• Establish HR Strategies to meet the objectives of the business
• Drive and improve HR processes across all client groups
• Own, monitor and improve HR Metrics and KPI’s
• Drive a culture of performance, results and positive employee relations
• Coach leaders on talent management and performance differentiation
• Execute staffing processes at all levels within the business and develop staffing strategies to ensure a robust pipeline of quality candidates
• Deliver talent management processes, organizational assessments, earning strategies, and leadership development
• Implement competitive compensation, benefits, reward and recognition programs
• Direct the planning and maintenance of communications
• Ensure legal compliance throughout human resource management

Skills: HR Strategy, Talent Management, Performance Coaching, Staffing Execution, HR Metrics, Employee Relations, Compensation Programs, Legal Compliance

• Contribute to the development and implementation of the HR strategy together with the VP HR EMEA and the GM Italy
• Contribute to the strategic management of the Italian business
• Drive talent planning, identification and management of high-potential and leadership talent
• Develop and implement initiatives in line with global and regional strategies to foster employee engagement and motivation
• Ensure management development and training addresses the identified and agreed-upon business needs
• Communicate with and influence European HR colleagues to ensure consistent application of HR policies in the country, whilst being cognizant and sensitive to local employment law and practices
• Ensuring it delivers the agreed objectives, responds to business needs with agreed standards and evolves appropriately
• Supporting the business at all stages of the employee life cycle
• Involving other members of HR (regional or local) such as talent acquisition, onboarding, performance management, compensation cycles, termination and off-boarding
• Coach and develop the HR team to ensure effective contribution to the business now and in the future
• Work closely and collaboratively with EMEA HR COEs and other partners, providing key data and insights
• Serve as a visible, involved and engaged leader to employees throughout the organisation
• Support and advocate the Diversity and Inclusion agenda in Italy
• Guide the Italian entity on Italian labour law topics and legal regulations
• Ensure the successful implementation of global, regional and sub-regional HR initiatives in the country
• Proposing appropriate changes and means of delivery to fit local culture and legislation in partnership with the local and/or regional specialists
• Acting as the “voice of local HR” in such initiatives

Skills: HR Strategy, Talent Planning, Employee Engagement, Leadership Development, Policy Alignment, Labor Law, Diversity Advocacy, Team Coaching

• Establish and maintain relationships with senior executives at BIC, across divisions and regions and key contacts from external companies/firms
• Provide unique expertise and thought leadership to the company on all group function topics to facilitate the resolution of complex business issues
• Build a strategic HR plan to develop the capabilities within group functions, ensuring that the right talent profiles are hired and developed internally to meet future organizational needs
• Deliver organization design, capability development and change management interventions that support the wider business and transformation activities
• Helping to manage the transition of organizations from a decentralized and fragmented structure to a global network with resources consolidated in synchronization hubs
• Assist business partners in identifying, developing, coaching and mentoring top talent
• Ensure building a strong team capable of and empowered to build and execute a focused agenda
• Lead, coach and develop two HR Managers while also partnering with other senior HRBPs across the business and the HR Centers of Excellence
• Support the ongoing transformation of the HR operating model, including the implementation of a human capital management system
• Contribute to the overall company vision of the role HR has to play in designing, shaping and driving the organizational culture, new ways of working and wider business goals
• Provide direct, comprehensive human resources leadership and support to Group Function teams around the globe

Skills: Strategic Planning, Talent Development, Org Design, Change Management, Leadership Coaching, HR Transformation, Culture Building, Global Support

• Incorporate strategic and policy development aspects that will have medium-term consequences on the operation of the function and impact elements of organizational performance
• Direct a range of human resources management functions through section heads
• Key member in the formulation of human resources strategies, policies, and procedures
• Responsible for the implementation of company-wide human resources policies and procedures
• Ensure all activities and programs related to human resources are implemented by the organization's human resource strategy
• Lead, direct, and mentor a diverse team of HR professionals of varying skill sets
• Provide strategic oversight and support of HR and recruitment services to Tenfold’s clients
• Develop a thorough understanding of Tenfold’s products and services to deliver top-notch quality and focus on continuous improvement
• Managing multiple initiatives and deliverables for numerous clients in various industries at the same time
• Developing a strong understanding of the tools available to teams to stay organized and prioritize appropriately will be a big part of the first 3 months of this role
• Coordinate with various levels of management, from executives to front-line managers

Skills: Policy Development, Strategic Oversight, Team Leadership, HR Strategy, Recruitment Services, Client Management, Process Improvement, Cross-Industry Support

• Lead the implementation of key HR organizational strategies, working with leaders across the College and its clinical partners
• Provide on-site professional, specialized, and strategic human resources expertise in alignment with the Board of Regents, HR Division, and the University's policies, practices, and strategic direction
• Develop, interpret, communicate and administer UA policies related to faculty employment and interpretation/application of the Banner Academic Affiliation Agreement and employment aspects of the College’s clinical partners
• Ensure compliance with all applicable policies, agreements, procedures and external regulations relating to faculty and staff employment, including affirmative action/equal employment opportunity policies
• Function as an internal consultant and manager in the areas of employee relations, performance management, coaching, talent management and employee separations
• Coordinate with HR Division leadership regarding responses to and investigations of complex and sensitive employment issues
• Investigate the circumstances surrounding workplace complaints such as discrimination, harassment, and workplace safety violations
• and provide solutions to ensure the application of appropriate disciplinary actions
• Ensure efficient and effective organizational design by directing the development of short- and long-term strategic recruiting and compensation plans based on short- and long-range staffing goals
• Ensure plans align with the overall college's strategic plans for both current and projected future growth
• Work directly with HR, Recruitment and Compensation units in structuring both employment and compensation offers for all faculty and staff to ensure salary equity and competitiveness throughout the College, in compliance with University policy
• Create retention and engagement strategies to ensure a high-performance culture and minimize turnover
• Manage a team of human resources professionals to ensure the implementation of HR best practices organization-wide
• Oversee compliance and reporting on HR metrics such as affirmative action program data, talent acquisition data, compensation data, and employee relations trends
• Participate in the development and revision of University policies and procedures, and provide advice regarding use and implementation
• Expand, strengthen, and grow alliances to achieve Faculty Affairs and the Office of Human Resources strategic outcomes
• Collaborate regularly with the Office of the General Counsel, Disability Resource Center, and Office of Risk Management and Safety in employment matters
• Perform special assignments as directed by the Assistant Vice President, Human Resources or other members of senior management

Skills: HR Strategy, Policy Compliance, Talent Management, Employee Relations, Organizational Design, Compensation Planning, Retention Strategy, Risk Mitigation

• Work directly with senior leaders in the marketing and sales functions and their direct reports as the global business partner for these organizations
• Drive the development and implementation of career architecture and be a thought partner/consultant for ongoing organizational design strategies and workforce planning
• Improve performance management practices within the teams by upskilling managers in early intervention performance conversations and helping leaders identify employees at risk of underperforming through metrics and behavioral assessments
• Manage a small team of HR business partners
• Handle employee grievances and disputes, mitigate risk within the teams by conducting quick, thorough, fair, and impartial investigations
• Leverage data and insights gleaned from exit interviews, employee engagement surveys, upward feedback, etc. to support employee development and enhance job satisfaction
• Support the teams in their hiring needs, compensation reviews, and learning program designs
• Create a culture that insists on meeting expectations and delivering value
• Support employees in the respective organizations and serve as the face of HR to these teams

Skills: Workforce Planning, Org Design, Performance Coaching, Team Leadership, Conflict Resolution, Data Insights, Talent Support, Culture Building

• Accountable for leading a team of plant HR Business Partners
• Driving world-class HR strategies and systems around recruitment, staffing, employee relations, diversity and inclusion, employee engagement, benefits administration, training, compensation administration and organizational development
• Lead organizational development activities, in collaboration with the HR Centers of Expertise, to ensure the plant is staffed with innovative, high-performing team members with a focus on continuous improvement
• Responsible for the oversight and implementation of HR policies, practices and processes for the plant consistent with company standards and practices within the business group
• Responsible for preparing, managing, and controlling the HR functional budget for headcount and related costs
• Facilitate the preparation of the total plant headcount budget in collaboration with the plant leadership team
• Partner with business leaders and guide them through company practices for HR programs
• Coach and develop plant leaders in developing and driving improvements related to their employee engagement survey results and employee feedback
• Actively lead succession and career-planning/career-pathing process and workforce planning initiatives in a manner that enables long-term bench strength for the organization
• Ensure adherence to local, state and federal government regulations, and internal compliance programs
• Accountable for driving managers and supervisors to build and maintain an environment of positive employee relations to maximize productivity and manage retention
• Partner with employees and managers to address data trends on operational and employee performance for root causes of work-related problems and issues
• Support line managers in forecasting and planning their talent pipeline requirements in line with the function/business strategy
• Enable business leaders to provide employees with development opportunities and ensure that they can meet current and future performance standards
• Work on planned and ad-hoc projects and assignments that are complex, where considerable judgment and initiative are required in resolving problems and making recommendations
• Investigate and appropriately resolve complex employee relations issues, including coaching managers to mitigate risk and take appropriate corrective action
• Represent the organization at employment-related hearings and investigations
• Promote workplace safety by modeling safety work practices and taking a leadership role in addressing workplace safety and health issues
• Partnering with site leadership on continuous improvement plans to drive business results, customer service, and alignment with Company Values
• Take appropriate action to ensure the integrity and sustained certification of the Quality standard and any other audit findings related to HR (e.g., internal audits, OFCCP, etc.)

Skills: Team Leadership, HR Strategy, Talent Planning, Compliance Oversight, Employee Relations, Budget Management, Org Development, Safety Advocacy

• Delivers HR Partnership to the General Manager and cross-functional leadership team to provide solutions, interventions, coaching and guidance to address issues of retention, change management, employee engagement, leadership and capability development
• Leads the local HR team, providing coaching, performance management and overseeing local vendor management
• Understand business needs and connects those to HR strategies and plans
• Provides guidance and strategic advice to the Canadian Leadership Team and management teams in employee relations and other HR matters
• Directing staff on HR functions, and implementing policies and procedures according to federal and provincial government legislative regulations
• Leads positive employee relations, oversees litigation and avoids potential losses by overseeing adherence to government legislation (i.e., Employment Standards Act, Occupational Health and Safety, Ministry of Labour, etc.)
• Governing a profitable and smooth operation of the HR department
• Providing supervision and providing examination to management regarding staffing plans, orientation and development, benefits, compensation, and labor relations
• Developing a culture that enables the employees at this facility to perform at their highest level of contentment in accordance with the hospital's company goals
• Make sure the hospital complies with federal, state, local laws and industry regulations
• Creating insight on evaluating and suggesting new benefits or compensation structures or changes to existing plans to improve operational rhythm

Skills: HR Partnership, Change Management, Employee Engagement, Labor Compliance, Talent Development, Vendor Oversight, Policy Implementation, Compensation Strategy

• Build and execute on retention and recruitment strategies
• Collaborate with the company's Operating Committee and HR team to create value for employees and the company
• Roll out an automated hiring process and increase efficiency while controlling costs
• Regularly audit AI’s comp and career development systems for fairness and competitiveness
• Develop strategies to improve the brand as a potential employer
• Provide training for interviewers to maintain high standards while fostering an inclusive culture
• Work to build out and standardize a meaningful onboarding program
• Collaborate with GC and CFO to standardize benefits and comp
• Institute enterprise-wide annual performance review system
• Assist with future headcount planning and organization design
• Assist with the identification and rollout of training programs in key areas, such as compliance, risk management, and health and safety
• Support GC’s efforts to manage employee relations, conduct investigations, and mitigate legal risk
• Collaborate with GC and the international HR team to develop policies, programs, and solutions that serve the business
• Support the efforts of managers to develop leaders
• Provide coaching and feedback to existing managers on how to train and develop new leaders
• Identify professional development programs that allow all employees to build their skill sets and demonstrate strong employees to build their skill sets and demonstrate strong commitment to career growth
• Scale and maintain culture to expand the company across 3 continents
• Help establish and deliver on the company's DEI goals

Skills: Talent Acquisition, Employee Retention, Onboarding Strategy, Compensation Review, Leadership Development, Policy Development, Culture Scaling, DEI Implementation

• Work closely with the leadership team to deliver the company ethos programme including the creation of a careers pathway and embedding the values
• Ensuring employees have a consistent employee experience to help them achieve their objectives and Selligence’s growth plans
• Working closely with the broader TA, HR and L&D functions to utilise and share processes and best practices, whilst ensuring consistency of employee experience
• Work with the leadership team to ensure hiring and pre-/onboarding compliance around
• Supporting interview training
• Devise and run a clear L&D program
• Ensure they have the right framework to progress and succeed
• Work with the group L&D function to support their personal development as people managers
• Keep on top of employee welfare, working with HR
• Implement an employee well-being review cycle
• Supporting the leadership team with people management and engagement
• Support the leadership team to resolve HR issues in line with company polices and processes

Skills: Employee Experience, Talent Development, Onboarding Compliance, Interview Training, Learning Programs, People Management, Wellbeing Strategy, HR Support

• Develops and implements HR management strategies and policies to meet business needs to ensure HR related areas run smoothly and efficiently
• Review of HR strategic planning to get aligned with the HR trend in the market
• Participate in and/or lead company-wide HR program development and modification to provide perspective and input
• Partners with the Branch Leadership Team ( BLT) in organizational structure design, modification and change to ensure the workforce is always in a position to meet current and future business objectives
• Develops HR plan and prepares HR budget to obtain the approval and manages the communication process with the Division Managers implements the approved HR plan
• Drives the review and analysis of people metrics
• Designs new and/or modifies programs, processes and initiatives to address challenges identified
• Provides feedback to the Home Office HR leadership team to ensure feedback is incorporated into programs
• Provides regular updates and status of actions to the Branch Leadership Team to get feedback and input
• Oversees talent acquisition and ensures processes and approach are effective and meet organizational goals
• Oversees the implementation and management of payroll administration, C&B policies efficient and hence build trust and engagement from employees
• Updates industrial market trend and changes on relevant law and regulations to propose competitive C&B improvement to ensure the organization attracts and retains top talent
• Coordinates with Global HR and Branch Leadership Team to develop and implement the performance management systems to make sure the whole company successfully achieve service quality
• Ensure the Branch Leadership Team is informed of employee engagement levels and morale that is assessed through various sources including focus groups, culture and leadership surveys, etc. 
• Engage leadership to create action plans, develop processes and programs to address opportunities to improve employee engagement and morale
• Partners, coaches and counsel the Branch Leadership Team to drive company, team and individual performance
• Manage and resolve employee relations issues
• Partner with legal counsel 
• Provide HR policy guidance and interpretation

Skills: HR Strategy, Organizational Design, Talent Acquisition, Budget Planning, Performance Management, Employee Engagement, Policy Development, Legal Compliance

• Conduct thorough and legally defensible investigations
• Champions a culture of accountability and strong performance management
• Ensure the Branch Leadership Team is well prepared and trained to create challenging and measurable goals, and conduct effective performance and development conversations
• Continually gather feedback to understand how the process can be improved to drive organizational success
• Provide feedback to the Home Office leadership team to ensure that feedback is incorporated into the program
• Oversees the training needs analysis to identify the gap in both technical and soft skills to build targeted training courses and budget
• Defines all Human Resources training programs that link to the performance management process and the employee development policy
• Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports
• Partners with the Branch Leadership Team in the development of goals and priorities
• Creates, communicates and executes HR action plans and policies, programs, and processes to assist leadership in meeting the objectives
• Revisit leadership goals to ensure HR priorities and programs are aligned
• Ensures the success of the leadership development programs
• Drives participation and engagement to ensure programs are successful and resulting in an increase in leadership skills and effectiveness
• Drives and oversees succession planning and ensures future leaders are identified and developed
• Assist leaders in creating high-quality development plans to meet career aspirations
• Coach leaders to develop skills and competencies to demonstrate that they have a promising future with the company
• Advises Branch Leadership Team on opportunities for improvement, alternatives and approaches
• Work with the leadership team to increase team effectiveness
• Directs a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company
• Evaluates plans and changes to plans
• Makes recommendations to management team
• Keeps the Branch Leadership Team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level
• Drive the efficiency of processes while maintaining high levels of employee experience
• Collaborate with the Manager of HR Operations to streamline processes and procedures

Skills: Investigations Management, Performance Coaching, Training Strategy, Leadership Development, Succession Planning, Process Optimization, Organizational Planning, Employee Experience

• Working with the business leaders, driving the people strategy, ensuring alignment with the Group and Divisional HR strategy, as well as the business strategy
• Working with the business leaders to prioritize the HR agenda in both the short and long term, ensuring that it supports the overall delivery of key business objectives
• Leading and championing talent, performance management and employee engagement across the Americas region
• Ensuring HR operational effectiveness
• Working closely with the Group HR leadership team and cross divisional HR colleagues to ensure global consistency on policies and processes
• Being a visible and active member of the Components Division HR leadership team, leading or supporting global projects as they arise
• Leading the HR function in all HR topics and having full responsibility for developing a high-quality HR team, continuously developing the skills and competence of the function in line with the business needs
• Supporting organizational changes (restructuring, mergers, acquisitions, and divestments)
• Providing appropriate solutions to the business from an HR perspective
• Taking the lead on due diligence work for acquisitions and divestments

Skills: People Strategy, HR Alignment, Talent Leadership, Operational Effectiveness, Policy Consistency, Organizational Change, HR Development, Due Diligence

• Plan, direct, and coordinate human resource management activities to maximize the strategic use of human resources
• Maintain functions such as employee compensation, recruitment, personnel policies, and regulatory compliance
• Serve as a consultant to all levels of management regarding organizational policy matters and legal compliance with state and federal statutes and regulatory agencies
• Serve as a link between management and employees by handling questions, interpreting and administering policy and helping resolve work-related problems
• Plan, direct, supervise, and coordinate work activities of staff relating to employment, compensation and employee relations
• Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends
• Plans, directs and carries out policies relating to all phases of personnel activity
• Recruits, interviews, and selects employees to fill vacant positions
• Plans and conducts new employee orientation programs to foster positive attitudes toward company goals
• Keeps records of insurance coverage, pension plans, and personnel transactions such as hires, promotions, transfers, and terminations
• Investigates accidents and prepares reports for insurance carriers
• Conducts wage surveys within relevant labor markets to determine competitive wage rates
• Prepares the budget for personnel operations
• Responsible for evaluating and suggesting new benefits or compensation structures or changes to existing plans
• Relies on experience and judgment to plan and accomplish goals
• Leads and directs the work of others

Skills: HR Planning, Policy Administration, Legal Compliance, Employee Relations, Talent Acquisition, Compensation Analysis, Benefits Management, Team Leadership

• Responsible for the strategic long-term planning and overall development of the Human Resources department to support the growth, goals, and culture of the Company
• Ensuring all team members understand expectations of service (job descriptions, standard operating procedures, and performance reviews)
• Research, develop, and implement competitive compensation, benefits, performance appraisal, and employee incentive programs
• Oversee and implement Human Resources programs, policies, and procedures
• Monitor administration to ensure policies, procedures, and standards are being adhered to
• Keep up with changes and inform management of new HR standards
• Prepare periodic reports for management
• Participate in executive, management, and company staff meetings, as well as attend other necessary meetings and seminars
• Identify opportunities for improvement and resolve any discrepancies
• Encourage and train the ongoing development of the HR Department
• Conduct all employee practices such as hiring, interviewing, orientations, recognition, retention, and turnover

Skills: Strategic Planning, Policy Implementation, Compensation Design, Compliance Monitoring, Performance Management, Talent Development, HR Reporting, Employee Engagement

• Overall responsibility for the implementation and enforcement of company-wide employment and human resource policies at the facility level
• Providing facility-level education regarding all compliance and legal issues related to human resources, with escalation to the corporate office
• Responsibility for employee benefits at the facility level, in conjunction with the Corporate Benefits Manager
• Overall responsibility for the development and implementation of strategic recruiting plans and retention plans, within budget, at the facility level
• Plans, directs, supervises, and coordinates work activities of subordinates and staff relating to employment, compensation, labor relations and employee relations
• Participates in professional organization conferences, college and university job fairs, and career days to maintain PAM's image
• Assists Corporate Benefits Manager as applicable with enrollment, termination and adjustment of employee benefits at the facility level
• Guide employees on issues of eligibility, enrollment, and plan descriptions
• Maintain an employee wellness program
• Provide educational workshops and training for employees on safety and wellness
• Attend continuing education regarding employee safety, wellness, diversity and appropriate programs
• Recruits, interviews and recommends applicants for open positions
• Plans and conducts new employee orientation to foster a positive attitude toward organizational objectives
• Provides current and prospective employees with information about policies, job duties, working conditions, wages, and opportunities for promotion and employee benefits
• Analyzes training needs to design employee development

Skills: Policy Enforcement, Legal Compliance, Benefits Administration, Talent Acquisition, Employee Relations, Wellness Programs, Training Development, Retention Strategy

• Plans, organizes, directs, controls or coordinates the personnel or training activities of their assigned facility
• Plan, monitor and implement employee performance appraisal on a set schedule
• Train managers on the appraisal system, and coach employees accordingly
• Resolve grievances regarding employee appraisals
• Provide counseling to employees and supervisors 
• Maintains paper and electronic records and compiles statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates
• Oversee the maintenance, completion, and communication of personnel records as required by law including local governing bodies
• Advises the CEO and other matters on organizational policy matters such as equal employment opportunity and sexual harassment, and recommends changes to the corporate office
• Makes decisions regarding the discipline and termination of employees and provides guidance and recommendations to the CEO relative to discipline and termination of front-line employees
• Provides recommendations to the CEO and corporate HR relative to discipline and termination of facility leadership
• Conducts exit interviews to identify reasons for employee separation, analyzes results and reports trends to the corporate office
• Direct investigations of reports of misconduct, arrests, or illegal activities of employees
• Identifies legal requirements and government reporting regulations that affect human resource function, ensuring PAM complies with all applicable legal requirements
• Supervise EEOC and OCR regulations and complaints, respond to employee disputes and grievances, and represent the company at unemployment hearings

Skills: Performance Management, Employee Counseling, Records Management, Policy Advising, Disciplinary Action, Exit Interviews, Legal Compliance, Grievance Resolution

• Promotes cooperation, fairness and equity
• Shows respect for people and their differences
• Works to understand the perspectives of others
• Coaches, evaluates, develops, and inspires staff
• Appropriate understanding of confidentiality and company values
• Adheres to and supports company policies, procedures and safety guidelines
• Identifies problems, involves others in seeking solutions
• Effectively and efficiently implements an appropriate response to correct the problem
• Responds promptly and effectively to new challenges
• Acts with integrity in all decisions
• Distinguishes relevant from irrelevant information
• Appropriately organizes complex issues to a desirable resolution
• Connects with peers, subordinate employees and all customers
• Strives for efficient, effective, high-quality performance in self and the department
• Delivers timely and accurate results
• Resilient when responding to challenging matters
• Takes initiative to make improvements
• Maintains high morale in the department
• Develops trust and credibility
• Expects honest and ethical behavior of self and staff
• Maintains up-to-date skills through involvement with professional organizations or continuing education

Skills: Team Coaching, Ethical Leadership, Problem Solving, Cultural Awareness, Performance Improvement, Conflict Resolution, Continuous Learning, Trust Building

• Lead a team of approximately 2 Sr HRBPs and 1 HRD in their partnership with the Business Applications and Platform business
• Deliver success through empowerment and accountability by modeling, coaching, and caring
• Lead the holistic organizational planning (i.e., talent, structure, culture, process) based on business needs
• Ensure the alignment of organizational design with business goals and leverage existing plans and tools
• Leverage and adapt system models, use diagnostics and data to analyze organizational problems
• Lead improvements in talent pyramid, talent management processes/programs, employee satisfaction/engagement, and organizational effectiveness of the client organization
• Partners with leaders in business and HR disciplines (e.g., Talent Management, Organization Development, HR Business Insights), and in-house consulting resources to address issues and gaps
• Design and implement solutions that ensure organizational effectiveness and health within and beyond own organization
• Define the direction and scope of change and lead changes to new or existing programs or processes for a client, organization, or time zone
• Instill advanced, large-scale, and/or complex change management plans in structure (leadership or organizational), cultural change, or programs/processes (e.g., training, talent movement)
• Foster change with business leaders and related disciplines, and facilitate change implementation throughout the organization to make the most of organizational assets and strategic decisions
• Support and guide the organizational leadership team on their business and culture transformation process
• Applies understanding of internal and external business drivers to guide the leadership team through ongoing business evolution and changing ways of working
• Collaborates with business leaders or HR partners to develop effective global change-management strategies

Skills: Organizational Planning, Talent Strategy, Culture Development, Change Leadership, Data Analysis, Stakeholder Partnership, Engagement Improvement, Strategic Alignment

• Collaborate with business leaders to identify business priorities
• Leverage the all-up HR People Plan to build consistency across the company
• Ensures the alignment of the people plan, people programs, and tools with the business strategic goals
• Act as an HR expert across the company and/or the industry to advise on the development and implementation of the holistic people plan (e.g., talent management, leadership effectiveness, diversity and inclusion, culture)
• Identify and predict current and future talent needs
• Influence the design and implementation of strategic talent management solutions (e.g., planning, movement, development) in partnership with Talent Management and business leadership
• Apply knowledge of the future direction of the organization to guide talent assessment and make decisions on talent needs and solutions (e.g., whether to build, buy, or borrow talent)
• Partner across organizations to share and understand how talent within the own organization relates to and impacts the broader talent landscape
• Develop strategic talent plans and ensure the alignment with organizational strategy, data (e.g., attrition rates, hiring trends) and budgets
• Leverages Total Rewards to analyze the market competitiveness of the client organization's compensation and identifies strategies to harness the appropriate fiscal levers for driving engagement and retention
• Partner with the Talent Management and Talent Development Management (TDM) to design talent movement plans for critical roles based on talent capability gaps/needs
• Drives the identification of potential successors using deep business or industry insights and data, and ensures opportunities are provided (e.g., developmental plans, growth experiences) to ready successors
• Establishes a talent pipeline to accommodate future talent needs
• Lead the partnership with Diversity and Inclusion to develop Diversity and Inclusion plans for a business and drive ''vital few'' programmatic efforts
• Ensure the integration of local and business perspectives into the Diversity and Inclusion plan to increase workforce diversity and inclusion

Skills: People Strategy, Talent Planning, Leadership Development, Succession Management, Workforce Analytics, Diversity Initiatives, Strategic Alignment, Talent Acquisition

• Partners with Global Talent Acquisition (GTA) to ensure alignment on Diversity and Inclusion and strategic talent plans, to define a recruiting culture, and to reinforce leader cultivation of external talent and to build high-quality slates
• Provide oversight and insight for the top leaders at Microsoft
• Leverage business understanding to connect leadership effectiveness plans with the broader Microsoft ecosystem
• Interpret metrics to monitor and ensure leadership performance
• Contract for and provide executive coaching at the most senior levels of the organization to improve leadership capability, resolve leadership gaps, and drive business results
• Coach managers and leaders to facilitate organizational change and model an inclusive environment
• Designs and manages the implementation of interventions that improve leadership and team performance to achieve strategic objectives across business groups
• Drives and collaborates with a variety of functions on leadership capability, and supports effective leadership team and/or other decision-making bodies on critical issues
• Identifies strategies and action plans to transform leaders and teams to embody leadership principles
• Consult business executive teams in creating and translating business strategies to improve business results for an organization
• Provide strategy analysis to understand the implications of strategic choices within and across organizations
• Lead their team to develop, apply, and align people and organizational priorities with organization's vision and execution
• Ensures that the people, strategies and organizational strategies are effective to achieve desired business outcomes
• Lead the efforts to identify gaps in the execution of business strategies and consult business leadership on clarifying and executing business strategies as an HR expert
• Lead their team to develop and implement interventions
• Ensures the interventions improve the clarity of business strategies and address the gaps in strategy execution

Skills: Leadership Coaching, Talent Strategy, Executive Alignment, Performance Metrics, Change Facilitation, Strategy Execution, Inclusion Advocacy, Team Transformation

• Responsible for the development and administration of all human resources plans, policies, and procedures
• Collaborates and assists department managers in the recruitment, hiring, orientation and retention of staff
• Works with the Administrator and CEO to determine recruitment needs
• Attends job fairs as a PCH representative
• Review the Employee Handbook with all new hires
• Conducts periodic follow-ups with assigned new hires
• Ensures all employees are notified promptly of benefit eligibility
• Organizes and conducts open enrollment meetings
• Works with benefit administrators and brokers to assess annual renewal rates
• Process 401(k) loan paybacks on a bi-weekly basis
• Processes and deposits employee 401(k) and on a bi-weekly basis
• Oversees payroll processing and reporting
• Completes payroll and vacation accrual reports for the Business Office on a bi-weekly basis
• Completes annual Medicare Cost Report's employee hours and salary sections
• Submits applicable employee hours to CMS for Payroll-Based Journal reporting
• Prepares the facility's staffing and benefit budget on an annual basis

Skills: Policy Administration, Staff Recruitment, New Hire Onboarding, Benefits Coordination, Payroll Processing, Budget Preparation, Compliance Reporting, Employee Retention

• Complies and submits census reports to benefit carriers
• Reviews the annual employee benefit program
• Explain any variances of the budget to the CEO and other managers
• Works on annual pricing of benefits with carriers and brokers
• Makes recommendations to the CEO to add, delete or alter employee benefits
• Facilitates the employee's introductory and annual evaluation process
• Reviews employees' compensation and pay rates on an annual basis
• Generates all PARs regarding pay, changes in debt, employment status, terminations, etc
• Maintains accurate and complete personnel files
• File personnel forms promptly
• Maintains updated job descriptions
• Participate in HECs and the healthcare industry's various compensation/pay scale surveys
• Maintains compliance with HR statutory laws such as ERISA, OSHA, Fair Labor Standards
• Explains the different leave options to employees
• Tracks leaves of absence (i.e., FMLA, HFLL, TDI)
• Completes and maintains all documentation to ensure compliance with EEO documents
• Ensures correct paperwork is completed and submitted accurately and timely manner, per regulation
• Oversee the Workers' Compensation process
• Works with the insurance carrier to investigate WC injuries
• Update managers of the injured employee's progress
• Maintains OHSA records and files

Skills: Benefits Management, Budget Analysis, Compensation Review, Records Maintenance, Regulatory Compliance, Leave Tracking, Workers’ Compensation, OSHA Reporting

• Facilitates and/or provides training (including orientations) to dept managers, employees
• Tracks all employees' in-service hours
• Updates Employee Handbook every 2-3 years
• Attends quarterly QA meetings
• Submits quarterly HR QA reports promptly
• Responds to employee relations issues, harassment allegations, and civil rights complaints
• Review write-ups with managers
• Process employee terminations
• Coordinate employee recognition programs (Staff Holiday Party, Nursing Home Week, etc.)
• Coordinates Aloha United Way activities and annual employee donation campaign
• Participates in administrative staff meetings and attends other meetings and seminars
• Participates in audits and surveys
• Annual Financial Audit, DOH Surveys, OSHA, WC, DOL, ADA, EEOC inspections, etc
• Maintains current knowledge/practice of proper infection control and safety procedures
• Maintains current TB clearance per regulation
• Attends any mandatory training and In-Service training

Skills: Training Coordination, In-Service Tracking, Handbook Updates, Employee Relations, Termination Processing, Recognition Programs, Audit Participation, Regulatory Compliance

• Experience as an HR Generalist or Business Partner
• Experience working in a highly technical field and/or union environment
• Ability to influence, coach and consult with all levels of the organization in a positive and effective manner
• Demonstrated experience coaching business leaders and facilitating organizational change
• Demonstrated proficiency in all Human Resources functions with a focus on retaining and developing talent
• Project management experience leading teams to address complex issues
• Proven ability to prioritize tasks and to organize workload to assure that short timelines are met, given frequent interruptions
• Strong communication and interpersonal skills, highly adaptable
• Able to thrive in a fast-paced, dynamic environment
• Strong business acumen, including strong problem-solving skills, critical thinking and self-initiative
• Strong relationship-building skills at all levels of an organization
• Ability to work effectively across functions and levels within a matrix environment

Qualifications: BA in Philosophy with 5 years of experience

• Extensive strategic HR Business Partner experience in sizable multinationals or businesses with a diverse organisational structure
• Strong people manager with proven experience
• Evidence of leading and delivering change within an HR function
• Comfortable working in a changing, complex organization with evolving requirements
• Ability to contribute new ideas and suggestions to make a difference to the HR organization
• Excellent in written and spoken English
• Sound experience of working with HR information systems, fully competent in the MS Office suite
• Strong knowledge of local Qatari employment laws, statutory guidelines and HR practices
• Excellent cross-cultural and cross-functional management skills in a matrix organization
• Proven leadership qualities, excellent communication and strong interpersonal skills
• Ability to work with people at all levels
• Excellent influencer and communicator with a logical and pragmatic style
• Demonstrates a focused approach on client service excellence, working in collaboration with key stakeholders and business partners

Qualifications: BA in International Relations with 6 years of experience

• In-depth understanding of HR policies and processes
• Experience in managing a team, influencing at all levels, and presenting at the board level
• In-depth knowledge of Employment Law
• Able to oversee the development and implementation of management talent planning
• Experience of using metrics for driving performance
• Experience in foodservice / corporate hospitality / Restaurants
• Experience managing, inspiring and developing a team
• Strong collaboration working cross-functionally and in a multicultural matrix environment
• Strong relationship-building skills with the ability to influence and work with a variety of stakeholders across levels and functions
• Ability to operate in a fast-paced environment with multiple priorities

Qualifications: BS in Labor Studies with 3 years of experience

• Relevant HR experience including employee relations and organizational development
• Strong business acumen, facilitation, conflict resolution and communication skills
• Strong business partnership, able to establish credibility and rapport with operating leaders
• Experience working in a complex, matrix environment
• Project and process management skills, demonstrated track record of delivering results
• Excellent interpersonal and communication skills, strong client-support orientation
• Ability to work effectively with all levels of the organization and with a wide range of clients, individually and in groups
• Previous experience with a digital, technical workforce
• Demonstrated ability to coach and counsel both employees and executive-level management
• Demonstrated ability to develop and maintain effective relationships with senior business leaders, managers, and peers
• Able to establish self as the ‘go-to’ HR resource for client organizations
• Prior media/television industry experience
• Proven track record of excellent follow-through and execution
• Able to deal effectively with conflict and manage difficult employee relations situations
• Demonstrated ability to multitask and balance numerous priorities in a deadline-oriented environment

Qualifications: BS in Social Science with 7 years of experience

• Directly applicable Human Resource experience in a global, complex, fast-paced, innovative, engineering/technology company
• Demonstrated success in building organizational structure, culture, and engagement
• Demonstrated understanding and application of Human Resources areas including Talent Development, Succession Planning, Employee Relations, Employee Engagement, Organizational Design, Compensation, Talent Acquisition, Diversity and Inclusion, and Change Management
• Demonstrated ability to build credibility and confidence with a wide variety of leaders as a trusted advisor and confidant
• Exceptional customer focus and ability to deliver results
• Excellent influencing skills at all levels in the organization and competence in making timely, effective, principles-based decisions
• Proven track record of using data and metrics to evaluate needs, drive change and measure impact
• Experience developing and motivating a team, as well as leading through organizational change
• Must have change management leadership capabilities
• Ability to navigate both hands-on tactical projects as well as strategic initiatives

Qualifications: BA in Human Resource Management with 4 years of experience

• Excellent verbal and written communication skills
• Excellent interpersonal and negotiation skills
• Excellent organizational skills and attention to detail
• Excellent time management skills with a proven ability to meet deadlines
• Strong analytical and problem-solving skills
• Strong supervisory and leadership skills
• Ability to adapt to the needs of the organization and employees
• Ability to prioritize tasks and to delegate them
• Thorough knowledge of employment-related laws and regulations
• Proficient with Microsoft Office Suite or related software
• Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems
• Managerial and supervisory experience in human resources management
• Advanced knowledge of human resource functions including employee relations, recruitment, learning and development
• Advanced knowledge of applicable rules and regulations
• Knowledge of industry best practices
• Ability to identify, organize and allocate resources
• Ability to work in a constant state of alertness in a safe manner

Qualifications: BA in Communication Studies with 7 years of experience

• Must have extensive and detailed technical expertise and application of relevant human resource principles, theories, and concepts
• Must be able to provide leadership and direction to staff and colleagues while representing the organization, internally and externally, as a spokesperson regarding human resources matters
• Ability to identify issues, analyze and interpret data and develop innovative solutions to a variety of unusually complex problems using a high degree of independent judgment
• Excellent analytical, verbal, and written communication skills to accurately document, report, and present findings to a variety of audiences including executive and senior management, senior external parties and government agencies
• Excellent interpersonal skills to influence and guide others
• Ability to effectively and efficiently initiate, plan, budget and manage projects
• Good knowledge of computer applications and operations pertinent to the field
• Able to maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law
• Ability to adapt to the needs of the organization and employees
• Ability to prioritize tasks and delegate them
• Thorough knowledge of employment-related laws and regulations
• Proficient with Microsoft Office Suite or related software
• Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems

Qualifications: BS in Human Services with 5 years of experience

• Experienced and seasoned HR professional, including thought leadership
• Background and successful experience working for a rapidly scaling MNC
• Able to navigate a complex matrix organisation
• Excited by challenging work and professional development, with evidence of continuous development
• Excellent interpersonal and influencing skills
• Able to drive quality, quick outcomes in an aggressively competitive market
• Strong coaching abilities supporting the leadership team on all matters, from people challenges to personal development
• Ability to use data to inform discussions, challenge and influence the business

Qualifications: BS in Public Administration with 2 years of experience

• Possess the ability to remain calm in stressful situations and deal well with conflict
• Strong communicator with the ability to listen to the needs of others
• Strong mediation and facilitation skills
• Possess strong morals and ethics and sound judgement
• Able to ensure confidentiality and privacy
• Ability to influence and facilitate change
• Able to align with City and Country’s educational and workplace philosophies
• Demonstrated ability to build trusting relationships and influence at all levels of the
• Strong strategic skills and the ability to act as a visionary for a company organization without direct authority
• Experienced in benefits administration including working with brokers to find affordable plans and ensuring ACA and COBRA compliance
• Demonstrated understanding of all HR functions and proven experience in driving a strategic workforce plan
• In-depth knowledge of labor laws and HR practices

Qualifications: BA in Industrial-Organizational Psychology with 4 years of experience

• Progressive business experience with an emphasis on organizational design, people, process, and strategy
• Demonstrated experience in developing and implementing change initiatives leveraging change management fundamentals
• Proven experience engaging in challenging discussions supporting collaboration through coaching, feedback, and recommendations on the fly
• Demonstrated excellence in oral and written communications
• Effective interpersonal skills with the ability to influence and lead others
• Proven ability to prioritize rapidly
• Ability to manage multiple projects simultaneously
• Able to work results-driven with a strong sense of urgency, excellent decision-making and analysis skills
• Proven change agent with the ability to navigate ambiguity in a fast-paced environment
• Ability to comfortably operate with a high level of autonomy
• Strong demonstrated communication skills and ability to influence employees and management at all levels
• Understands the need and can be a visible leader within the assigned business unit
• Highly developed consultative and negotiation skills
• Proven track record of sound judgment and decision-making
• Strong customer focus and demonstrated leadership ability, including solid coaching and counseling capabilities, interpersonal and team-building skills, and partnering abilities
• Ability to focus on strategy and execution
• Experience leading an organization through growth or other dynamic change

Qualifications: BA in Legal Studies with 8 years of experience

• Experience working in a complex/matrix organization in a large-scale company
• Strong business partnering skills and the capability to drive organizational effectiveness
• Business acumen to develop an HR approach to support business growth
• Proven track record of leading planning process with excellent organizational and collaboration skills
• Strong in data analysis and reporting
• Thorough knowledge of human resource management principles and best practices
• Good command of English
• Professional, careful, integrity and honesty
• Proficiency with data and data tools such as Excel 
• Ability to articulate problems and lay out a path to resolution to a variety of audiences, using a variety of methods
• Ability to think big picture, but also dive deep and understand the details
• Strong drive for results and a mindset of continuous improvement
• Experience in management and leadership roles with progressively larger responsibility
• Ability to build strong relationships with a variety of stakeholders and partners throughout the organization, at all levels
• Strong strategic planning abilities and critical thinking skills, ability to think in white space
• Clear and effective written and verbal communication and strong interpersonal skills

Qualifications: BA in Anthropology with 7 years of experience

• Progressive experience in all aspects of Human Resources
• Experience as the lead HR Business Partner for a business and experience supporting multiple business lines
• Experience operating in a highly matrixed organization environment
• Ability to influence across geographic/functional 
• Proven experience in developing strategic solutions and ability to plan, implement and deliver business results
• Excellent interpersonal and communication skills (both written and verbal)
• Ability to build positive professional relationships, influence leaders and use negotiation skills with various levels in the organization
• Successful management coaching experience, with a strong bias for timely action and results
• Shown success leading organizational change and redesigns in a customer and talent-centric manner
• Ability to influence and work within a global matrixed model
• Ability to gain trust, respect, and support through business knowledge and functional competence

Qualifications: BA in Philosophy with 5 years of experience

• Must have Certifications for Human Resource Professionals (PHR, SPHR) 
• Human Resource Generalist experience in a multi-location environment
• Ability to communicate orally and in writing in a clear and straightforward manner
• Ability to communicate effectively with executive management and company personnel
• Ability to effectively delegate and develop team members
• Ability to effectively plan/manage/lead projects
• Ability to supervise the work of others
• Ability to mentor, develop and motivate team members to the success of the department and business
• Ability to deal with the public in a professional manner
• Ability to maintain confidentiality of information
• Ability to make decisions and solve problems while working under pressure
• Strong PC skills and MS Office skills
• Ability to prioritize and organize effectively
• Ability to show judgment and initiative and to accomplish job duties
• Ability to work independently
• Ability to analyze and interpret data to build a business case
• Expert knowledge of local, state and federal employment laws and procedures
• Expert knowledge of recruitment trends and technologies
• Expert knowledge of wage and hour laws
• Expert project management skills
• Strong communication skills including public speaking
• Expert knowledge of staffing and employment practices
• Expert knowledge of employee relations procedures and applicable law
• Strong knowledge of the broadband services industry/subscription-based business model

Qualifications: BS in Marketing with 9 years of experience

• Human resources experience encompassing multiple specialties
• Must have Certification as a Senior Human Resources Professional
• Excellent interpersonal, written, and verbal communication skills
• Ability to listen to the needs of others
• In-depth knowledge of HR practices
• Strong leadership qualities to lead an HR team and fulfill an executive function
• Strong business and financial skills, including financial planning, budgeting and financial reporting
• Ability to remain calm in stressful situations and deal well with conflict
• Excellent organizational skills and the ability to multitask
• Strong morals and ethics and sound judgement
• Ability to effectively influence, build trust, communicate and interact with all levels of the organization
• Proven self-starter with foresight who can analyze issues and provide solutions
• Must be able to think and act strategically
• Comfort with ambiguity, uncertainty, and a rapidly evolving business landscape
• Outstanding execution and project management skills

Qualifications: BA in Public Policy with 6 years of experience

• Experience in human resources, compensation and benefits plan administration
• Experience in payroll processing using ADP Workforce Now or similar ADP products
• Experience supporting an international HR organization
• Proven track record of developing innovative talent strategies and initiatives and enhancing organizational culture
• Strong verbal and written communication skills
• Fluency in English and Thai
• Proven track record in multi-functional capacities as HR Director/HR manager
• Project management and change management knowledge
• Experience working in the Metrix organization
• HR Process and project management experience
• Experience in working across functional/business lines in a global organization
• Knowledge of HR and safety-related regulations and legislation

Qualifications: BS in Data Analytics with 5 years of experience

• Demonstrated track record of driving high organizational performance and high employee engagement
• Solid strategic thinker, with strong operational focus, good judgment and detail-oriented perspective
• Must be a well-organized, decisive and self-directed individual
• Strong ability to develop an organizational culture that fosters teamwork
• Excellent work organization skills, ability to appropriately set priorities, and manage multiple demands
• Ability to communicate effectively with diverse groups and to deliver high-quality written and verbal presentations
• Excellent oral and written presentation skills, as well as strong PC skills
• Must listen actively and accurately, and encourage input from others
• Must coach and correct constructively to improve the performance of team members
• Interpersonally savvy, relating well to diverse groups of people throughout the organization
• Able to build rapport and form constructive relationships
• Excellent at team building and motivating people
• Skilled at accomplishing goals through others
• Proficient at being a teacher, mentor and coach
• Ability to earn the trust of co-workers, maintain confidences, and put the organization’s interest above one’s self

Qualifications: BA in International Relations with 6 years of experience

• HR related experience where consulting, culture, performance management, training, general understanding of employment law, compensation and benefits, organization capacity and general human resources skills have been gained
• Working experience in driving talent and culture, backed by metrics and data
• Experience supporting Digital, eCommerce
• Strong oral, written and formal presentation skills
• Ability to communicate complex solutions and findings
• Effectively communicates to all levels of the organization using diplomacy and persuasive skills
• Proven experience in managing teams
• Ability to provide direction, understand resource capability and successfully drive results working with direct reports, dotted line and/or internal or external resources
• Demonstrated track record as a proactive, trusted advisor/thought leader in an organization, particularly around strategic issues to drive results
• Experience in cybersecurity and/or technology industries
• Demonstrated experience working across large, matrix-style organizations
• Demonstrated experience leading a team of HR professionals and a track record of coaching, mentoring and developing talent
• Well-developed experience in change management and proven skills in driving major change programs in complex environments
• Exceptional stakeholder management skills that include the ability to influence and challenge leaders on operational and strategic initiatives

Qualifications: BS in Labor Studies with 5 years of experience

• Ability to link human resources strategies and tactics as a driver and influencer of business performance
• Comfortable operating in a highly matrixed organizational environment
• Comprehensive HR experience, including a complete understanding of and hands-on exposure to the full mix of HR functions in a global environment
• Experience with continuous improvement approaches (Lean Manufacturing, Six Sigma, Practical Process Improvement, etc.)
• Experience leading significant change management initiatives to successful outcomes
• Self-motivated with a strong bias for action
• Must possess excellent verbal and written communication skills
• Strong project management skills
• Strong presentation skills with experience presenting to senior leaders
• Strong strategic thinking and analytical skills
• Be able to run a profitable lemonade stand
• Understand how to embrace diversity and leverage
• Be able to deal with the issues that arise when navigating in unknown terrain
• Understanding that humans are pattern-sensing and meaning-making creatures

Qualifications: BS in Finance with 4 years of experience

• Basic knowledge of workforce planning and organizational design
• Ability to sell HR solutions to the business, trusted advisor, small group facilitation, coaching skills, project input and delivery
• Good team player with basic management skills
• Customer oriented, approachable and strong interpersonal skills, basic coaching skills
• Excellent organization and problem-solving skills
• Strong written and verbal communication skills, presentation and facilitation skills
• Ability to adapt to a fast pace and an agile working environment 
• Good understanding of FMCG/ consumer goods industry and digital landscape
• Familiar with a commercial environment
• Fluent in English and Mandarin (written and spoken)

Qualifications: BS in Public Administration with 3 years of experience

• Strong interpersonal, emotional intelligence skills
• Ability to handle conflict head-on in a sensitive and tactful manner
• Possess a collaborative, detailed, and strategic working style
• Strong problem-solving and analytical skills
• Experience developing and implementing training, learning, and development programs
• Strong employee relationship approaches and investigation experience
• Experience evaluating and implementing compensation philosophy and total rewards
• Proven knowledge of HR tools, including Adobe Sign, SAP SuccessFactors, Greenhouse, and more
• Experience interfacing with executive and senior-level management
• Proven team management and leadership skills
• Strong written and verbal communication and presentation skills
• Excellent drive and initiative, and a sense of personal accountability
• Familiar and experienced in CA and GA Employment Law

Qualifications: BS in Human Services with 4 years of experience

• Able to be a team leader with excellent management skills
• Strong customer orientation, coaching and mediation skills
• Presentation and facilitation skills to all employees including senior management
• Strong, convincing, and influential skills
• Progressive experience in a multinational company, ideally with experience in HR Management, Rewards, Talent or business function
• Proven strategic HR partner who supported business partners and contributed to the further development of standard global HR tools and programs
• Experience in handling complicated employee relations issues (including union drives/organizing attempts, discrimination claims, sexual harassment investigations)
• Professional experience in managing human resources programs, to include supervisory experience
• Must have basic computer proficiency
• Experience in NEOGOV and SCEIS, Society of Human Resources (SHRM) certification

Qualifications: BA in Political Science with 3 years of experience

• Progressive HR experience, ideally with a blend of HR Business Partner and COE experiences
• Deep experience with complex incentive designs across short-term, long-term and executive incentives and in a variety of industries
• Experience across industries, including multi-unit, multi-state, and multi-functional organizations
• Must be able to think strategically, identify key business issues, and generate actionable solutions from insights
• Knowledge of local, state, and federal employment laws and regulations
• High level of integrity and demonstrated ability to handle sensitive and confidential information professionally
• Excellent oral, written communication, presentation and facilitation skills
• Ability to effectively organize, prioritize, implement, manage and independently lead a team
• Expert proficiency with Microsoft Excel, and proficient in other Microsoft Office products

Qualifications: BS in Industrial Relations with 2 years of experience

• Experience in a fast-paced business environment with a high level of curiosity in learning how business works and where it is going
• Fluent in English and local dialects
• Previous international HR experience in a multinational corporation
• Able to adapt to working in matrix and multicultural environments
• Proven record of successful mentoring, supervision or management of personnel
• Excellent attention to detail and focus on quality
• Able to work with minimal guidance
• Detail-oriented with the ability to think strategically
• Capable of constructively resolving conflict
• Able to work within a team in an open and professional manner
• Exceptional communication skills and computer literacy
• Sound planning, prioritizing and organizational skills
• Must have professional certifications (SHRM, CIPD, Change Management, etc.) 

Qualifications: BS in Business Administration with 5 years of experience

• Human resources experience in the Human Resources Generalist area
• Previous talent acquisition experience
• Solid understanding of employment laws and regulations
• Previous management experience, including responsibilities for hiring, training, assigning work and managing the performance of staff
• Progressive HR experience including people management
• Demonstrates strong HR sensibility and critical thinking
• Ability to prioritize in a fast-paced, multi-dimensional environment
• Outstanding organizational, communication and interpersonal skills
• Excellent written and verbal communication skills
• Ability to interact with all levels of the organization including senior leadership and retail associates

Qualifications: BA in Organizational Leadership with 3 years of experience