: 

• Process Improvement (Hard Skills)
• Team Accountability (Soft Skills)
• Strategic Planning (Hard Skills)
• Data Analytics (Hard Skills)
• Leadership (Soft Skills)
• Internal Communication (Soft Skills)
• Cross-Functional Engagement (Soft Skills)
• Executive Collaboration (Soft Skills)

Job Summary: 

• Serves as Immigration Administrator for the Department and oversees/processes all J-1, H1B, O1, and Permanent Residency requests
• Manage all academic appointments and review administrative requirements for clinical (volunteer) faculty. 
• Administers and maintains the department’s policy and listing of clinical faculty.
• Serve as the point of contact between SOM and Central HR, and ensure the Department is following all University policies
• Review all volunteer and observership requests, and work with Risk Management to ensure the Department is in compliance
• Manage the day-to-day operations of the Position Management, Hire and Credentialing transactions.
• Manage the creation and posting of positions for all faculty and staff hires in the department
• Manage the credentialing process for all incoming faculty, working with each division to meet their hiring and recruitment needs.
• Supervise and provide process improvement based on feedback
• Troubleshoot issues and develop/implement solutions

Skills on Resume: 

• Immigration Admin (Hard Skills)
• Appointment Management (Hard Skills)
• Policy Admin (Hard Skills)
• Compliance Monitoring (Hard Skills)
• Position Management (Hard Skills)
• Credentialing (Hard Skills)
• Process Improvement (Soft Skills)
• Troubleshooting (Soft Skills)

Job Summary: 

• Manage issues and feedback from Administrators and make appropriate changes
• Work closely with the HR Program Director and the Director of Operations to find improvements to processes and implement new solutions 
• Create and analyze reports on transactions for forecasting and the progress of the team, and utilize reports to improve day-to-day processes
• Meet with employees individually to provide an overview of FML
• Manage the transactional duties of FML (entering time collection in HCM, following up with the employee, etc.) after FML has been approved by the department
• Work closely with campus HR FML liaisons to make sure all processes are being followed and to troubleshoot any problems
• Oversee the Time Collection process for the Department of Surgery, implementing improvements to the process and making changes 
• Manage the transactional duties of Time Collection (creating batch entries, uploading batch entries, etc.)
• Send out reconciliation of time at the end of the fiscal year for certification, as well as manage the leave sweep.

Skills on Resume: 

• Issue Management (Soft Skills)
• Process Improvement (Soft Skills)
• Report Analysis (Hard Skills)
• Employee Coaching (Soft Skills)
• FML Management (Hard Skills)
• HR Coordination (Soft Skills)
• Time Oversight (Hard Skills)
• Reconciliation (Hard Skills)

Job Summary: 

• Managing execution plans to meet critical deliverables
• Managing the monitoring of the performance of multiple programs of work
• Managing the implementation of common PMO standards, reporting, and closure process across programs by the Citi Program Management Council
• Provide on-the-ground support to the Human Resources Global Process Owners to help execute the planning, directing and coordination of day-to-day activities of running the Initiative or portfolio of programs
• Manage the execution of the change management process in the assigned projects and programs
• Identify opportunities to improve efficiencies and drive continuous improvement
• Create reporting materials to enable stakeholders to understand the effort schedule and key milestones.
• Monitor and track the execution of projects and programs and escalate program risks affecting delivery to the work effort stakeholders.
• Support adherence to program processes, procedures, methods, and standards for program delivery and leverage across the programs using the approved Citi SDLC and PTS
• Support the identification and resolution of issues, including those outside established projects of work
• Collaborate with teams to deliver action items from reviews of each work effort, defined scope, target state, and success criteria to ensure it fully addresses the scope of work

Skills on Resume: 

• Execution Management (Hard Skills)
• Performance Monitoring (Hard Skills)
• PMO Standards (Hard Skills)
• HR Process Support (Soft Skills)
• Change Management (Soft Skills)
• Continuous Improvement (Soft Skills)
• Reporting (Hard Skills)
• Risk Escalation (Hard Skills)

Job Summary: 

• Identify, build and roll out new programming to enhance Motional’s employee experience.
• Collaborate with subject matter experts across Motional (HRBP, internal comms, L&D, talent acquisition, marketing, benefits, compensation, legal, finance, etc.) at various stages of each program and project.
• Follow the progress and monitoring of relevant HR OKRs (Objectives and Key Results).
• Build relationships across all levels of the organization, keeping the pulse on the employee experience and areas of improvement.
• Manage the twice-annual performance review process.
• Build and manage a project plan for performance management processes, systems, training, communications, ensuring all deadlines are hit, and providing updates.
• Design performance calibration sessions to ensure objective talent decisions are made in a fair and transparent manner.
• Oversee handoffs to stakeholders such as payroll, compensation, etc. and ensure a smooth end-to-end process for employees.
• Stay up to date on trends in managing performance and become Motional’s Performance Management subject matter expert.
• Design and roll out an internal mentoring program.
• Recruit mentors throughout the organization.
• Lead the matching process with HRBPs and stakeholders.
• Build programming to enhance the mentorship experience.
• Develop a structure and system to identify milestones, communicate results, and channels to provide feedback.

Skills on Resume: 

• Program Development (Hard Skills)
• Cross-Functional Collaboration (Soft Skills)
• OKR Monitoring (Hard Skills)
• Relationship Building (Soft Skills)
• Performance Management (Hard Skills)
• Project Planning (Hard Skills)
• Performance Calibration (Hard Skills)
• Mentorship Program (Hard Skills)

Job Summary: 

• Create and deploy frameworks on performance management (objectives, annual review, underperformance) and data
• Maintain commitment to pay equity and compensation principles through running the annual benchmarking process and refining the framework
• Ensure consistent delivery through local market teams, auditing processes and troubleshooting issues.
• Conclude the trends in survey data and suggest next steps or updates
• Scope out projects to get a clear problem statement or clear objectives on new initiatives or refreshing existing frameworks (e.g., global mobility, leave, etc.)
• Manage the initiation, execution and deployment of projects throughout the annual talent cycle
• Document process steps and methods for local markets to deploy
• Partner with Local Talent teams to deploy global and central frameworks, communicating timelines and requirements, and holding teams accountable for the requirements.
• Partner with HR Ops manager to surface key data points on talent like headcount, time to hire and attrition to combine with survey data from onboarding, exit and engagement.
• Solicit improvement suggestions to iterate and evolve frameworks over time
• Honestly and proactively challenges internal/external stakeholders’ ideas respectfully on policy, process and ownership of tasks
• Build a deep knowledge of what the challenges are for each business area through listening and understanding each market’s pov

Skills on Resume: 

• Framework Development (Hard Skills)
• Compensation Benchmarking (Hard Skills)
• Process Auditing (Hard Skills)
• Data Analysis (Hard Skills)
• Project Scoping (Hard Skills)
• Project Management (Hard Skills)
• Stakeholder Partnership (Soft Skills)
• Continuous Improvement (Soft Skills)

Job Summary: 

• Lead a small team in designing and implementing HR programs centered around year-round performance management and out-of-cycle performance processes.
• Support performance improvement plans and build/administer off-boarding processes.
• Counsel employees and managers concerning work-related items, HR policies, guidelines and best practices.
• Interface and manage employee transition plans with external partners
• Maintains HRIS records, generates data, and analyzes reports.
• Provides a bridge for smooth communication between managers and employees.
• Follow up on issues and change tracking.
• Provide education and guidance to employees and management on HR systems/processes/ policies.
• Leads the design, development and implementation of employee programs.
• Support company initiatives and maintain records for government-required reporting.

Skills on Resume: 

• Team Leadership (Soft Skills)
• Performance Management (Hard Skills)
• Employee Counseling (Soft Skills)
• Transition Management (Soft Skills)
• HRIS Management (Hard Skills)
• Communication Facilitation (Soft Skills)
• Issue Tracking (Soft Skills)
• Policy Education (Soft Skills)

Job Summary: 

• Act as a neutral party through all aspects of investigations, ensuring a prompt, fair, and neutral process for all parties.
• Overall management of EMBARC program elements related to Human Resources.
• Serve as the designated SASH Contact for crew and cadets.
• Coordinate and facilitate initial and ongoing meetings, in person or virtually.
• Implement communication measures throughout the cadet experience.
• Serve as primary contact on EMBARC/SASH advisory committees and working groups with MARAD, maritime academies, USCG, SOCP and other industry groups.
• In conjunction with SQES, develop appropriate, required EMBARC/SASH training for vessel crews. 
• Coordinate training tracking with Labor Relations.
• Maintain a high level of confidentiality and sensitivity at all times, as related to all aspects of the role.
• Support other HR related compliance initiatives, including mandatory governmental reporting and internal audits.

Skills on Resume: 

• Investigation Management (Soft Skills)
• Program Management (Hard Skills)
• Stakeholder Coordination (Soft Skills)
• Meeting Facilitation (Soft Skills)
• Communication Implementation (Soft Skills)
• Training Development (Hard Skills)
• Confidentiality (Soft Skills)
• Compliance Support (Hard Skills)

Job Summary: 

• Working under the head of Connected Workplace, helping three areas stay aligned, including HR, Real Estate, and Employee Technology.
• Ensure that the three areas work in tandem and not slip into silo mode. 
• Drive stakeholder meetings and be able to partner with other individuals within the organization. 
• Be responsible for digging into employee technology, real estate, HR and helping to drive the future of this group.
• Drive project planning and report progress against plans.
• Develop and/or assist with developing plans for the delivery of employee enablement initiatives.
• Plan activities, tasks and resources required to deliver outcomes.
• Engage cross-functional stakeholders and resources to deliver outcomes, drive execution of plans and negotiate timing and resources
• Proactively escalate and resolve potential issues by calling them to the attention of leadership and, more importantly, identifying potential solutions.
• Digest, analyze and summarize information gathered from employees and external sources to identify themes for employee needs and ideas for action.
• Manage program achievement through tracking of accomplishments, open issues, and progress.
• Plan, manage and facilitate meetings for groups and individuals, including objectives, agenda, and scheduling, to gather information and/or develop solutions.

Skills on Resume: 

• Cross-Functional Alignment (Soft Skills)
• Stakeholder Management (Soft Skills)
• Project Planning (Hard Skills)
• Employee Enablement (Hard Skills)
• Resource Management (Soft Skills)
• Issue Resolution (Soft Skills)
• Data Analysis (Hard Skills)
• Meeting Facilitation (Soft Skills)

Job Summary: 

• Leads the successful execution of HR activities for mergers and acquisitions, including cross-functional coordination, communication, analysis and onboarding
• Executes HR initiatives using various project management methodologies to ensure timely and accurate delivery
• Manages timelines, project scope definitions, risk assessment and project dependencies and touchpoints
• Leads process improvement initiatives
• Maximizes HR systems investment by evaluating new features and opportunities to address business needs through technology
• Maintains the HR systems product roadmap to ensure that initiatives support the overall Sunbelt and HR strategic goals
• Reviews HR systems, releases and develops business cases for a new features roadmap
• Manages requests (backlog items) and prioritizes them based on the overall strategy and business objectives
• Identifies global impacts
• Manages solution entry criteria and discovery from program leads to ensure clear expectations on requirements, including timelines, data quality, clear processes, communication and change management
• Leverages analytics and policies to translate business problems and needs to determine the right solution approach (technical, procedural, behavioral and program changes)
• Attending conferences, participating in Regional User Groups, webinars and other learning opportunities
• Shares knowledge with HR functional teams through user groups, communication and support for questions and troubleshooting

Skills on Resume: 

• M&A Execution (Hard Skills)
• Project Management (Hard Skills)
• Risk Assessment (Hard Skills)
• Process Improvement (Soft Skills)
• HR Systems Evaluation (Hard Skills)
• Roadmap Management (Hard Skills)
• Backlog Prioritization (Hard Skills)
• Solution Discovery (Hard Skills)

Job Summary: 

• Develops project plans for transformational initiatives, including key deliverables, timelines, and resources required to achieve success
• Establishes clear processes and governance using PMO tools and technology to reduce administrative burden
• Identifies interdependencies with other teams and programs. 
• Understands the cross-functional impact of decisions and project execution
• Drives accountability and communicates status to teams and executive management
• Delivers reports and dashboards that provide insights into program status, relevant metrics and business results
• Proactively mitigates risks by engaging resources, addressing obstacles, and elevating issues to minimize impact to the business
• Ensures effective organizational change and communication to key stakeholders

Skills on Resume: 

• Project Planning (Hard Skills)
• Process Governance (Hard Skills)
• Interdependency Identification (Hard Skills)
• Cross-Functional Impact (Soft Skills)
• Accountability (Soft Skills)
• Reporting (Hard Skills)
• Risk Mitigation (Hard Skills)
• Change Communication (Soft Skills)

Job Summary: 

• Partner with Total Rewards, HR Ops, Talent and People Partner teams to lead programmes such as promotions windows, annual compensation review and annual review cycles
• Collaborate with the Program Manager, Project Manager and the greater EPIC team on overarching programme strategy
• Own all aspects of key projects aligned with compensation strategy, HR operations, performance management, etc., including the project scope, change management, and implementation process.
• Support with the design and creation of the People and Talent roadmap in collaboration with  senior leaders
• Develop strong relationships with leadership across the organization, People Partners, Learning and Development, Talent and other program managers.
• Work cross-functionally within the greater People & Talent team to drive projects forward, ensuring deadlines are met, milestones are hit, and end-goals are achieved.
• Source and implement technology and analytics
• Help build out day-to-day people programs and processes to develop incredible talent.

Skills on Resume: 

• Program Leadership (Soft Skills)
• Strategy Collaboration (Soft Skills)
• Project Ownership (Hard Skills)
• Roadmap Design (Hard Skills)
• Relationship Building (Soft Skills)
• Cross-Functional Execution (Soft Skills)
• Tech Implementation (Hard Skills)
• Talent Development (Soft Skills)

Job Summary: 

• Enterprise implementation of ServiceNow, including project and change management, drives decision-making, coordination, and alignment among teams
• Measure project performance to identify areas for improvement, and build out a roadmap for future scope
• Drive the fiscal year strategy for annual planning, budget alignment, and prioritization on an ongoing and ad hoc basis
• Create and lead initiatives to support a consistent business rhythm and cadence
• Collaborate with cross-functional partners on special projects
• Proactively seek out ways to simplify processes and build efficiencies, as well as identify and resolve issues
• Lead reviews, feedback, and decision-making on behalf of the VP
• Scope and create a structure out of undefined ideas

Skills on Resume: 

• ServiceNow Implementation (Hard Skills)
• Project Management (Hard Skills)
• Performance Measurement (Hard Skills)
• Strategy Planning (Hard Skills)
• Business Rhythm (Soft Skills)
• Cross-Functional Collaboration (Soft Skills)
• Process Improvement (Soft Skills)
• Idea Structuring (Hard Skills)

Job Summary: 

• Drive the RBU’s HR process calendar and cadence and provide HR program management support to the HR team. 
• Programs include performance management, annual succession planning, compensation planning, etc.
• Translate global HR processes into clear, efficient and effective RBU-specific processes.
• Contribute to operational excellence through ideas and initiatives that improve service and ensure work is done efficiently.
• Prepare and coordinate the quarterly Operating Review people analysis and presentations. 
• Conduct ad-hoc HR analysis and produce HR metrics.
• Build effective relationships with HR and business leaders to proactively support client needs.
• Assist the VP, HR in designing and implementing changes in organizational structure and processes, work design, team-based processes and/or organizational communications
• Provide project management expertise to people, programs and initiatives
• Drive and manage employee engagement events, surveys and initiatives. 
• Serve as program manager, managing a team on the local, RBU level, and philanthropic employees' events.
• Support the RBU acquisition agenda and provide continued HR integration support for prior acquisitions
• Serve as the key liaison between global programs and the RBU level approach on implementation
• Build project plans, identify resources, plan and execute on highly visible RBU and corporate-level projects

Skills on Resume: 

• HR Calendar Management (Hard Skills)
• Program Management (Hard Skills)
• Process Translation (Hard Skills)
• Operational Excellence (Soft Skills)
• HR Analysis (Hard Skills)
• Relationship Building (Soft Skills)
• Change Implementation (Hard Skills)
• Engagement Management (Soft Skills)

Job Summary: 

• Be responsible for developing, in conjunction with central strategy team members, defining clear operational achievements to track progress across the different strategic initiatives and projects
• Responsible for continuously analyzing key opportunities and threats based on insights and developing solutions with key stakeholders to support strategic decision-making 
• Communicate and escalate any potential roadblocks towards the execution of said strategy to the People leadership team, as well as propose solutions where adaptation of the strategy might be necessary
• Establish a network of key stakeholders, but also with external partners and display lateral leadership to accomplish organizational goals and resolve key challenges
• Foster commitment to the implementation of the strategy through active collaboration across the entire organization, clear communication and facilitation of decision making
• Support the development of any business cases of strategic relevance and work closely with enabling functions as well as other central and local departments to align and facilitate implementation of the plans
• Provide strategy consultancy support to core leadership members and act as a communication bridge
• Document and report all program/project data accurately and promptly
• Track all program and project level status and provide management reporting and analysis

Skills on Resume: 

• Operational Achievement Tracking (Hard Skills)
• Opportunity Analysis (Hard Skills)
• Strategy Communication (Soft Skills)
• Stakeholder Networking (Soft Skills)
• Collaboration (Soft Skills)
• Business Case Support (Hard Skills)
• Strategy Consulting (Soft Skills)
• Reporting (Hard Skills)

Job Summary: 

• Be responsible for the end-to-end design and/or management of projects, diversity programs and work related to the growing portfolio of events.
• Think backwards from  clients & creatively about the experiences and events we’re hosting, optimizing the value of programs
• Develop and manage event plans, schedules, success criteria, and project milestones
• Partner with HR Business Partners to tackle intrinsically hard problems with significant business risk and/or potential for significant impact.
• Own the design and delivery of Diversity, Equity and Inclusion programs and initiatives
• Own and optimize the HR Governance, including Program and Metric Inspection
• Communicate regularly with stakeholders on partnerships and progress, including status updates and various white paper analyses
• Build internal partnerships with HR Business Partners, Clients and Program Managers

Skills on Resume: 

• Project Management (Hard Skills)
• Event Planning (Hard Skills)
• Experience Design (Soft Skills)
• Problem Solving (Soft Skills)
• DEI Program Management (Hard Skills)
• HR Governance (Hard Skills)
• Stakeholder Communication (Soft Skills)
• Internal Partnership (Soft Skills)

Job Summary: 

• Collaborating on or leading medium to large projects from initiation through delivery, involving multiple teams.
• Setting or collaborating on business objectives in order to deliver solutions with the most efficient use of resources and technologies.
• Building cross-functional partnerships, working closely with HR, Payroll, Legal, and other departments to achieve program objectives and drive increased customer engagement.
• Building project plans and templates such as project schedules, risk logs, status reports, etc.
• Successfully identifying and implementing process improvements using data to inform priority
• Analyzing the needs of multiple stakeholders to improve projects.
• Demonstrating a bias for action and an ability to deal with great ambiguity, one of the key success criteria for this position is the ability to effectively drive change in loosely defined situations.
• Balancing big picture thinking to define strategy while staying on top of details to ensure smooth delivery.

Skills on Resume: 

• Project Leadership (Soft Skills)
• Objective Setting (Hard Skills)
• Cross-Functional Partnership (Soft Skills)
• Project Planning (Hard Skills)
• Process Improvement (Soft Skills)
• Stakeholder Analysis (Hard Skills)
• Change Management (Soft Skills)
• Strategic Thinking (Soft Skills)

Job Summary: 

• Support the Head of HR for GBS Europe with strategic HR planning.
• Align the local teams with global HR initiatives, and ensure they are fit for purpose in these markets.
• Support or own the roll out and delivery of core Talent Management and Engagement activities (Annual Review, Employee Engagement Survey, GBS onboarding).
• Create systems and streamline processes that drive HR team efficiency and clarity on expansion activities.
• Create and update dashboards for the regional HR & TA teams for reviewing key people metrics.
• Drive the alignment and regular collaboration with local and global HR/TA teams.
• Partner with cross-functional teams to improve workflows to ensure improvements for onboarding, OEEE processes, sales and management training, and ensuring the HR/TA teams are set up for success.
• Leverage insight, data, and other feedback to run future planning exercises for the HR/TA team.

Skills on Resume: 

• Strategic HR Planning (Hard Skills)
• Initiative Alignment (Soft Skills)
• Talent Management (Hard Skills)
• Process Streamlining (Hard Skills)
• Dashboard Management (Hard Skills)
• Team Collaboration (Soft Skills)
• Workflow Improvement (Soft Skills)
• Future Planning (Hard Skills)

Job Summary: 

• Independently manage multiple and concurrent employee program-related projects, as well as ad hoc projects, that range in size and complexity.
• Strategically research talent management trends and make recommendations for new, or changes to existing programs based on gaps within program offerings.
• Create project plans and develop communications and change management strategies to support global employee listening programs.
• Review employee insights to identify needs and collaborate with SMEs on ways to continuously evolve offerings.
• Lead project meetings and task forces. 
• Manage and execute project deliverables and deadlines independently and/or through others while ensuring delivery of high-quality services.
• Act as an SME providing consultation on the enterprise survey platform and support for global HR business partners.
• Partner with HR or internal clients to roll projects out to appropriate audiences.
• Leverage a global perspective when developing new programs to allow for implementation to various RH audiences.

Skills on Resume: 

• Project Management (Hard Skills)
• Trend Research (Hard Skills)
• Change Management (Soft Skills)
• Insight Analysis (Hard Skills)
• Meeting Leadership (Soft Skills)
• Deliverable Execution (Hard Skills)
• Platform Consultation (Soft Skills)
• Global Program Design (Hard Skills)

Job Summary: 

• Lead projects, define project plans, manage stakeholders, scope, schedules and expectations. 
• Collaborate and communicate effectively with stakeholders on commitments, timelines and deliverables. 
• Effectively prioritize competing projects for the team, understand when to escalate.
• Identify, design, and execute on ideas to scale and improve the support the team provides to internal stakeholders, successfully manage all aspects of program implementation working in partnership with Ring HR Business Partners, Talent Acquisition, HR central teams, and other cross-functional teams.
• Design and develop solutions to measure progress and success, communicate with internal stakeholders, establish ongoing reporting requirements and key performance indicators for planning purposes.
• Work closely with peers and internal stakeholders to access, pull, and analyze data from a variety of HR data sources. 
• Drive analyses of data to identify relationships, trends, and potential business impact, interpret data and communicate findings to relevant stakeholders.
• Work across a diverse set of stakeholders to validate components of recommended solutions to business problems, confirm and create various metrics to promote data governance and to improve overall insight.

Skills on Resume: 

• Project Leadership (Soft Skills)
• Stakeholder Communication (Soft Skills)
• Prioritization (Soft Skills)
• Program Implementation (Hard Skills)
• Solution Design (Hard Skills)
• Data Analysis (Hard Skills)
• Reporting (Hard Skills)
• Metric Development (Hard Skills)

Job Summary: 

• Serves as the primary Program Manager for external partnerships on Diversity, Equity & Inclusion.
• Selects, manages, and tracks the impact of external partnerships as it relates to the attraction, retention, and promotion of a diverse workforce
• Facilitates core development initiatives to educate staff (people managers and employees) on how to recognize, accommodate, and celebrate individual differences and how these can impact growth and productivity
• Audits DEI training and program materials that aid in cultural awareness.
• Evaluates the potential impact of introducing new diversity initiatives and considers the outstanding needs of the organization
• Works collaboratively with ERGs to create and execute an annual training program with a focus on diversity and inclusion education
• Serves as a consultant to departments and the Executive Team to help build strategies and action plans that support the Brennan Center’s DEI priorities.
• Guides individual staff members to help navigate sensitive issues related to DEI.
• Influences DEI plans as part of the organization’s long-term strategy

Skills on Resume: 

• DEI Program Management (Hard Skills)
• Partnership Management (Soft Skills)
• Development Initiatives (Hard Skills)
• Training Audit (Hard Skills)
• Initiative Evaluation (Hard Skills)
• ERG Collaboration (Soft Skills)
• Strategy Consulting (Soft Skills)
• DEI Guidance (Soft Skills)

Job Summary: 

• Provides key input in the selection, design, and/or development of programs to attract, retain, and promote a diverse workforce.
• Develops performance indicators for measuring the progress of diversity initiatives and prepares quarterly reports and recommendations to the Executive and Management teams to guide current and future plans.
• Prepares and delivers communications and presentations on DEI to the Executive Team, Management and Staff 
• Leads ongoing internal assessments to identify and overcome barriers to the goals of achieving excellence for DEI.
• Meets regularly with ERGs to discuss ideas to advance DEI in the organization and to provide support on their specific ERG goals.
• Partners with HR Managers to develop, implement and execute HR initiatives across the spectrum of practices conducive to improving employees’ experience in the organization (e.g., performance management, new HRIS applications and tools, workplace design projects, career development, etc.)
• Leads the implementation of HR organization-wide programs and initiatives that have direct influence on DEI, employee experience and engagement, and organizational culture.
• Engage staff throughout the organization to assess needs, build buy-in, and facilitate understanding of the organization-wide DEI strategy.

Skills on Resume: 

• Program Development (Hard Skills)
• Performance Metrics (Hard Skills)
• DEI Communication (Soft Skills)
• Internal Assessment (Hard Skills)
• ERG Support (Soft Skills)
• HR Partnership (Soft Skills)
• Program Implementation (Hard Skills)
• Staff Engagement (Soft Skills)

Job Summary: 

• Manage the project plans for HR operational programs, projects, and processes
• Drive and execute the project plan, including change management and adoption
• Understand numerous interrelated HR processes and tools
• Quickly resolve issues when they arise and address the root cause to build business resilience
• Continuously drive improvements and automation to increase quality, improve employee experience, and enable rapid scaling
• Ensure compliance with applicable laws, regulations, and policies
• Ensure data accuracy and process integrity
• Collaborate closely with internal HR teams
• Build strong, collaborative relationships with key stakeholders (such as Payroll, Accounting, Finance, IT, business functions, and external service providers)
• Support the VP of People and the HR team 

Skills on Resume: 

• Project Management (Hard Skills)
• Change Management (Soft Skills)
• Process Understanding (Hard Skills)
• Issue Resolution (Soft Skills)
• Process Improvement (Soft Skills)
• Compliance (Hard Skills)
• Data Accuracy (Hard Skills)
• Stakeholder Collaboration (Soft Skills)

Job Summary: 

• Collaborate with colleagues and partners to execute on the business strategy
• Report generation to interpret and analyse data, draw insights and translate to drive business outcomes.
• Partner with key functions across the business to remove barriers that impact productivity.
• Coordinate and assist with the planning and execution of HR Programs such as succession planning, talent management, compensation, workforce planning and reward and recognition
• Support in the execution of change measurement and management activities
• Coordination between HR Operations, HR Insights and COEs to process promotions, organizational changes, transfers, relocations and assignments and HR data and dashboards
• Work in a matrix structure across global Xerox
• Support the annual strategic planning process for the organization
• Provide project management for large, cross-functional HR projects
• Plans, directs and administers various human resource programs
• Collaborates with the HR team and COEs to develop, review, or revise program policies and procedures
• Oversee key operational activities such as managing agenda creation and follow-up actions for team support

Skills on Resume: 

• Strategy Execution (Soft Skills)
• Report Analysis (Hard Skills)
• Productivity Partnership (Soft Skills)
• HR Program Coordination (Hard Skills)
• Change Management (Soft Skills)
• HR Operations Support (Hard Skills)
• Strategic Planning (Hard Skills)
• Project Management (Hard Skills)

Job Summary: 

• Manages and provides oversight and leadership in the planning and execution of strategic initiatives. 
• Accountable for tracking performance and results of cross-functional business objectives and identification and assessment of planning process risk factors.
• Facilitates prioritization, scope control, and resource allocation decisions with the Leadership Team.
• Helps develop and communicate organizational objectives and team goals. 
• Ensures objectives remain consistent with the overall business strategy. 
• Tracks objectives to ensure results are achieved on schedule, within budget, and according to defined scope.
• Provide support for key administrative processes for the department, such as budgeting or preparing strategic documents.
• Assists with HR communications, including presentations for the CHRO both internally and externally.
• Identifies critical project risks and issues and drives issue resolution, appropriately escalates issues to Leadership or key stakeholders. 
• Raises awareness regarding critical project dependencies and ensures that all requirements are communicated to relevant work streams and business partners.

Skills on Resume: 

• Strategic Leadership (Soft Skills)
• Performance Tracking (Hard Skills)
• Resource Allocation (Hard Skills)
• Objective Communication (Soft Skills)
• Strategy Alignment (Hard Skills)
• Goal Tracking (Hard Skills)
• Admin Support (Hard Skills)
• Issue Resolution (Soft Skills)

Job Summary: 

• Manages significant HR initiatives across the System that impact the majority of teammates.
• Organizes and leads cross-functional operational teams to realize program objectives.
• Primary liaison between the project stakeholders.
• Communicates ongoing project status, potential issues, and timelines.
• Plans, organizes, and manages all aspects of assigned retrospective, outcome, and prospective projects.
• Establishes a working relationship with new vendors and customers to enhance the contract.
• Maintains communication to discuss the outcome of any identified opportunities and/or barriers to the successful completion of the project.
• Manages project financials.
• Provides oversight and guidance for all resources associated with the program.
• Ensures compliance with any contracts related to the overall success of the program.
• Helps evaluate new and existing programs, performing cost/benefit analysis.
• Oversees vendor management procedures. 
• Primary point person for vendor agreements and vendor oversight.
• Collaborates with HR Centers of Excellence and HR Business Manager to collectively manage initiatives.

Skills on Resume: 

• HR Initiative Management (Hard Skills)
• Cross-Functional Leadership (Soft Skills)
• Stakeholder Liaison (Soft Skills)
• Project Communication (Soft Skills)
• Project Management (Hard Skills)
• Vendor Relations (Soft Skills)
• Financial Oversight (Hard Skills)
• Program Evaluation (Hard Skills)

Job Summary: 

• Plan and manage large programs consisting of multiple complex human resources projects
• Lead the design and rollout of new human resources programs or strategic initiatives. 
• Distill pain points and ideas into actionable strategies, plans, and actions
• Anticipate and mitigate risk by conducting assessments across the program to determine if the implementation plans meet stakeholder requirements and will achieve strategic objectives
• Develop and implement company-wide change management plans
• Draft and publish standard operating procedures and other necessary documents to support the human resources programs
• Translate business objectives into projects with clearly defined scope, timing, deliverables, resources, and key measures of success
• Identify all stakeholders, both direct and indirect, and determine the level of involvement needed for project success
• Create project plans, including timelines and milestones
• Effectively set and communicate project expectations to team members and stakeholders
• Define project success criteria and communicate them to the team throughout the project life cycle

Skills on Resume: 

• Program Management (Hard Skills)
• Program Design (Hard Skills)
• Strategy Development (Soft Skills)
• Risk Mitigation (Hard Skills)
• Change Management (Soft Skills)
• SOP Development (Hard Skills)
• Objective Translation (Hard Skills)
• Stakeholder Management (Soft Skills)

Job Summary: 

• Develop a forward-looking approach for large Tech orgs that will support the Global Tech team's community-wide goals and focus areas
• Partner closely with regional/international HR partners on global strategy and execution
• Integrate and partner with HR colleagues in the Recruiting, Learning & Development, Compensation, HRIS, and HR Programs teams to implement solutions for a scaling business
• Based on data and insights, develop and drive tactics to improve the experience people have working at Facebook
• Provide rigorous data analysis and reporting solutions based on business needs
• Partner with HR Business Partners to incubate and scale new programs designed to increase engagement, employee capability and support implementation of company-wide people programs
• Attend, and potentially facilitate, team and off-site meetings
• Act as project manager for major HR initiatives, integrating the diversity of perspectives into design and delivery approaches

Skills on Resume: 

• Strategic Planning (Hard Skills)
• Global Partnership (Soft Skills)
• Solution Implementation (Hard Skills)
• Experience Improvement (Soft Skills)
• Data Analysis (Hard Skills)
• Program Incubation (Hard Skills)
• Meeting Facilitation (Soft Skills)
• Initiative Management (Hard Skills)

Job Summary: 

• Learn and utilize policies, procedures and business plan to support HRBP with decisions
• Help deliver a workforce that can execute on the business strategy
• Interpret, analyze and draw insights to provide recommendations based on Excel data to drive business decisions
• Support and assist with the planning and execution of HR Programs such as succession planning, talent management, compensation, workforce planning and reward and recognition
• Support in the execution of change measurement and management activities
• Coordinate between HR Operations, HR Insights and COEs to process promotions, organizational changes, transfers, relocations and assignments and HR data and dashboards
• An interface to support HRBPs and HR Operations to roll out HR programs and projects
• Support the annual strategic planning process for the organization they support
• Provide support for project management for large, cross-functional HR projects
• Oversee key operational activities such as managing agenda creation and follow-up actions

Skills on Resume: 

• Policy Application (Hard Skills)
• Workforce Support (Soft Skills)
• Data Analysis (Hard Skills)
• HR Program Support (Hard Skills)
• Change Management (Soft Skills)
• HR Coordination (Soft Skills)
• HRBP Interface (Soft Skills)
• Strategic Planning (Hard Skills)

Job Summary: 

• Research and benchmark pandemic response best practices
• Manage and/or administer program operational tasks and processes
• Create and document HR practices and procedures
• Provide communication materials to employees and managers for all pandemic response programs, including user guides and FAQs
• Data analysis and compliance reporting for senior management
• Focal point for employees and supervisors for escalated questions and concerns. 
• Work with all levels within RIT as well as outside agencies and vendors.
• Provide a full range of HR program support for a variety of HR operational activities and initiatives for multiple global business units’ HR Business Partners.
• Manage complex projects and talent-related initiatives, end-to-end, by project planning and milestone tracking.
• Support and cultivate the HR Business Partner community by leveraging tools and resources across HRBP client groups, constantly identifying more effective and efficient ways of working.

Skills on Resume: 

• Best Practice Research (Hard Skills)
• Program Administration (Hard Skills)
• Procedure Documentation (Hard Skills)
• Communication Support (Soft Skills)
• Data Reporting (Hard Skills)
• Issue Escalation (Soft Skills)
• Stakeholder Management (Soft Skills)
• Project Management (Hard Skills)

Job Summary: 

• Identify opportunities to increase program awareness and engagement, evolve the delivery of the Inclusive Hiring Programs team and quality of the projects supported.
• Support components of the intake and ongoing adoption of Center of Excellence (CoE) programs, gather and prioritize candidate experience engagement and feedback from program participants.
• Identify and partner with the Ability team to engage with external talent and drive enhanced capability in recruiting and sourcing teams to pursue and engage candidates from diverse talent pools.
• Focus on exceptional candidate experience, ensuring accommodations requests are actualized and pursuing equity in all components of the candidate lifecycle and partner with broader Global Talent Acquisition teams to extend these best practices.
• Roll out HR programs focused on performance reviews, employee engagement, and succession planning.
• Support HR Business Partners with talent and HR-related initiatives.
• Assist with project planning and milestone/deliverable tracking.
• Leverage resources and tools for multiple global business units.
• Optimize processes and procedures for internal stakeholders.

Skills on Resume: 

• Program Engagement (Soft Skills)
• CoE Program Support (Hard Skills)
• Talent Partnership (Soft Skills)
• Candidate Experience (Soft Skills)
• HR Program Rollout (Hard Skills)
• HRBP Support (Soft Skills)
• Project Planning (Hard Skills)
• Process Optimization (Hard Skills)

Job Summary: 

• Be responsible for driving accountability across the team, defining and driving detailed project execution plans with specific milestones, deliverables, timing and targets
• Documenting Risks-Actions-Issues-Decisions-Dependencies-Change Requests (RAIDD-C), identifying, escalating and removing risks and barriers, driving the creation of the Change Management Strategy, Stakeholder identification and management.
• Build relationships with cross-organizational stakeholders, including Total Rewards, Technology, Legal, Talent Development, DEI, Payroll, Finance, People Experience teams and other key partners.
• Organize the project or program into manageable pieces that can be tracked at the team level.
• Establish program operating rhythms, lead cross-functional meetings and foster teamwork, establish rigor and accountability, drive escalations and resolution of issues in a timely manner.
• Stakeholder management and ability to effectively communicate up and down levels, including with senior leadership (Directors, VPs).
• Organize the project or program into manageable pieces that can be tracked at the team level.
• Responsible for the creation and management of the annual calendar of events/projects.
• Act as a liaison to the HR Solutions team to facilitate systems implementation, troubleshooting, testing, and diagnosing issues.
• Provide support to the peer Program Manager with HRBP Forum meetings and upkeep of the HRBP SharePoint site.
• Be responsible for preparing monthly, quarterly and annual reports and maintaining the dashboard.
• Provide support with logistics, agenda content design and follow-ups for leadership team meetings and town halls.

Skills on Resume: 

• Accountability Management (Soft Skills)
• Risk Management (Hard Skills)
• Stakeholder Relationship (Soft Skills)
• Program Organization (Hard Skills)
• Meeting Leadership (Soft Skills)
• Calendar Management (Hard Skills)
• Systems Liaison (Hard Skills)
• Report Preparation (Hard Skills)

Job Summary: 

• Work with HR Business partners and business stakeholders to create and deliver engaging content, including feedback, interviews, and manager training, among other development programs.
• Be a critical partner in implementing key components of People programs and processes.
• Partner with the onboarding team to deliver an engaging new hire experience that scales with rapid growth.
• Design criteria with cross-functional teams to develop and maintain team-specific new hire content.
• Maintain HR intranet content to ensure it’s a real-time source of knowledge and support for new hires, employees, and managers.
• Analyze and leverage data to make recommendations.
• Create scalable solutions and a first-in-class employee experience.
• Compile all current HR programs and lay them out along with the framework.
• Identify current gaps, propose a future state, prioritize the work, and start moving the needle for the rest of 2020 and into 2021.
• Be the project manager for programs and initiatives, delivering against the roadmap’s milestones and deadlines.
• Keep the employee and leaders front and center by understanding readiness, willingness and actions needed to create awareness, understanding, adoption and commitment.
• Create a compelling voice for the employee engagement strategy that will keep the voice of employees front and center.

Skills on Resume: 

• Content Development (Hard Skills)
• Program Implementation (Hard Skills)
• Onboarding Experience (Soft Skills)
• Criteria Design (Hard Skills)
• Intranet Management (Hard Skills)
• Data Analysis (Hard Skills)
• Employee Experience (Soft Skills)
• Project Management (Hard Skills)

Job Summary: 

• Work independently and/or partner with other People Team members and key stakeholders to evaluate and/or design scalable Human Resources initiatives, programs, and processes that support business success
• Proactively provide continuous needs analysis and recommendations in support of HR strategy and scalability goals
• Gather business requirements through a variety of techniques such as work sessions and interviews.
• Utilize both quantitative and qualitative approaches to analyze issues/opportunities and develop proposals
• Create and document project plans that ensure the timely, effective implementation of HR programs and initiatives
• Develop engaging communication plans to support all initiatives/programs and take hands-on ownership for drafting, editing, finalization, and distribution
• Facilitate and deliver a wide variety of L&D solutions and programs both virtually and in-person
• Define core strategy to improve the Driver experience, develop strategic engagement programs, translate them into a high-impact project roadmap, and execute these programs and strategies.
• Create and own recurring communications to business leaders and key stakeholders on core programs and opportunities to improve driver engagement, satisfaction, and retention
• Build collaborative, influential internal and external relationships with Product, Program, Field teams and other critical stakeholders to gather information, set action plans, and monitor stakeholder execution to improve the driver experience.
• Utilize analytical skills to understand driver engagement and connect driver engagement with performance measurements, communicate data findings and insights to engage partner teams to improve their products and processes.

Skills on Resume: 

• HR Initiative Design (Hard Skills)
• Needs Analysis (Hard Skills)
• Requirements Gathering (Hard Skills)
• Issue Analysis (Hard Skills)
• Project Planning (Hard Skills)
• Communication Planning (Soft Skills)
• L&D Delivery (Hard Skills)
• Strategy Execution (Hard Skills)