Job Summary: 

• Provide HR business partnering and advisory services to the Business Unit and ensure a consistent and integrated approach to HR activities and solutions
• Provide a full spectrum of HR services including performance management, compensation and benefits, and employee engagement
• Work closely with the HOD to oversee new hire orientation, onboarding efforts, and the employee termination process
• Support the HOD in the definition of HR Company Policies, procedures and best practices
• Ensure compliance with policies, legal, and any statutory requirements under employment legislation
• Lead and facilitate PG culture engagement activities such as corporate social responsibility events, team bonding and learning/development events
• Ensure timely communication of changes in policies, programs and procedures
• Assist in implementing compensation and benefits procedures
• Apply PropertyGuru's values and maintain the high employee engagement with actions
• Foster a learning culture within the business

Skills on Resume: 

• HR Advisory (Soft Skills)
• Policy Compliance (Hard Skills)
• Performance Management (Hard Skills)
• Employee Engagement (Soft Skills)
• Onboarding Support (Hard Skills)
• Culture Building (Soft Skills)
• Benefit Procedures (Hard Skills)
• Learning Promotion (Soft Skills)

Job Summary: 

• Maintain a consistent visible presence at the R&D San Diego site and be the HR liaison, providing HR guidance to employees and managers regarding HR policy, business processes and people management matters
• Support alignment within and across R&D departments and support business processes such as performance management and merit, talent development and management reviews, and special people-related projects 
• Partner directly with HR colleagues and the HR Services team to ensure all requests are communicated clearly and aligned with established workflows, ensuring that transactions can be completed promptly
• Partner effectively with facilities, security, and EH&S as it relates to specific site needs
• Support strategic talent priorities, employee engagement, and team effectiveness initiatives
• Support the team to proactively develop and use collaborative and cooperative relationships with employees to enable the achievement of the business strategy
• Support Sr. HR Manager with gathering and organizing key HR business metrics and required report generation
• Develop and implement talent management, total rewards, and labor and employee relations programs using best practices to enhance employee engagement
• Address basic to complex HR-related inquiries from all levels of employees in multiple areas of the organization
• Monitor market trends and implement HR plans to address development needs in an assigned department or business unit
• Manage the development of human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms
• Collaborate across functions and with Labor and Employee Relations specialists to understand and resolve complex employee relations issues
• Advise executives and managers within an assigned department or business unit on effective ways to conduct individual performance appraisals, based on input from Talent Management specialists

Skills on Resume: 

• HR Guidance (Soft Skills)
• Talent Development (Hard Skills)
• Performance Reviews (Hard Skills)
• Employee Relations (Soft Skills)
• Data Reporting (Hard Skills)
• Cross Collaboration (Soft Skills)
• Policy Implementation (Hard Skills)
• Engagement Strategy (Soft Skills)

Job Summary: 

• Outline recruitment plans, interview schedules and evaluation standards by HR methodologies and labor laws
• Head up HR activities, communications, reports, requests and documents
• Amplify the organization's human resources department by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices
• Keep historical human resource records by designing a filing and retrieval system and keeping past and current records
• Institute management guidelines by preparing, updating, and recommending human resource policies and procedures
• Represent HR at interdepartmental meetings with other managers
• Implement applicable human resource federal and state requirements, conduct investigations, maintain records, and represent the organization at hearings
• Help organize exit interviews and procedures

Skills on Resume: 

• Recruitment Planning (Hard Skills)
• Interview Scheduling (Hard Skills)
• HR Policy Design (Hard Skills)
• Records Management (Hard Skills)
• Policy Development (Hard Skills)
• Cross-Functional Meetings (Soft Skills)
• Legal Compliance (Hard Skills)
• Exit Procedures (Hard Skills)

Job Summary: 

• Serve as the HR Business Partner to assigned business leaders and their team, driving operational success through corporate strategies
• Provide end-to-end HR support, including organizational development, employee relations, talent management, performance management, development, employee engagement, and success planning activities
• Direct and administer HR programs and processes efficiently and effectively including talent development, total rewards, communications and staffing
• Contribute to a “people first” culture and inspire leaders to operate with an enterprise mindset
• Uphold uncompromising safety and quality expectations
• Assist in talent acquisition, recruitment processes and people development
• Provide support in areas of performance management and reviews, labour relations, engagement surveys, reporting, etc.
• Operational guidance and support to help identify, prevent, mitigate, and resolve Human Resources-related issues that may arise
• Provide employees with information on various Human Resources-related topics such as leaves, compensation, benefits, policies, off-boarding, etc
• Coordinate with Employee Engagement and Admin teams in organising engagement activities and office daily operations
• Champion and incorporate culture and values in all aspects of work

Skills on Resume: 

• HR Partnership (Soft Skills)
• Talent Management (Hard Skills)
• Performance Support (Hard Skills)
• People Development (Soft Skills)
• Recruitment Process (Hard Skills)
• Employee Guidance (Soft Skills)
• Culture Integration (Soft Skills)
• Engagement Coordination (Hard Skills)

Job Summary: 

• Partner with the Talent Acquisition team for the recruitment of positions
• Continuous improvement of the recruitment and hiring process
• Collaborate with hiring managers to plan and open job requisitions
• Perform hiring needs assessments
• Assist with interviewing and candidate selection
• Maintain and improve the new hire onboarding process
• Support training and development needs in the District
• Compliance with state and federal employment laws, regulatory changes

Skills on Resume: 

• Hiring Strategy (Hard Skills)
• Process Improvement (Soft Skills)
• Job Planning (Hard Skills)
• Needs Assessment (Hard Skills)
• Candidate Selection (Hard Skills)
• Onboarding Process (Hard Skills)
• Training Support (Soft Skills)
• Regulatory Compliance (Hard Skills)

Job Summary: 

• Partners with the ASC to administer HR practices
• Provides HR consultation on all transactions that impact people and teams
• Assists leadership in creating work environments and reward systems that keep associates stimulated and the team and organization productive
• Facilitates change management initiatives for the assigned Site
• Consults with designated clients on interpersonal development and effectiveness, inclusive of assessment and diagnostics, contracting and action planning, implementation, evaluation and follow-up
• Develops and conducts team development/team building strategies both proactively and when vital to improve team performance
• Leads discussions on decisions affecting reductions-in-force or layoffs (voluntary and involuntary)
• Objectively assesses and brings to resolution employee relations issues, claims and charges
• Looks for trends and root causes as opportunities to improve interpersonal/team and associate satisfaction
• Coaches clients at all levels, providing timely and constructive feedback to help them improve their leadership effectiveness
• Engages hiring managers at the site to establish position requirements, vital skills and competencies for current and future needs, a successful recruitment strategy including sourcing, effective advertisements, etc.
• Leads the hiring manager and his/her team through effective assessment and selection methodologies
• Consults hiring manager on job offer and other conditions of offer to ensure competitiveness, including relocation and expatriate assignments
• Consults with site managers on all pay-related decisions, including merit increases, market pricing data, incentive recommendations, stock option recommendations, career-related and other such adjustments
• Works with site leadership members during annual Compensation Planning time to ensure alignment of rewards to performance, and that rewards are used as interpersonal levers
• Assists managers at the site with all aspects of the annual performance management and development process
• Ensures legal compliance and provides constructive feedback to the evaluator to improve the quality of the evaluation, where vital
• Serve as a process owner for one or more sub-region HR processes (i.e., HRP, PMP, Compensation Planning, Training and Development), managing special projects or processes related to process or program improvements for the sub-region
• Provide data, drive communications strategy, support recruiting, facilitate role transfers, guide the facility move to the new site and any other requirements needed by the projects

Skills on Resume: 

• Change Management (Soft Skills)
• Team Development (Soft Skills)
• Employee Relations (Hard Skills)
• Leadership Coaching (Soft Skills)
• Talent Acquisition (Hard Skills)
• Compensation Planning (Hard Skills)
• Performance Review (Hard Skills)
• Process Ownership (Hard Skills)

Job Summary: 

• Communication of the process and deadlines in the product line
• Setting up calls/meetings for Talent Reviews
• Point of contact in case of any questions or problems
• Preparation of Talent Review presentation for BU and PT Talent Review
• Making sure deadlines are met, remind and follow up with HR
• Support in case of any questions/issues with regards to TMS and Aspire
• Making sure deadlines are met, remind and follow up with HR
• Analyze results together with the HR Director and communicate adjustments
• Making sure deadlines are met, remind and follow up with HR
• Supporting/Leading HR Projects (e.g., BU-wide Projects or Plant Manager Readiness Project)
• Support/Lead recruitment activities for non-plant positions
• Point of contact in case of any questions with regards to TMS and job advertisements
• Collaboration with the compensation team to get benchmarking data
• Support in Quarterly AIP Audits together with Compensation teams and regional HR Coordinators
• Monitor, analyze HR Metrics, and support plants to identify and implement improvement actions
• Participate/lead weekly/monthly HR calls together with the HR Director and Plant HR Manager
• Support quarterly HR Calls with the HR Director and all Plant HR Managers
• Prepare announcements for Intranet (Plant Manager and Director level)
• Point of Contact for HR Managers and their teams in case of any questions (and in general, all employees of the product line)
• Support and follow up on international assignments
• Support and coordinate the global employee survey
• Consolidate and evaluate data
• Create an Action Plan in collaboration with HR Managers and the HR Director
• Coordinates identifying and sharing best practices among plants

Skills on Resume: 

• Project Coordination (Hard Skills)
• Talent Review (Hard Skills)
• HR Communication (Soft Skills)
• Survey Management (Hard Skills)
• Deadline Tracking (Soft Skills)
• Data Analysis (Hard Skills)
• Stakeholder Support (Soft Skills)
• Recruitment Support (Hard Skills)

Job Summary: 

• Providing industrial/employee relations advice and support whilst ensuring relevant legislation, agreements and policies are complied with
• Conducting workplace investigations and providing recommendations/assistance
• Managing and coordinating the implementation of effective organisational change in line with the enterprise agreement and legislative requirements
• Recommending and leading new initiatives that align with the organisation’s people strategy, including employee engagement and organisational culture
• Partner with leadership regarding organizational and people-related strategy and execution
• Ensures understanding and execution of company policies and the employee handbook
• Analysis of employee survey data and partnering with leadership to ensure actions are taken to improve employee engagement and focus on enhancing the employee experience
• Drive HR programs, processes and initiatives such as performance management, promotion, compensation, employee development, succession and diversity inclusion
• Review and analyze HR metrics to identify trends and recommend solutions to improve retention and engagement
• Drive successful organizational change and help coach leaders
• Partner with the global HR community 
• Communicate and challenge ideas and hold space for other perspectives to be heard
• Manage employee relations, investigations, legal counsel and compliance-related issues

Skills on Resume: 

• Employee Relations (Hard Skills)
• Policy Compliance (Hard Skills)
• Organizational Change (Soft Skills)
• Engagement Strategy (Soft Skills)
• HR Metrics Analysis (Hard Skills)
• Leadership Coaching (Soft Skills)
• Diversity Inclusion (Soft Skills)
• Global Collaboration (Soft Skills)

Job Summary: 

• Work closely with line managers by providing support with the entire talent acquisition process
• Develop, research and identify prospective talent, providing a pipeline of qualified candidates
• Determines appropriate recruiting sources for advertising and posting positions
• Promotes the company image to candidates and external service providers
• Documents and evaluates the recruiting and candidate interview process
• Negotiates and/or supports hiring manager in developing new hire compensation package/offers
• Develop and implement an effective recruitment process and tools to select the right people for the right job
• Develops and maintains a network of contacts to help identify and source qualified candidates
• Participating in setting up job descriptions for vacancies
• Monitor the hiring agenda whole year and the staff movement plan to support the business plan
• Monitor the headcount plan and control the annual recruitment budget
• Maintain an accurate candidate database and applicant tracking system
• Prepare a weekly/monthly recruitment report 
• Support ongoing engagement of employees in the assigned stakeholder group through communication, information sharing, and knowledge management
• Laisse up with the region to manage the activities involved in the design, preparation, delivery and needs assessment of Training and Development programs for company managers and employees
• Support teams and peers to align HR initiatives and functions with business objectives and business needs
• Monitor the implementation of training and development programs and assess their effectiveness
• Manage and control all related expenditures in the design and implementation of training programs
• Ensure quality standards in training are maintained throughout all training programs
• Data analysis/ consolidation and reports
• Follow up labor contract to ensure the data is accurate and on time
• Assists in the administration and implementation of the organization's unionized labor relations programs, policies and procedures
• Investigates unfair labor practices, facilitates and administers the collective bargaining process, mediates workplace conflicts, and prepares and coordinates disciplinary actions, grievances and arbitration

Skills on Resume: 

• Talent Sourcing (Hard Skills)
• Recruitment Strategy (Hard Skills)
• Candidate Evaluation (Hard Skills)
• Compensation Support (Hard Skills)
• Headcount Planning (Hard Skills)
• Training Delivery (Soft Skills)
• Labor Relations (Hard Skills)
• Data Reporting (Hard Skills)

Job Summary: 

• Working closely with the Regional HR team to improve productivity and the environment
• Conducting the recruitment process end-to-end
• Partnering with Regional HR Teams to ensure smooth and effective workflow and data management
• Deliver and monitor the talent management and performance management process
• Support the compensation and benefits strategy
• Support global HR projects
• Prepare and ensure the orientation/onboarding process is conducted effectively
• Maintaining in-depth knowledge of legal requirements related to the day-to-day management of employees and ensuring regulatory compliance
• Assist with ad-hoc HR projects, initiatives, and company activities

Skills on Resume: 

• Recruitment Process (Hard Skills)
• HR Collaboration (Soft Skills)
• Performance Management (Hard Skills)
• Talent Management (Hard Skills)
• Compensation Support (Hard Skills)
• Regulatory Compliance (Hard Skills)
• Onboarding Delivery (Hard Skills)
• Project Assistance (Soft Skills)

Job Summary: 

• Advise and counsel on a broad range of HR issues and challenges faced by multiple levels of managers and executives
• Support a variety of HR initiatives and projects involved in setting up a standalone HR organization
• Embed diversity and inclusion in all HR topics and priorities, driving representation and inclusion to enhance culture and improve employee experience and performance
• Drive the successful creation and roll out of various HR programs related to talent acquisition, compensation, rewards and recognition, employee development and career progression, employee engagement, performance management, and workforce optimization
• Assist managers and executives as they drive organizational change, build organizational capability, and drive a high-performance culture
• Partner with the broader HR ecosystem on strategic and tactical initiatives, driving programs that are effective both at the functional and global level
• Actively support employee engagement activities in one or more of the key locations
• Planning, organizing and/or speaking at events
• Support functional leadership and therefore will support leaders across multiple countries and time zones

Skills on Resume: 

• HR Advisory (Soft Skills)
• Change Support (Soft Skills)
• Diversity Inclusion (Soft Skills)
• Program Rollout (Hard Skills)
• Global Collaboration (Soft Skills)
• Engagement Activities (Soft Skills)
• Leadership Support (Soft Skills)
• Event Planning (Hard Skills)

Job Summary: 

• Support merchandising Vice-presidents and provide strategic advice on the organization’s structure and change management in a transformation environment
• Develop an onboarding plan, revise roles and responsibilities amongst the merchandising team and support a RACI exercise
• Contribute to human resources strategic planning to support business goals and objectives, and to contribute to business performance and results
• Establish a solid, proactive, and flexible business relationship with managers and employees to properly understand their issues and challenges and support their professional growth
• Provide strategic advice on performance management, workforce planning, and succession planning
• Work in collaboration with various HR Centres of Expertise and cross-functional teams to ensure the organization and the client’s HR needs are met
• Actively contribute to the deployment and continuous improvement of HR programs, policies, and procedures, as well as working conditions
• Manage the investigation process for complaints regarding the sector of activity
• Work with the Talent Acquisition team to recruit for vacant positions and recommend salary adjustments according to the organization’s standards and policies
• Participate in any other projects that contribute to the achievement of corporate goals

Skills on Resume: 

• Org Structuring (Hard Skills)
• Change Management (Soft Skills)
• Strategic Planning (Hard Skills)
• Business Partnering (Soft Skills)
• Succession Planning (Hard Skills)
• Policy Improvement (Hard Skills)
• Investigation Handling (Hard Skills)
• Talent Acquisition (Hard Skills)

Job Summary: 

• Understanding the business strategy and how this aligns with the people strategy
• Partnering with the leadership teams to understand their people challenges, then designing solutions to help
• Designing and delivering change
• Building strong and effective relationships across the company
• Influencing key decisions using HR expertise
• Be the key contact point for multiple Southeast Asia markets to provide daily advice and support
• In charge of the full employee life cycle, including recruitment, performance management, C&B and talent development and management
• Responsible for HR operational
• Reviewing and approving budgets
• Maintaining internal HR systems, implementing new company policies
• Administering compensation and benefit programs, including benefits enrollment
• Involved in HR projects such as identifying the business needs and delivering solutions to the partner

Skills on Resume: 

• People Strategy (Soft Skills)
• Leadership Support (Soft Skills)
• Change Delivery (Hard Skills)
• Stakeholder Relations (Soft Skills)
• HR Influence (Soft Skills)
• Regional Advisory (Soft Skills)
• Lifecycle Management (Hard Skills)
• HR Operations (Hard Skills)

Job Summary: 

• Consult, train, mentor and coach local managers and associates in areas that include Employee Relations, Recruitment, Leadership, Communications, Engagement, Performance Management, Rewards Management, Succession Planning
• Partner with the management team to identify and analyze areas of people improvement in each process, benefits, and engagement
• Take the lead on organisational design and development for an agile, performance-oriented and efficient organisation within a specific client group
• Support core HR activity with the client group, whilst up-skilling line managers to be less reliant on HR
• Work collaboratively and effectively as part of the HR team, share learnings and best practices
• Support the HR function in moving away from a transactional administrative function to an efficient and strategic HR
• Deliver project work within specified timelines
• Partner closely with internal and external resources for executive recruiting
• Work with management to build global HR guidance and ensure consistent policies, procedures, and practices
• Improve employee experience from onboarding, learning and development, promotions, team engagement, and culture transformation
• Consult with managers and execute different HR programs and initiatives, supported by HQ HR specialists, counterparts in BU, and the management team
• Support key HR processes and build a system management tool for the employee development plan, employee feedback programs and etc.
• Work with managers and key stakeholders to identify possible talent attrition risks and understand team needs and risks
• Partner with the legal department and maintain knowledge of legal requirements related to the management of employees, reducing legal risk and ensuring regulatory compliance with labor law

Skills on Resume: 

• Manager Coaching (Soft Skills)
• Org Development (Hard Skills)
• Process Improvement (Soft Skills)
• Strategic HR (Soft Skills)
• Project Delivery (Hard Skills)
• Executive Hiring (Hard Skills)
• Employee Experience (Soft Skills)
• Legal Compliance (Hard Skills)

Job Summary: 

• Prepare the monthly HR Dashboard, reviewing with the Head of HR before the monthly meeting
• Check and review the payroll produced by the HR Assistant before review or sign off by the Head of HR
• Report monthly on absences, identifying high levels across the business and working with line managers to support and resolve, as well as liaising with the HR Assistant for appropriate payroll implications
• Ensure accurate data is recorded and maintained on the HRIS, working closely with the HR Assistant, streamlining reporting, and ensuring effective utilisation of the self-serve portal
• Manage Adecco recruitment, including advice and interview/selection support, in line with the Recruitment Process
• Coordinate, manage, and arrange occupational health and home/desk assessments
• Supporting and liaising with employees on long-term sick leave
• Work with the Head of HR to effectively implement the employee engagement surveys (Peakon), Pensions, Salary review process, and Adecco policies
• Business Partner with working to continually harmonise and integrate the businesses along with staying current with the employment law, supporting the Head of HRand continually improving HR policies and procedures
• Refine HR Admin processes and procedures, streamline actions to ensure we deliver to internal/external customers i.e., review of the monthly reporting, benefits administration, maternity/paternity process etc
• Review and prepare an accessible portfolio of standardised templates to be used by the team, i.e., promotion letters, maternity letters, changes to terms and conditions etc.
• Coordination and implementation of the annual benefits window, reviewing the benefits selection
• Working with third-party providers for HRIS system configuration and selection, along with launching the ‘Benefits Window’ to the business and reconciling the data for the forthcoming year
• Coach the HR Assistant in the delivery of the HR Administration service to all staff 
• Develop and maintain professional working relationships with both internal and external service line groups to ensure the provision of a quality and cost-effective service
• Coordinate and manage the implementation of services, processes and procedures by the HR Assistant, making recommendations for changes and managing accordingly
• Manage and lead team contribution to corporate and external audit processes

Skills on Resume: 

• HR Reporting (Hard Skills)
• Payroll Review (Hard Skills)
• Absence Management (Hard Skills)
• HRIS Oversight (Hard Skills)
• Recruitment Support (Hard Skills)
• Employee Engagement (Soft Skills)
• Benefits Coordination (Hard Skills)
• Audit Preparation (Hard Skills)

Job Summary: 

• Models Employee Advocacy behavior and serves as a trusted advisor to front, mid-level and senior leaders and employees 
• Serves as a partner focusing on brokering solutions to business problems 
• Serves as a resource for driving a culture of Diversity and Inclusion 
• Executes critical HR processes, including compensation, performance management and talent acquisition 
• Collaborates with other HR organizations such as Organizational Effectiveness (OE), Program Management Excellence (PMX) and Global Talent Development (GTD) to achieve business and talent objectives 
• Models consistent application of Raytheon HR policies to mitigate risk and ensure equitable solutions 
• Drives Talent Management strategies to include workforce planning, succession planning, knowledge transfer and high-potential development 
• Communicate and implement proactive strategies about employee relations, training, leadership development, employee communications, and diversity and inclusion in support of strategic objectives 
• Investigates and resolves Employee Relations issues and complaints and Ethics-related case investigations
• Focuses on maintaining a positive employee relations environment and culture

Skills on Resume: 

• Employee Advocacy (Soft Skills)
• Business Partnering (Soft Skills)
• Diversity Promotion (Soft Skills)
• HR Process Execution (Hard Skills)
• Cross-Functional Collaboration (Soft Skills)
• Policy Compliance (Hard Skills)
• Talent Strategy (Hard Skills)
• Employee Relations (Hard Skills)

Job Summary: 

• Partnering and supporting business unit leaders on talent management planning
• Assessing short and long-term resource needs
• Identifying critical talent gaps within the division and developing strategies to address the gaps
• Facilitating the strategic planning processes for performance improvement and the development of organizational human resources strategies
• Providing conflict resolution and guidance with performance management and employee relations issues
• Liaising with management and legal counsel, ensuring fairness and consistency
• Providing guidance and strategic HR consultation on talent, performance, and change management as well as succession planning, talent reviews, and driving the annual merit planning cycle
• Advising, mentoring, and guiding all levels of management to develop positive employee engagement capability and leadership skills
• Consulting and advising on organizational activities
• Building a trusted partnership with assigned department leaders through consultative and collaborative efforts to ensure the efficient and effective delivery of HR programs and services that support the development of organizational and talent capabilities

Skills on Resume: 

• Talent Planning (Hard Skills)
• Resource Assessment (Hard Skills)
• Gap Analysis (Hard Skills)
• Strategic HR (Hard Skills)
• Conflict Resolution (Soft Skills)
• Legal Liaison (Hard Skills)
• Succession Planning (Hard Skills)
• Leadership Coaching (Soft Skills)

Job Summary: 

• Diagnose organizational needs and develop practical, creative/innovative, data-driven solutions to increase team and organizational performance and advance the business strategy
• Ensure solutions are effectively implemented and sustained
• Organize, prioritize, plan, schedule, and execute Business Unit/Division/Sector/Corporate HR projects and initiatives
• Lead bench talent reviews for assigned functional client groups
• Consult with leadership to define meaningful development experiences for identified critical talent
• Coach leadership on creating development, succession, and knowledge transfer plans
• Review and analyze talent metrics to recommend systemic improvements, then partner with leadership to implement, with an eye on driving engagement and retention
• Collaborate with the Talent Acquisition organization on forecasting resource needs and ensuring a strong talent pipeline
• Provide candidate assessments through participation in select key position(s) interview(s)
• Consult with leadership on delivering continuous performance and development feedback, which includes evaluations throughout the year, mid-year and year-end evaluations
• Consult with leadership on the development and execution of an integrated approach and strategy on performance improvement (performance coaching, employee discussions, disciplinary actions)
• Coach leadership on effectively responding to employee relations concerns
• Advise leadership on managing employee and management performance and conduct
• Perform investigations and partner with leadership, ER Center of Excellence (COE), Legal, and Employee Assistance Program (EAP)
• Facilitate leadership training on performance and conduct processes, tools, and approaches
• Interpret/guide employees and leaders on HR policies and procedures
• Conduct compensation assessments and consult with leadership in support of equity adjustments, promotions, leveling, offers and incentives
• Provide HR policy guidance and interpretation

Skills on Resume: 

• Org Diagnostics (Hard Skills)
• Project Execution (Hard Skills)
• Talent Reviews (Hard Skills)
• Leadership Coaching (Soft Skills)
• Performance Strategy (Hard Skills)
• Candidate Assessment (Hard Skills)
• ER Investigations (Hard Skills)
• Policy Guidance (Soft Skills)

Job Summary: 

• Collaborate with leaders to support culture and shared mindset activities
• Implement workforce strategies and diagnoses, and solve workforce issues
• Measure employee morale and satisfaction, and implement efforts to improve the employee experience
• Advise and counsel on situational issues, performance and discipline
• Coordinate and facilitate employee activity groups
• Partner with leaders to maximize effectiveness and efficiency through labor and efficiency initiatives
• Deploy development programs, performance management, appraisal, and talent acquisition program tools
• Help facilitate employee onboarding and assist with orientation
• Supports other activities, ensuring the hiring and onboarding of employees through the use of the HRG's tools and resources

Skills on Resume: 

• Culture Support (Soft Skills)
• Workforce Strategy (Hard Skills)
• Experience Improvement (Soft Skills)
• Performance Counseling (Soft Skills)
• Employee Engagement (Soft Skills)
• Efficiency Planning (Hard Skills)
• Program Deployment (Hard Skills)
• Onboarding Support (Hard Skills)

Job Summary: 

• Drive and develop efforts in the areas of positive and proactive employee relations
• Provide site day-to-day HR support with a focus on employee relations
• Conducting thorough and timely investigations (counseling tracking, follow through, providing appropriate recommendations and closure) for assigned employees and the management community
• Counsel employees and management
• Recommending a course of action based on employment law and corporate policy, practices and procedures
• Advise and support management in the implementation and delivery of HR programs
• Deliver guidance and counsel on subjects such as performance, employee leaves of absence, accommodations, workers' compensation, etc.
• Develop site culture to embrace company commitment to initiatives including diversity, equity and inclusion, wellness, security, safety, employee engagement, etc.
• Coordinate compliance activities in conjunction with HR Centers of Excellence, i.e., EEO, OFCCP, Affirmative Action Plans and compliance with all local, state and federal employment laws

Skills on Resume: 

• Employee Relations (Hard Skills)
• HR Support (Hard Skills)
• Investigation Handling (Hard Skills)
• Counseling Skills (Soft Skills)
• Policy Advising (Hard Skills)
• Program Delivery (Hard Skills)
• Leave Management (Hard Skills)
• Culture Development (Soft Skills)

Job Summary: 

• Develop and deliver an HR strategy for meeting business needs
• Provide advice and support to business leaders on strategic HR matters, including organizational design and restructuring, talent management, career development, etc.
• Assists Sr HR Managers in structuring and developing their respective teams to maximize performance and employee engagement
• Coach managers on talent management and how to best motivate and challenge all members of their teams (from high performers to under performers) to ensure employee performance, engagement, and accountability
• Coordinate and facilitate delivery of cyclical HR initiatives (such as strategic recruiting, workforce planning, new hire training, performance review, talent review, succession planning, compensation planning and review) for the business segment
• Drive employee communications within the business segment
• Assist with HR communications and training of managers on new programs, systems, and processes
• Responsible for supporting compliance policies and their effective implementation

Skills on Resume: 

• HR Strategy (Hard Skills)
• Org Design (Hard Skills)
• Team Structuring (Hard Skills)
• Manager Coaching (Soft Skills)
• HR Cycles (Hard Skills)
• Internal Communication (Soft Skills)
• Program Training (Hard Skills)
• Policy Compliance (Hard Skills)

Job Summary: 

• Act as a strategic partner between Human Resources and the business
• Onboarding process and monitoring of employees
• Develop and implement the improvement of new policies, standards and procedures
• Analyze and develop indicators within HR and the business
• Build relationships with business leaders to offer thought leadership on organizational and people-related strategy and execution
• Consult with GeoComply's leaders to create a comprehensive people plan to influence lasting change over large functions
• Solve challenges and get to the root cause of any issue, no matter how complex
• Design and quickly implement solutions that cut across multiple disciplines, even those beyond people and organizational solutions
• Provide expertise in the following areas: career planning, performance management, coaching, data analysis, compensation and rewards, employee relations, learning and development, recognition programs, and strategic development
• Identify and surface trends in qualitative and quantitative data to help improve organizational health, and understand when data will assist in making smart, informed decisions
• Interpret complex analyses and tie them back to business priorities

Skills on Resume: 

• Strategic Partnership (Soft Skills)
• Onboarding Process (Hard Skills)
• Policy Development (Hard Skills)
• HR Analytics (Hard Skills)
• Leadership Advising (Soft Skills)
• Change Management (Soft Skills)
• Problem Solving (Soft Skills)
• Cross-Functional Solutions (Hard Skills)

Job Summary: 

• Consult with the leadership team of the assigned Business to set the right HR priorities and plans
• Provide management with timely information and recommendations and work together with them as a close business partner
• Support management in quantitative and qualitative workforce planning and reporting
• Implement HR solutions developed by CoEs (Center of Expertise), ensure adherence of the business to global standards and manage local stakeholders’ engagement (works councils, leaders, and employees) via a robust communication/implementation plan
• Responsibility for communication and training on local policies and procedures relative to the HR function
• Interact with the local works council related to changes in business or other HR related matters requiring works council involvement or information
• Provide solutions to HR related problems that require a thorough understanding of Dutch labor law, policies, and practices
• Create and deploy the HR agenda for the business within a country or country cluster, aligned with HR, business, and shared services strategies and ensure integration of HR priorities into business plans
• Evaluate appropriate business, financial, or other drivers across multiple functional groups/countries/regions to inform HR solutions (e.g., track performance, diagnose capability gaps)
• Develop a trusted partnership or coaching relationship with a leader, either internally (e.g., business leader) or externally (e.g., non-profit leader) that enhances the leader's impact
• Identify critical business capability needs and partner with business leaders to develop and execute appropriate strategies to strengthen the organization
• Partner with a business or HR leader to recommend a strategy that anticipates and addresses future changes in business conditions
• Find innovative ways to use existing solutions and acquire resources to meet business needs, Driving Talent Agenda
• Develop a country or country cluster talent strategy in partnership with local leadership to grow and advance diverse talent pools

Skills on Resume: 

• HR Planning (Hard Skills)
• Business Partnering (Soft Skills)
• Workforce Reporting (Hard Skills)
• Stakeholder Engagement (Soft Skills)
• Policy Training (Hard Skills)
• Labor Relations (Hard Skills)
• Capability Diagnosis (Hard Skills)
• Talent Strategy (Hard Skills)

Job Summary: 

• Driving the recruitment process, working closely with the Hiring Manager to achieve the best result while ensuring a positive candidate experience throughout the process
• Responsible for employee files and relevant documentation about new hires, changes and leavers, ensuring SOX and audit compliance at all times
• Compensation and benefits administration
• Develop in-depth knowledge of HR systems, update data efficiently and analyse/report on all key HR metrics
• Drive a positive employee relations culture, to include proactively resolving issues, implementation of communications strategy and roll out of engagement activities
• Build a strong rapport with people managers and provide necessary support and direction
• Conduct research into HR best practices and devise policies and procedures in line with legislation
• Plan, conduct, and coordinate the development, approval and implementation of localized H.R. programs, and administer the same
• Deal with day-to-day HR queries from employees, Team Leaders and management
• Manage probation, performance/salary reviews to ensure timely completion
• Support all company safety and quality programs and initiatives
• Ensure ongoing compliance with GMP in all practices, recording of events and processes
• Ensure compliance with all learnings from all GMP training events

Skills on Resume: 

• Recruitment Process (Hard Skills)
• Document Compliance (Hard Skills)
• Benefits Administration (Hard Skills)
• HR Metrics Analysis (Hard Skills)
• Employee Relations (Soft Skills)
• Manager Support (Soft Skills)
• Policy Development (Hard Skills)
• GMP Compliance (Hard Skills)

Job Summary: 

• Be the voice of the customer within HR, as well as being accountable for presenting a unified voice of HR to the business
• Partner with business leaders to drive toward the achievement of organizational objectives
• Be a trusted advisor for senior leaders across all aspects of HR including employee relations, recruitment and staffing, compensation, talent review, organization design, resource planning, learning and career development
• Collaborate with subject matter experts within HR on the design, implementation, and sustainment of HR systems and processes that enable the achievement of strategic business goals
• Assess needs and barriers to drive business performance through the development and delivery of people strategy and solutions
• Partner with leaders on developing short and long-term people strategies and annual goal-setting processes to ensure alignment with the business group’s strategic priorities
• Provide ongoing HR consulting services to employees and leaders on HR programs, practices, policies, legislation and regulatory requirements including interpretation of policy, identification of risk, impact to the business and recommended solutions (e.g., annual performance management, compensation review process, engagement, etc.)
• Guide and influence decisions on talent management, including succession planning, assessing candidates, and identifying enterprise-wide talent
• Provide thoughtful and effective coaching to leaders on performance management, structural and staffing issues, including compensation, organization design, employee engagement, and overall organizational effectiveness
• Partner with other HR functions to effectively provide business context for the design, development and implementation of HR programs (e.g., performance assessment planning, talent management activities including assessment of potential and succession planning, compensation reviews, etc.)
• Interpret and analyze management information and data to assist in making appropriate business decisions based on HR metrics and trends for the business unit

Skills on Resume: 

• HR Consulting (Soft Skills)
• Strategic Alignment (Hard Skills)
• Talent Advisory (Soft Skills)
• Org Design (Hard Skills)
• People Strategy (Hard Skills)
• Succession Planning (Hard Skills)
• Leadership Coaching (Soft Skills)
• HR Data Analysis (Hard Skills)

Job Summary: 

• Responsible for coaching the front-line people managers and partnering with them to resolve employee-related matters
• Develop and analyze HR data to guide business leaders in the planning and execution of people strategies
• Ensure efficiency and data integrity in the completion of Workday business processes and reporting
• Investigate and resolve employee relations matters, respond to third parties
• Partner with HRBP leaders on local HR communication and implementation of HR initiatives/services
• Collaborate with COEs and HR Operations to ensure efficient and effective hiring, onboarding, terminations, etc.
• Partner with Absence Management, engage in interactive process and reasonable accommodation discussions
• Guide policies and procedures
• Promote the use of self-service and HR Services options
• Effectively resolve unique and complex matters in performance management and employee relations
• Implement change strategies and tactics and promote buy-in for change

Skills on Resume: 

• Manager Coaching (Soft Skills)
• HR Data Analysis (Hard Skills)
• Workday Processes (Hard Skills)
• Employee Relations (Hard Skills)
• HR Communication (Soft Skills)
• Process Coordination (Hard Skills)
• Absence Management (Hard Skills)
• Change Implementation (Soft Skills)

Job Summary: 

• Support operational leadership with talent and performance management with a focus on onboarding leaders, identifying growth opportunities and succession planning
• Support operational leadership through effective management of the full spectrum of the employee life cycle, including recruitment, talent selection/interviewing, onboarding, talent management, and succession planning
• Collaborate with operational leaders on employee surveys, leadership skip‐level meetings, and employee focus group meetings to conduct regular departmental health assessments
• Consult, support and provide guidance to property/corporate leadership to develop action plans to address employee feedback
• Participate in talent review discussions and support development plans, career paths and succession slates
• Be a trusted advisor to leaders by creating an environment where coaching and feedback are solicited
• Provide reports and data to the Director of Talent Management and operational leadership to support organizational change and continuous improvement initiatives
• Partner with the Director of Talent Management and property leaders on employee activations focused on increasing employee engagement and awareness of company initiatives
• Promote and reinforce change initiatives to property leaders, analyze impact, and effectively manage through challenges
• Conduct leadership exit interviews, leverage data to see trends in turnover, and partner with leaders to identify opportunities to influence employee retention rates
• Partner with Human Resources Center of Excellence (CoE) and property leadership to drive implementation of the CoE’s specific strategic objectives

Skills on Resume: 

• Talent Management (Hard Skills)
• Lifecycle Oversight (Hard Skills)
• Survey Analysis (Hard Skills)
• Action Planning (Soft Skills)
• Succession Support (Hard Skills)
• Leadership Advising (Soft Skills)
• Engagement Strategy (Soft Skills)
• Change Promotion (Soft Skills)

Job Summary: 

• Partners with Local Business Unit HR in anticipating, understanding and addressing their people strategy support needed from Group HR
• Share expertise and guide key initiatives
• Support the Regional Business Partner (RBP) to review the Local Business Units' People Strategy and monitor implementation
• Partner with the Local Business Units on special projects tied to people strategy, to be jointly led by Local HR and Group HR/RBP
• Track and review People KPIs of the Local Business Units based on Strategic Plans and the Organisation of the Future transformational commitments
• Play a governance role to ensure Local Business Units adhere to the Guidelines, Procedures and Standards (GPS) guidelines
• Partner with LBU HR to ensure Local Business Units are implementing policies and procedures consistently to ensure compliance with local laws and regulations
• Responsible for reviewing Local Business Units Exco hiring, promotion or compensation review, exit packages proposals, special approval papers etc. 
• Ensure there is the right balance with external markets, internal quality and business needs
• Provide feedback and advice to Performance and Rewards, Local Business Units, HR and RBP
• Review and provide feedback on the base salary budget submission by Local Business Units
• Review Performance Rating Distribution and Total Comp Planning (TCR) at year-end for assigned Local Business Units
• Ensure exceptions are being identified, escalated, addressed and managed
• Coordinate Talent Council / Organisation and People Review (OPR) process for the LBUs and ensure robust succession plans
• Facilitate discussion among LBU HR and Group Office functions on mobility process, e.g., cost sharing, assignment type and objective etc
• Facilitate the on-boarding process together with Local Business Unit CHROs for the CEO, Local Business Unit ExCo
• Act as the center point of contact for all matters between Group HR functions and Local Business Unit HR

Skills on Resume: 

• People Strategy (Hard Skills)
• HR Governance (Hard Skills)
• Policy Compliance (Hard Skills)
• Comp Review (Hard Skills)
• Talent Counciling (Hard Skills)
• Mobility Coordination (Hard Skills)
• HR Collaboration (Soft Skills)
• Performance Feedback (Soft Skills)

Job Summary: 

• Provide guidance and input to management on organizational design, workforce planning, succession planning, and employee skills assessment
• Work with the leadership team to build a customer-oriented and result-driven culture and stimulate employees to develop themselves continuously
• Work closely with internal teams and external vendors to establish a global HR system
• Effectively support HR operations, performance evaluation, compensation and benefits, training, and internal communication
• Recruit international talents worldwide to join the company
• Identify training needs for human resources and business units and participate in the evaluation and monitoring of training programs to ensure success
• Follow up to ensure training objectives are met
• Work closely with line managers and employees and provide day-to-day performance management guidance to address all types of employee relations issues (coaching, counseling, career development)
• Partner with managers and employees to improve work relationships, build morale, and increase productivity and employee retention

Skills on Resume: 

• Org Design (Hard Skills)
• Workforce Planning (Hard Skills)
• HR Systems (Hard Skills)
• HR Operations (Hard Skills)
• Global Recruitment (Hard Skills)
• Training Evaluation (Hard Skills)
• Performance Guidance (Soft Skills)
• Employee Relations (Soft Skills)