Job Summary: 

• Responsible for staffing needs of the company, including recruitment, interviewing, skill-testing, hiring and training to ensure the hiring and successful onboarding of high-quality employees
• Develop corporate plans for a variety of HR matters such as compensation, benefits, health and safety
• Indirectly supervises 50+ employees throughout the company and carries out supervisory responsibilities by the organization's policies and applicable laws
• Administers and updates company-wide human resources policies, procedures, and practices by corporate objectives and federal and state legal compliance
• Implements and coordinates skill-assessment strategies, training and coaching programs, career development, performance appraisal process, compensation systems, and benefit programs
• Formalize organizational charts and position descriptions that include skill qualifications and KPIs
• Coordinates employee-relations activities and programs including but not limited to employee counseling, interpretation of policies, new employee orientation, and employee recognition programs
• Analyzes data, prepares reports, and makes recommendations on HR budget and a variety of human resources issues to management
• Responsible for implementing risk management procedures that will proactively address any inquiries and regulatory audits regarding HR policies, procedures, and programs
• Reviews employee relations issues and recommends appropriate responses to management
• Responsible for all matters relating to the profit-sharing

Skills on Resume: 

• Recruitment Strategy (Hard Skills)
• Policy Compliance (Hard Skills)
• Employee Supervision (Soft Skills)
• Training Development (Hard Skills)
• Performance Appraisal (Hard Skills)
• Career Coaching (Soft Skills)
• Data Analysis (Hard Skills)
• Employee Relations (Soft Skills)

Job Summary: 

• Partner with leaders to establish plans and deliver solutions to achieve strategic business initiatives and deliver results
• Focused on organizational effectiveness, workforce planning, talent and overall business performance
• Provide leadership to the team and support functions including coaching, mentoring, and professional development for the company
• Collaborate with the Talent Acquisition Team in a positive and proactive way
• Guide leaders and the entire management team regarding established laws, policies, and practices
• Develop HR plans and strategies to support the achievement of the overall business objectives
• Effectively resolve more difficult disputes using highly refined functional, partnering and leadership skills
• Conduct wage and salary analysis
• Reinforce a service-oriented culture focused on employee engagement, quality, patient safety, service excellence, and fiscal responsibility

Skills on Resume: 

• Workforce Planning (Hard Skills)
• Organizational Effectiveness (Soft Skills)
• Leadership Support (Soft Skills)
• Talent Acquisition (Hard Skills)
• Policy Guidance (Hard Skills)
• Dispute Resolution (Soft Skills)
• Compensation Analysis (Hard Skills)
• Employee Engagement (Soft Skills)

Job Summary: 

• Partner with business leaders and teams to identify opportunities, develop solutions and strategies, and ensure results and impact
• Research, develop, and implement competitive compensation, benefits, performance appraisal, and employee incentive programs
• Create and manage a new hire orientation program and onboarding processes
• Ensure new hires and their hiring managers are supported and successful
• Create, establish, maintain, and oversee programs and services 
• Support retention and engagement including new manager onboarding and HR system training
• Responsible for the annual performance management program
• Revamping, developing, implementing and utilizing best practices and system training
• Responsible for the System of Record and accuracy of all daily transactions
• Monitor human resources compliance for the organization
• Maintain knowledge and understanding of regulations, laws and industry best practices
• Ensure compliance with all applicable international, federal, state, and local employment laws
• Enforces management guidelines by preparing, updating, and recommending human resource policies and procedures

Skills on Resume: 

• Strategic Partnership (Soft Skills)
• Compensation Design (Hard Skills)
• Onboarding Process (Hard Skills)
• Retention Support (Soft Skills)
• HR Compliance (Hard Skills)
• System Management (Hard Skills)
• Performance Management (Hard Skills)
• Policy Development (Hard Skills)

Job Summary: 

• Direct the development, delivery and evaluation of the HR strategy in alignment with the organization’s strategic plan
• Manage the implementation of organization-wide HR projects to ensure sound methodology of planning, resourcing, organizing, objective setting and deliverables for a given project, such as HRIS implementation
• Manage the day-to-day employment life cycle processes, including wide recruitment, hiring, onboarding, training and development, performance management, attendance management, discipline and termination
• Ensure HR processes are compliant with all relevant labor and employment legislation
• Develop and implement processes and policy changes to enhance HR services
• Coach, develop and train leaders to provide effective leadership to employees
• Promote positive employee relations practices by responding to issues, coaching employees and conducting culture audits
• Support the Giving Back Programs, including the employee volunteer program
• Responsible for growing and developing the Business Internship and Alumni Programs
• Assess total compensation including rewards and incentives, to support effective employee recognition and retention initiatives
• Manage and oversee payroll processing, benefits and pension programs, working with third-party suppliers and benefits brokers
• Ensure the security and confidentiality of all official HR records and files
• Manage and create development opportunities for the HR Coordinator and Administrative Assistant/Receptionist

Skills on Resume: 

• HR Strategy (Hard Skills)
• Project Management (Hard Skills)
• Lifecycle Management (Hard Skills)
• Labor Compliance (Hard Skills)
• Leadership Coaching (Soft Skills)
• Employee Relations (Soft Skills)
• Compensation Planning (Hard Skills)
• Team Development (Soft Skills)

Job Summary: 

• Lead and deliver the people's agenda
• Creating strategy and an execution plan for all people-related topics including Talent Acquisition, Talent Management, Career Development, Compensation and Benefits, Employee Engagement and Retention
• Standardize and develop HR policies, processes, and procedures and be responsible for the implementation
• Initiate and constantly improve the quality of people and organisational development plans to make sure the company's vision and goals are in line with people's capabilities and development programmes in place
• Manage Performance Management activities to drive the employees' productivity to be aligned with KPIs schemes
• Provide strategic HR guidance to the executive leadership team
• Implement policies for Compensation and Bonus/Equity structure
• Create, lead and implement a formal performance review process
• Manage communication programs across the organization at all levels
• Put together programs for talent acquisition, talent retention, and employee growth
• Oversee all employee engagement programs

Skills on Resume: 

• People Strategy (Soft Skills)
• Talent Management (Hard Skills)
• Policy Implementation (Hard Skills)
• Org Development (Soft Skills)
• Performance Alignment (Hard Skills)
• Executive Guidance (Soft Skills)
• Compensation Policy (Hard Skills)
• Employee Engagement (Soft Skills)

Job Summary: 

• Align business and HR strategy in a highly matrixed, global environment
• Establish and implement short-term and long-term strategies to drive business growth and results
• Active coach and counsel to the Vice President, Procurement and Vice President, Supply Chain Planning and Logistics, Vice President Engineering and F.E., and Vice President HS&E
• Partner with SBU HR and One-Country teams on HR aspects of key business processes, including strategic planning (STRAP), annual operating plan (AOP) and management resource review (MRR)
• Lead key HR processes including talent development, performance management, and compensation planning, with support from the HR Centers of Excellence (COE)
• Create an environment of positive employee relations, keep confidentiality, establish trust and credibility, and be seen by employees
• Balance business needs with employee needs, and spend significant time interfacing directly with the client base
• Manage talent acquisition, assessment, development, and retention
• Drive organizational effectiveness and change initiatives
• Lead organizational efficiency initiatives right and fast, enabling the business to meet financial commitments
• Foster employee retention and engagement
• Understand the functional employee experience, especially in manufacturing sites, to drive the right actions to improve retention and engagement
• Drive and support operational excellence through Honeywell Operating System (HOS)

Skills on Resume: 

• HR Strategy (Hard Skills)
• Business Growth (Soft Skills)
• Executive Coaching (Soft Skills)
• Cross-Team Alignment (Soft Skills)
• Talent Development (Hard Skills)
• Employee Relations (Soft Skills)
• Change Management (Hard Skills)
• Organizational Effectiveness (Hard Skills)

Job Summary: 

• Develop a strategy for maintaining a strong and healthy employment relationship at the workplace while building an effective HR (employability) brand for the entire Galpin organization
• Advise, counsel, and help executives, leaders, and departmental managers with employee complaints, conflict resolution, written and verbal counseling, training, etc.
• Coordinate with Galpin’s Legal Department to assist with the formation of policies governing wages, pay plans, benefits, privacy, personnel records, and environmental health and safety
• Oversee and improve processes related to pre-employment testing, reference checking, background checks, employee surveys, time keeping, required training, maintenance of employee files, and HR-related databases
• Processing employee benefits and work compensation claims, answering queries regarding leave, and submitting reports to regulatory agencies
• Investigate and solve problems related to grievances, settlement of disputes, disciplinary cases, investigations, collective bargaining, employment-related lawsuits, demands, mediations, and Labor Board / DLSE hearings
• Design and complete assessments and audits for compliance with various internal HR policies as well as state and federal statutory/regulatory requirements
• Constantly think of new and creative ways to support employees and their families

Skills on Resume: 

• Employer Branding (Soft Skills)
• Conflict Resolution (Soft Skills)
• Policy Advisory (Hard Skills)
• Process Improvement (Hard Skills)
• Claims Management (Hard Skills)
• Grievance Handling (Soft Skills)
• Compliance Auditing (Hard Skills)
• Employee Support (Soft Skills)

Job Summary: 

• Provide a comprehensive range of HR strategies across a domestic and global landscape 
• Act as an essential business partner to executive and senior leadership
• Proactively conducts an organizational assessment and identifies opportunities to stabilize and optimize HR performance 
• Hands-on contributor in driving Organizational Development and corresponding change management to achieve maximum efficiency  
• Participates in the ongoing development and refinement of HR policies with a perspective of scale
• Builds strong relationships with management
• Maintain extensive knowledge of federal, state, and local law and regulations
• Contributes to meeting successful milestones related to HR projects
• Execute a wide range of Human Resource functions with a Generalist perspective to meet the needs of the business including tactical/strategic HR administration and high-level HR representation in internal/external proceedings
• Strong leader, mentorship, and relationship building with a direct team including managers and generalists level 
• Responsible for the development and management of the Human Resources budget
• Responsible for the company's Human Resources function through the employee lifecycle from hire to termination, including investigations, corrective action, performance improvement, and other related tasks, with an emphasis on achieving superior results 

Skills on Resume: 

• Global HR Strategy (Hard Skills)
• Executive Partnership (Soft Skills)
• Org Assessment (Hard Skills)
• Change Management (Hard Skills)
• Policy Development (Hard Skills)
• Relationship Building (Soft Skills)
• Legal Knowledge (Hard Skills)
• HR Leadership (Soft Skills)

Job Summary: 

• Support and execute the strategic direction of HR, including the implementation of high-value-added HR processes that support business goals
• Partner and coach managers on positive collaboration with their staff
• Oversee the recruitment process for all open reqs
• Implement strong talent acquisition strategies and sustained programs for continued robust month-to-month hiring of corporate and field staff
• Act as a change agent for key business initiatives and as an advocate in the communication of HR changes
• Formulate partnerships across the business to deliver value-added service to management and employees that reflect the business objectives of the organization
• Use data-driven HR business insights to provide solutions and recommendations to management
• Support and execute the strategic direction of HR, including the implementation of high-value-added HR processes that support business goals and objectives
• Directs the enforcement of all company policies and procedures
• Oversees timesheet procedures for Hourly, Salary and Consultant Employees
• Directs and oversees the confidential management and maintenance of employee payroll records
• Directs and participates in payroll preparation, including supervising the coordination of activities with the information systems department
• Direct and oversee New Hire Orientation, Employee Benefits, Recruitment, Maintain Personnel Files, Employee Classifications, Employee Events
• Analyze and interpret periodicals, professional journals and government regulations and changes in legislation as pertinent to Human Resource laws and practices
• Provide consultation on the personnel implications of planned changes in Management policy or programs, and the effects on the organization of economic or market trends
• Direct the efforts, develop and empower the HR team to maximize their full potential and increase efficiency and productivity
• Provide leadership development and programs accordingly
• Executive coaching, including strategic planning, various skills assessments, and development tools administered for supervisory, career pathing, and succession planning

Skills on Resume: 

• HR Strategy Execution (Hard Skills)
• Manager Coaching (Soft Skills)
• Recruitment Oversight (Hard Skills)
• Talent Acquisition (Hard Skills)
• Change Advocacy (Soft Skills)
• Business Partnership (Soft Skills)
• Data-Driven Insights (Hard Skills)
• Policy Enforcement (Hard Skills)

Job Summary: 

• Contribute to the development and execution of HR strategies and successfully execute against the HR plan
• Successfully drive key HR processes including Performance Management, Career Development, Talent Planning, Training and more, and use these activities as a platform for further influencing and enabling positive change within the organization
• Understand the business plans and guide the organization and job design to meet the business needs
• Drive the strategy for acquiring new sets of skills and capabilities
• Engage with leaders and employees to help shape the desired culture, and be the Employee Champion for the facility
• Proactively identify major people and organizational issues and build effective, scalable and lasting solutions
• Partner and consult with managers frequently, to identify and assess human resource needs and identify opportunities for improving employee and organizational performance
• Provide coaching to business leaders on complex employee relations issues
• Partner with other Regional HR Leaders and the Center of Excellence to develop policies, programs and tools to enhance organizational capability and implement within the locations
• Provide timely feedback on effectiveness and value to the business
• Lead talent planning initiatives and work with location management to identify internal high-potential talent, driving the delivery of local development programs
• Support business unit talent reviews and succession planning
• Design and implement retention strategies focusing on key leaders and individuals with core competencies or skills critical to the organization
• Implement total reward programs within the unit to drive achievement of and support business goals
• Develop initiatives for local engagement and partnerships with universities and associations to best enhance creativity, learning and development for the location
• Implement key human resource metrics to measure the effectiveness of programs and initiatives, and dashboard development

Skills on Resume: 

• HR Strategy (Hard Skills)
• Talent Development (Hard Skills)
• Org Design (Hard Skills)
• Skill Acquisition (Hard Skills)
• Culture Shaping (Soft Skills)
• Problem Solving (Soft Skills)
• Leadership Coaching (Soft Skills)
• Retention Strategy (Hard Skills)

Job Summary: 

• Partners with the agency’s Talent Recruiter to secure the best and brightest talent by providing background checks and securing the necessary onboarding paperwork
• Manages staff that enter and update payroll records in HRIS, validates and assures timely completion of payroll
• Reconcile the Omnicom netting statement invoice for H&W charges
• Ensures the agency’s compliance with all state and federal employment laws
• Ensures that information and training are in place for employee and management understanding and compliance with state and federal employment regulations
• Provides expertise and advises the agency’s senior leadership in current and possible future policies, practices, trends, technology, and information that will affect the agency
• Manages unemployment claims administration and serves as the company's representative at unemployment compensation hearings
• Process EDD Benefit audits
• Supports an environment of positive employee morale, job satisfaction, and positive attitude toward management and its goals and objectives
• Provides accurate and timely statistical reports to management for employment data covering historical, current status and forecasting
• Ensures all employee records are well documented, accurate, maintained and easily retrievable
• Oversees HR staff team with benefit enrollment including health, dental, retirement (401k plan)
• Oversees HR staff team for all payroll processing (ADP Workforce Now)
• Make recommendations and provide guidance
• Develop, revise, and/or publish and implement policies and programs
• Foster a positive employment attitude toward organizational goals
• Direct and oversee immigration processing of H1B visas and Green Cards and other such immigration status

Skills on Resume: 

• Talent Onboarding (Hard Skills)
• Payroll Management (Hard Skills)
• Legal Compliance (Hard Skills)
• Leadership Advisory (Soft Skills)
• Claims Handling (Hard Skills)
• Employee Relations (Soft Skills)
• Benefits Administration (Hard Skills)
• Policy Development (Hard Skills)

Job Summary: 

• Manage the overall HR functions to identify HR service needs based on short-term and long-term workforce planning, business needs and employee needs
• Identify effective staffing strategies to meet the workforce requirements of ad hoc business projects/programs
• Build a talent pipeline working with business units and functional departments based on the agreed-upon OD process
• Formulate policies and procedures by ensuring they comply with labour laws and local regulations
• Identify employee training and development needs to support long-range business growth
• Build a high-performance culture to support rapid and steady business growth by launching performance management processes and organization development interventions
• Identify the best fit compensation benefit positioning and ensure it is market competitive for attracting and retaining good performers
• Adopt a systematic approach to build an effective compensation and benefit structure and philosophy
• Promote and drive a multi-channel employee communication strategy for the elimination of communication gaps across all work units
• Coordinate with corporate leadership and provide direction to the corporate HR team to facilitate the delivery of the talent management process for management and employees
• Oversee investigations and the resolution of employee issues/concerns for the corporate office
• Partner with senior leadership to foster an employee-oriented culture that emphasizes continuous improvement, teamwork, and high performance
• Develop programs designed to encourage a positive, issue-free work environment

Skills on Resume: 

• Workforce Planning (Hard Skills)
• Staffing Strategy (Hard Skills)
• Talent Pipeline (Hard Skills)
• Policy Compliance (Hard Skills)
• Training Needs (Hard Skills)
• Culture Building (Soft Skills)
• Compensation Design (Hard Skills)
• Employee Relations (Soft Skills)

Job Summary: 

• Supporting and supervising a recruiting and operations team
• Implementing HR strategies that support business objectives
• Forecasting staffing needs and implementing recruiting strategies to address
• Drive diversity and inclusion objectives in all recruiting and retention efforts
• Manage performance review platform and process, coaching managers
• Maintaining employee records and HRIS updates
• Designing onboarding and termination processes
• Mitigating risk and liability to the company, ensuring compliance with appropriate laws and regulations in a multi-state organization
• Managing HR/People Operations budgets, negotiation of vendors and platforms
• Planning for annual open enrollments and changes to benefits plans that best serve the employee demographic and competitive recruiting market
• Creating job descriptions and adjusting organizational structure
• Create and implement employee relations policies to help increase employees' job satisfaction and engagement

Skills on Resume: 

• Team Supervision (Soft Skills)
• HR Strategy (Hard Skills)
• Staffing Forecast (Hard Skills)
• Diversity Focus (Soft Skills)
• Performance Management (Hard Skills)
• HRIS Maintenance (Hard Skills)
• Risk Mitigation (Hard Skills)
• Employee Engagement (Soft Skills)

Job Summary: 

• Implement hiring practices in compliance with laws, regulations to ensure adequate staffing at all levels within the organization
• Recruits, interviews and selects employees to fill vacant positions
• Design programs to help retain employees and track the rate of turnover
• Coordinate wage-benefit surveys for production employees
• Directs the performance management program for salaried employees
• Administer and advise on all company benefit questions
• Provides employees with up-to-date benefit information
• Assesses employee-training needs and develops and delivers training programs for all employees
• Provides specific corporate-sponsored training programs
• Counsels employees/supervisors to resolve company-related problems that affect their performance
• Develops safety policies and procedures to assure legal compliance for OSHA, records and training requirements
• Workers’ compensation case management, which includes coordinating treatment and return to work for injured employees
• Consults legal counsel to ensure that policies comply with federal and state law
• Oversees EEOC/Affirmative Action compliance

Skills on Resume: 

• Hiring Compliance (Hard Skills)
• Talent Acquisition (Hard Skills)
• Retention Strategy (Soft Skills)
• Benefits Administration (Hard Skills)
• Performance Program (Hard Skills)
• Training Delivery (Hard Skills)
• Employee Counseling (Soft Skills)
• Safety Compliance (Hard Skills)

Job Summary: 

• Collaborate with Operational leaders on safety, workers' compensation and return to work processes
• Develop and manage a unified and engaged HR team around a shared vision
• Ensure the team closely collaborates with the business to create value, serve customers and solve problems
• Partner with managers by providing Human Resources direction, advice and counsel
• Work progressively within the union environment, implementing terms of Collective Bargaining Agreements related to the employment life cycle of union employees
• Develop relationships with external partners, including brokers, TPAs, industry associations, union business agents, and training partners
• Guide management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines
• Communicating and enforcing organizational values, business goals and culture
• Maintain knowledge of industry trends and employment legislation
• Complies with federal, state, and local legal requirements by studying existing and new legislation, anticipating legislation, and enforcing adherence to requirements
• Develop organizational strategies by identifying and researching human resources issues
• Contributing information, analysis, and recommendations to the organization's strategic thinking and direction
• Establishing human resources objectives in line with organizational objectives
• Development of a superior workforce with a family-oriented company culture that emphasizes quality, continuous improvement, and high performance
• Deliver results with integrity and great customer service when interacting with co-workers, employees, customers, suppliers, subcontractors and the public

Skills on Resume: 

• Safety Partnership (Soft Skills)
• Team Leadership (Soft Skills)
• Business Collaboration (Soft Skills)
• Union Relations (Hard Skills)
• Policy Development (Hard Skills)
• External Partnerships (Soft Skills)
• Legal Compliance (Hard Skills)
• Workforce Strategy (Hard Skills)

Job Summary: 

• Build a data-driven human resources organization that will support the company in this phase of rapid growth and expansion
• Formulate and execute the people strategy, including recruiting, diversity, performance management, learning and development, employee engagement, compensation, benefits, retention, compliance and culture initiatives
• Grow and manage people operations, recruiting and office management teams
• Implement and iterate on HR systems and processes to support a workforce that will scale from 150 to 400 employees domestically within the year
• Serve as a strategic business partner to the executive leadership team
• Develop strong, proactive, collaborative working relationships across the organization
• Regularly meet with department heads and people managers to understand the functional and business goals and initiatives and provide insight, flexible and innovative solutions and best practices to help drive performance and growth
• Utilize a data-driven approach to identify trends and recommend proactive solutions to increase performance and retention
• Establish scalable solutions empowering leaders to be better managers and develop programs that prepare high-potential employees

Skills on Resume: 

• Data-Driven HR (Hard Skills)
• People Strategy (Hard Skills)
• Team Management (Soft Skills)
• HR Systems (Hard Skills)
• Executive Partnership (Soft Skills)
• Cross-Functional Collaboration (Soft Skills)
• Performance Solutions (Hard Skills)
• Leadership Development (Soft Skills)

Job Summary: 

• Ensure appropriate policies and processes are in place to meet all legal obligations (company, local, state, and federal), minimize organizational risk, and provide a safe and secure work environment for employees
• Focused on external recruitment, balancing short-term and long-term talent planning, onboarding and diversifying talent levels
• Manage the performance review process
• Partner with business leaders to ensure employees are aware of broader organizational priorities
• Reinforce a constant feedback culture
• Review, guide and advise management regarding hires, promotions, transfers, and terminations
• Creates and maintains Modern Pest Services' specific organizational materials and documents including organizational charts, policies, programs, procedures, etc.
• Responsible for ensuring compliance with and advising managers on all federal, state, and company-specific regulations including wage and hour, DOT, sexual and workplace harassment, equal employment, discrimination, etc.
• Serve as a link between management and employees in resolving employee questions, employee complaints, and other workplace concerns/needs
• Advise business leaders on change management, performance issues, responding to team members or community concerns, compliance or ethics investigations, etc.
• Implement programs to recognize service and celebrate achievement by team members
• Develop and drive HR programs and initiatives within assigned areas (e.g., comp programs, benefits, talent acquisition, recognition, engagement, performance management, workforce planning, culture, organizational change, etc.)
• Conduct ongoing position budgeting review and ensure that staffing plans are aligned with span of control, productivity metrics, budgeted allocations, etc.

Skills on Resume: 

• Policy Compliance (Hard Skills)
• Talent Planning (Hard Skills)
• Performance Reviews (Hard Skills)
• Feedback Culture (Soft Skills)
• HR Advisory (Soft Skills)
• Org Documentation (Hard Skills)
• Employee Relations (Soft Skills)
• Change Management (Hard Skills)

Job Summary: 

• Leads the HR/Admin department on various programs including employee relations, compensation/salary planning, benefits/HRIS, performance management, employee relations, recruitment, employee engagement and culture building activities
• Analyzes current HR programs and trends to evaluate effectiveness and recommends new approaches, policies, and procedures to effect continual improvements in the efficiency of the department and services performed
• Serves as a trusted advisor to the President on employee and workplace culture matters
• Serves on the Operations Group
• Liaise with the Human Resources department at ESCO Technologies, such as serving on the ESCO Foundation board and regular communications with other subsidiary HR leaders
• Works with senior managers on succession planning, diversity and inclusion, coaching/mentor programs, training and development
• Guides Senior HR Generalists
• Recommends new approaches, policies, and procedures to effect continual improvements in the efficiency of the department and services performed
• Works in collaboration with a team to set HR Department goals, objectives and systems
• Oversees the performance appraisal system
• Works closely with finance/payroll teams
• Report to management and provide decision support through HR metrics
• Improves the efficiency of HRIS and HR Processes
• Effectively communicates NRG’s HR policies and procedures
• Serves as a liaison to the Payroll Department regarding benefit deduction adjustments and other Payroll Department data changes and HRIS/Payroll system integration issues
• Represents NRG to the local community and the wind industry at certain public functions
• Upholds NRG ethics and values to their highest standards
• Maintains a maximum level of confidentiality and respect for individuals

Skills on Resume: 

• HR Leadership (Soft Skills)
• Program Evaluation (Hard Skills)
• Executive Advising (Soft Skills)
• Succession Planning (Hard Skills)
• Policy Improvement (Hard Skills)
• HR Metrics (Hard Skills)
• Process Optimization (Hard Skills)
• Community Representation (Soft Skills)

Job Summary: 

• Leads and develops strong HR teams throughout the Family of Companies
• Participates in and supports the establishment of long-range objectives of HR programs and policies
• Understands, utilizes, and promotes systems/processes within CE that impact the HR function
• Partners with the HR Benefits and Services group to establish benefits and compensation programs
• Serves as the HR expert and administrator for HR modules within the UKG system, including build, maintenance, and administration
• Partners with HRIS on system set-up and rollout of new HR capabilities
• Serves as an expert resource to the organization on HR issues and multi-state operations
• Acts as a liaison for and provides guidance to HR team members, strategic partners, and all staff on specific/complex issues
• Acts as a catalyst to integrate the Family of Company systems into all business units within the FoC
• Maintains a departmental skills matrix for all HR employees, and evaluates team members against the matrix
• Leads the effort to implement Leadership Standard Work for the HR team
• Uses Lean principles to drive waste out of the HR function
• Works closely with DHHS, The SOURCE, and staffing organizations to ensure the success and compliance of staffing efforts, the Welfare-to-Career program, returning citizens, and other social capital initiatives
• Acts as a consultant to managers regarding employee policy and strategic issues
• Leads special projects, task forces, forums, and teams
• Support the rollout of Talent Acquisition functions across the FOC, the evidence-based selection, recruitment process and training, all appropriate retention reporting, associated and direct hiring events
• Provides appropriate hiring and retention reporting associated with direct hiring events to community partners
• Establishes and maintains departmental metrics and goals, along with progress reports on events
• Provides HR representation on the senior operations team
• Participates in the compensation committee and the fiduciary committee
• Leads HR Forum (company-wide HR Operations and Department of Business Services staff)
• Leads weekly HR Operations meetings for multiple sites
• Provides leadership in the development of internal HR seminars, competencies, knowledge, and skills
• Leads and manages department A3 to determine priorities, scope of work, and timelines

Skills on Resume: 

• HR Team Development (Soft Skills)
• Strategic Planning (Hard Skills)
• System Administration (Hard Skills)
• Multi-State Compliance (Hard Skills)
• Lean HR Practices (Hard Skills)
• Community Partnerships (Soft Skills)
• Project Leadership (Soft Skills)
• Talent Acquisition (Hard Skills)

Job Summary: 

• Design and implement a complete end-to-end HR management process with best-in-class technology to enable fast growth
• Grow and scale up teams across the whole organization
• Designing employee experience frameworks from engagement surveys, development journeys, feedback and training opportunities
• Bring performance management to the next level
• Build programs to increase performance and motivation across all teams and offices
• Driving a culture of safe feedback and inclusivity and belonging
• Implement a process enabling a candidate’s flow
• Building a dedicated team of world-class Recruitment, People Operations and Workplace management experts
• Implement a best-in-class People and Culture policy
• Participates as a New Employee Orientation facilitator for HR and diversity-related segments
• Participates in the strategic planning process and leads annual planning for HR
• Integrates and communicates strategic focus
• Participates in the strategic planning process
• Integrates and communicates strategic focus
• Informs top management of employment trends and developments
• Provides advice and counsel
• Supervises HR Operations staff
• Monitor talent acquisition and people-related KPIs to identify optimization needs and support strategic planning

Skills on Resume: 

• HR Process Design (Hard Skills)
• Team Scaling (Soft Skills)
• Employee Experience (Soft Skills)
• Performance Strategy (Hard Skills)
• Cultural Inclusion (Soft Skills)
• Recruitment Flow (Hard Skills)
• People Policy (Hard Skills)
• KPI Monitoring (Hard Skills)

Job Summary: 

• Data-driven process creation, coaching on team leadership, helping to resolve employee relations issues, and managing programs that help develop staff
• Develop HR strategies, identify appropriate solutions and ensure their implementation within the broader HR guidelines and framework of Illusive
• Be proactive in identifying people issues and trends within the business and work together with key stakeholders to formulate and implement solutions
• Conduct organizational and talent assessments
• Develop a talent strategy and pipeline for staff and build workforce capability
• Responsible for data entry into the HR systems
• Support current and future business needs through the development, engagement, motivation, and preservation of team members
• Develop and monitor overall HR strategies, systems, tactics, and procedures across the organization
• Develops deep stakeholder relationships and organisational commercial knowledge
• Ensures, through effective workforce planning, that recruitment is delivered in line with business needs while positioning the resort as an employer of choice
• Manages employee relations, balancing employee, leadership and company interests
• Minimize risk to the resort while maintaining a positive workplace culture and operations
• Supports change management programs and initiatives across the teams and influences stakeholders
• Ensures all employees are equipped to deliver in their roles by providing the right training intervention

Skills on Resume: 

• Process Creation (Hard Skills)
• Leadership Coaching (Soft Skills)
• Talent Strategy (Hard Skills)
• Workforce Planning (Hard Skills)
• Stakeholder Relations (Soft Skills)
• Employee Development (Soft Skills)
• Risk Management (Hard Skills)
• Change Support (Soft Skills)

Job Summary: 

• Manage all aspects of HR including recruiting new talent, performance management, training, people development, etc.
• Partners with the leadership team to understand and execute the organization's human resource and talent strategy, particularly as it relates to current and future talent needs, recruiting, retention, and succession planning
• Responsible for the full-cycle recruitment process- from sourcing, crafting profiles and phone interviewing to in-depth behavioral interviews and issuing an offer
• Develop and maintain innovative sourcing channels and recruitment campaigns
• Overall control of the Onboarding process of new employees
• Work alongside managers across departments to coach and train them on the employee experience lifecycle and performance management
• Lead top candidate experiences, innovative recruiting and brand initiatives to create strong employer branding both internally and externally
• Build training and organizational development programs for both employees and management
• Create and update HR policies and procedures, ensuring compliance with all relevant employment laws and regulations
• Counsels management in preparation for employee terminations and participates in termination meetings
• Leverage internal and external data to tell compelling stories to drive insights and inform better decision making

Skills on Resume: 

• Talent Acquisition (Hard Skills)
• Succession Planning (Hard Skills)
• Recruitment Campaigns (Hard Skills)
• Onboarding Process (Hard Skills)
• Manager Coaching (Soft Skills)
• Employer Branding (Soft Skills)
• Training Programs (Hard Skills)
• HR Compliance (Hard Skills)

Job Summary: 

• Provides excellent leadership and management for site HR teams
• Guides complex employee relations matters, primarily involving issues related to ADA accommodations, medical leaves, policy interpretation, discipline, hiring/firing, unemployment, and safety and workers' compensation
• Coordinates company response to government agency charges, investigations, and lawsuits in partnership with both internal and external stakeholders
• Conduct and/or guide internal investigations related to violations of company policy
• Stays on top of developments in employment and labor law at the federal, state, and local levels (OR and AZ primarily, but small populations of employees in several other states)
• Provides guidance and coaching to managers and leaders in corporate departments (Finance, Marketing, IT, Operations) in the role of HRBP
• Drives continuous improvement by setting expectations and KPIs/metrics, monitoring performance, and implementing improvement projects
• Partners with VP, HR and company leadership to assess, change, or improve company HR policy and procedure
• Keeps track of corporate HR calendar to ensure the timeliness of recurring HR activities
• Coaches company managers and leaders on various HR/people topics

Skills on Resume: 

• HR Leadership (Soft Skills)
• Employee Relations (Soft Skills)
• Regulatory Response (Hard Skills)
• Policy Investigation (Hard Skills)
• Labor Law Knowledge (Hard Skills)
• HR Business Partnering (Soft Skills)
• Performance Metrics (Hard Skills)
• Policy Improvement (Hard Skills)

Job Summary: 

• Work closely with conversationHEALTH’s senior management and leadership team on all things people-related
• Develop and implement HR policies, plans and practices to support business objectives and foster a dynamic workplace that welcomes diversity, equity and inclusion
• Ensure compliance with any legal or regulatory changes about labor, wage and hour, and employment laws, including manager communication/training, not limited to Employment Standards, health and Safety, Human Rights, AODA etc.
• Play an active role in developing and executing employee engagement and recognition programs
• Lead the annual performance management program
• Provide coaching and advise managers on the establishment of employee goals and counsel management on proper ways to evaluate and communicate job performance to employees
• Manage employee survey rollouts and action planning in partnership with the COO and business leads, providing insightful feedback and suggestions on outcomes and overall employee engagement
• Lead recruiting and manage the recruitment function and processes to help double the headcount
• Work closely with the hiring managers to forecast people's needs, establish staffing priorities, and manage retention efforts
• Assist managers in identifying talent, diagnosing learning needs and planning appropriate developmental opportunities
• Oversee a smooth onboarding and offboarding process in partnership with hiring managers and offer insights and trends regarding employee exits
• Responsible for the ongoing administration of all HR technology resources, tools and programs including HRIS, performance management, employee engagement, benefit and perks administration, application tracking system, etc
• Execute on Total Rewards programs, including salary, variable compensation, stock options, health benefits, spending accounts and perks, providing knowledge of compensation best practices and processes

Skills on Resume: 

• People Strategy (Soft Skills)
• HR Policy Design (Hard Skills)
• Legal Compliance (Hard Skills)
• Employee Engagement (Soft Skills)
• Performance Coaching (Soft Skills)
• Survey Analysis (Hard Skills)
• Recruitment Management (Hard Skills)
• Total Rewards (Hard Skills)

Job Summary: 

• Work closely with the hotel guidance team and corporate People team to set and execute the People strategy
• Train and develop team members to ensure values and culture are evident across every step of the People experience, ensuring the Hotel culture reaches its full potential
• Partner with the Hotel General Manager, VP of People Operations, Corporate Director of Cultural Development, and the Executive Committee to create and maintain a work environment with compassion, authenticity and strong performance
• Lead the culture, performance management, team engagement and Diversity and Inclusion efforts for the hotel
• Lead the hotel’s day-to-day labor relations
• Work across teams to create an inspiring onboarding experience for all new team members
• Motivate, inspire and build a culture of Learning and Development
• Participate in the development of growth plans as a partner with a focus on people
• Stay up to date on all local and federal employment laws, and partner closely with legal counsel on compliance-related issues
• Serve as a subject matter expert for the corporate office and on current legislation

Skills on Resume: 

• People Strategy (Soft Skills)
• Culture Development (Soft Skills)
• Executive Partnership (Soft Skills)
• Diversity Leadership (Soft Skills)
• Labor Relations (Hard Skills)
• Onboarding Experience (Hard Skills)
• Learning Culture (Soft Skills)
• Employment Law (Hard Skills)

Job Summary: 

• Develops HR strategy, solutions and strategic workforce plans that align with the business and site strategy and objectives
• Leads workforce planning and manages the strategic partnership with talent acquisition to ensure the sites are always staffed to execute production goals
• Executes HR processes, i.e., Human Resources Review (talent reviews and succession planning), Performance Management and Development (PMD), etc., within a matrix organization and partners with site leaders and managers for implementing agreed talent outcomes
• Develops robust talent management plans and drives change initiatives by partnering with site managers to retain, develop, and engage talent in critical roles
• Leads, develops and mentors a team of HR professionals for maintaining quality and compliance requirements on all site HR services delivered
• Understands and communicates the KPI’s the team is responsible for delivering
• Counsel and/or coach employees and managers regarding employee relations issues including performance management, facilitation of formal/informal complaints to resolution, discipline and/or terminations in line with company policies and legal practices
• Leads organizational diagnosis and metrics to drive organizational effectiveness through talent and organizational capabilities and culture
• Acts as a catalyst for change by guiding and directing organizational design, development and change management solutions
• Keeps informed of local market and competitive trends and leverages these insights to develop appropriate site-based HR strategies and solutions
• Stays abreast of changes in HR law and important issues that could impact the site and shares insights with regional HR leaders and CoE platforms, e.g., Compensation, Employee Relations, etc.
• Fosters a One Team HR approach by collaborating with Talent, Benefits and Human Resources Business Partners to drive continuous improvement of colleague experience and enhance employee value proposition
• Ensures appropriate communications, training and change management programs are executed to successfully deploy new and/or expanded HR services and processes and drive leader standard work
• Systematically identifies opportunities for continuous process improvement and proposes innovative solutions to operate efficiently and cost-effectively

Skills on Resume: 

• HR Strategy (Hard Skills)
• Workforce Planning (Hard Skills)
• Talent Execution (Hard Skills)
• Change Leadership (Soft Skills)
• Team Development (Soft Skills)
• Employee Coaching (Soft Skills)
• Org Effectiveness (Hard Skills)
• Process Improvement (Hard Skills)

Job Summary: 

• Act as an active and visible HR Partner as a member of management teams of the commercial division and other client group(s) as well as the HR Leadership Team
• Providing input, strong influence and counsel on HR-related matters to successfully meet business objectives and drive tangible improvements
• Provide compelling HR leadership for all existing and future sites for the commercial division 
• Designing and implementing holistic and ambitious people strategies and an agile organization for the region, in alignment and partnership with the Global HR Function
• Partner as a visible leader of Firmenich’s diversity, inclusion and belonging strategy and execution, collaborating closely with Firmenich’s Belonging Council, Leadership Team and HR Talent team
• Lead critical HR and people strategic priorities 
• Defining and evolving organizational culture, executive and manager coaching, performance management, development, succession planning, talent management, diversity and inclusion, and change management, communications, process simplification, facilitation support and M&A
• Lead with impact in a highly matrixed organization, including in an HR model that balances regional HR, global COEs and third-party support for HR transaction administration
• Partner with Talent Acquisition to drive sourcing and recruitment activities for the division
• Help facilitate the movement of talent globally through global mobility programs
• Provide counsel, advice and recommendations to managers, ensuring proper handling of constructive employee relations in line with Firmenich Ethics and Business Conduct and local laws/regulations
• Participate in the design and implementation of local HR strategy and contribute to and manage local HR simplification activities for the HR Division
• Partner with regional HR Centers of Excellence to implement integrated people and organization solutions, e.g., onboarding, benefits, leadership development, staffing and reward and recognition, training, and employee data integrity
• Provide leadership, performance management and development to team reporting into roles (currently three team members)

Skills on Resume: 

• HR Partnership (Soft Skills)
• Strategic Influence (Soft Skills)
• People Strategy (Hard Skills)
• Diversity Leadership (Soft Skills)
• Org Development (Hard Skills)
• Matrix Leadership (Soft Skills)
• Talent Mobility (Hard Skills)
• Employee Relations (Soft Skills)

Job Summary: 

• Provides direction, supervision, and guidance to Sr. HR Business Partner, Benefits and Wellness Program Manager, HRIS Administrator, and Human Resources Coordinator with emphasis on professional development, project management, and customer service
• Ensures best practices are followed, work is timely and accurate, and HR service delivery is of high quality and in compliance with CCSI policies and regulatory bodies
• Troubleshoots issues and implements corrective actions
• Leads and implements HR continuous improvement initiatives to ensure operational effectiveness
• Guides the HR team in establishing documented and updated Standard Operating Procedures (SOPs), ensures record keeping is current and compliant, information is complete, and data is accurate
• Identifies and implements improvement opportunities and makes necessary changes to continuously streamline processes
• Directs and manages the full-cycle recruitment processes to ensure all operational tasks associated with specific programs/departments/customers are followed and meet regulatory requirements
• Leads operational areas of Learning for all required training to include continuous quality assessment for training effectiveness, and training completion status
• Identifies trends and makes improvements to close any gaps
• Provides counsel to and works collaboratively with program managers and customer relationship managers, supervisors, and customers on a broad range of human resource issues
• Provides consultative guidance to the payroll department about CCSI policy as well as employment regulations
• Creates, manages, and shares reports designed to monitor and encourage delivery against milestones contained in the HR department’s operational and strategic plan, including monitoring and analysis of key performance indicators
• Serves as a member of the Operations Management Team charged with developing and implementing streamlined workflows, ongoing communication, and effective collaboration
• Partners with the Marketing/Communication team to strategically enhance and communicate CCSI’s employee value proposition to attract applicants and retain staff
• Partners with the Talent and Culture team (Chief Human Resource Officer, Chief Compliance Officer, and Chief Diversity Officer) deploy programs that advance the organization’s vision of being an exceptional place for individuals to build and grow their careers
• Participates in internal workgroups and committees that elevate CCSI’s policies and practices and enhance the organization’s culture
• Conducts formal investigations that address allegations of HR policy violations and/or workplace misconduct, and completes summaries of findings
• Makes recommendations for resolution (under the auspice of CCSI policies, federal, state, and local employment laws)
• Consults with CCSI’s legal counsel and liability insurance carriers to coordinate activities relating to Unemployment hearings, and complaints filed

Skills on Resume: 

• Team Leadership (Soft Skills)
• Compliance Oversight (Hard Skills)
• Process Improvement (Hard Skills)
• SOP Management (Hard Skills)
• Full-Cycle Recruitment (Hard Skills)
• Training Oversight (Hard Skills)
• HR Reporting (Hard Skills)
• Workplace Investigations (Hard Skills)

Job Summary: 

• Lead the day-to-day execution of People Operations strategy and initiatives
• Build strong partnerships with leadership teams and consult on all the human resources-related activities
• Understand the respective business’s ongoing strategic priorities to influence and guide leaders and employees toward solutions that improve business outcomes
• Lead annual talent review and promotional and developmental conversations with managers and employees
• Manage day-to-day employee relations and conflict management
• Lead employee terminations and exit interviews
• Uncover cultural and/or relationship issues and solve them by hitting them head-on
• Partner with the legal team on any employee investigations
• Lead the operational execution of the company’s L&D approach
• Leverage employee development gaps to identify/confirm training content and modules
• Utilize change management skills to proactively fold in new people programs (competency model, performance management, L&D, etc.)
• Partner with the recruiting team to ensure that the right talent is attracted
• Develop and promote a positive employer-employee relationship while keeping a pulse on the culture, morale and engagement levels 

Skills on Resume: 

• People Operations (Hard Skills)
• Leadership Consulting (Soft Skills)
• Talent Review (Hard Skills)
• Employee Relations (Soft Skills)
• Conflict Management (Soft Skills)
• Learning Execution (Hard Skills)
• Change Management (Hard Skills)
• Culture Engagement (Soft Skills)

Job Summary: 

• Lead a team of HR professionals to deliver HR best practices
• Update and review HR Policies and ways of working
• Visiting on-site teams to ensure engagement with the wider business
• Draft and own communication for company-wide HR processes and HR initiatives
• Own employee relations issues when they arise, typically these will be related to employee performance and employee exits
• Advise on policy, process, employment law, performance management and best practices
• Regular review of People Team data to ensure on track with the delivery of objectives
• Oversee all HR operations, benefits and payroll
• Business Partner to Directors and Senior Managers
• Ownership of employment and benefit compliance
• Optimize processes and operations within the team and through the global HRIS
• Partner with the Talent team to lean in on projects designed to attract and retain talent
• Identify key insights from the employee survey and partner with business leads to implement actions to improve engagement

Skills on Resume: 

• HR Leadership (Soft Skills)
• Policy Management (Hard Skills)
• Employee Engagement (Soft Skills)
• Employee Relations (Soft Skills)
• Legal Advisory (Hard Skills)
• HR Operations (Hard Skills)
• Process Optimization (Hard Skills)
• Talent Retention (Soft Skills)

Job Summary: 

• Driving the people's strategy and culture and being an integral part of the Senior Leadership Team
• Work within the newly created HR Shared Service Model and be ready to flex and adapt within a fast-changing and dynamic environment
• Leadership of the day-to-day running of HR for approximately 1,450+ employees across 26 locations, ensuring that best practice HR policies and procedures are adhered to across all teams and that Group HR initiatives are implemented on time and effectively
• Lead, motivate and support the HR team to deliver the HR operational priorities for the region
• Provide leadership and direction to develop and sustain the culture, values and environment
• Partner with the People Hub to assure the development, implementation and administration of human resources activities
• Continually evaluate human resources strategies and plans to position as an employer of choice and compete successfully in its respective local and regional labour markets
• Work with and as part of the senior leadership team (SLT) to ensure best practices and current legal HR practices are followed
• Support the SLT and their teams in all areas of organizational change
• Ensures Merlin’s values, philosophy, fundamentals and behaviours are known, understood and cascaded within the Resort
• Leads the talent management agenda with the Divisional Director (DD) for the defined population of top leaders and high potentials (e.g., performance management, career management, career paths and succession planning)
• Responsibility for the delivery of a comprehensive HR service to improve business performance and assist in the delivery of the overall business strategy for the Midway attractions, along with the central People Hub
• Contributing to the achievement of the overall business and the strategic objectives, priorities and HR strategy
• Implementing strategic people priorities with the DD and Senior Leadership Team (SLT), ensuring the needs of the population are met by the resort HR team, maintaining full alignment with Group HR strategic priorities, HR policies, frameworks, guidelines and processes

Skills on Resume: 

• People Strategy (Soft Skills)
• Shared Services (Hard Skills)
• HR Operations (Hard Skills)
• Team Leadership (Soft Skills)
• Culture Development (Soft Skills)
• HR Partnership (Soft Skills)
• Employer Branding (Hard Skills)
• Organizational Change (Soft Skills)

Job Summary: 

• Identify areas to improve morale, leadership skills, and organizational effectiveness
• Facilitate the employee performance management process, including but not limited to performance reviews, employee development, and corrective action
• Develop and implement HR actions that support the Strategic Business Unit and Operations strategic plans to improve the company's competitiveness
• Guide supervisors to ensure consistent application of HR policies and practices abroad
• Guarantee adherence with local and international labor laws
• Investigate employee concerns and recommend solutions
• Partner with operations, Loss Prevention and outside consultants to support a safe working environment
• Support the compensation and benefits processes globally 
• Design and conduct leadership, managerial and employee training
• Participate in recognition, morale-building, and community involvement activities 

Skills on Resume: 

• Morale Improvement (Soft Skills)
• Performance Management (Hard Skills)
• Strategic HR Actions (Hard Skills)
• Policy Consistency (Soft Skills)
• Labor Law Compliance (Hard Skills)
• Employee Investigation (Soft Skills)
• Workplace Safety (Hard Skills)
• Training Design (Hard Skills)

Job Summary: 

• Direct, train, and mentor a team of three HR professionals, ensuring delivery of effective, customer-focused HR services and solutions to an employee population of over 500 employees
• Evaluate and design HR processes and programs and draft Company policies
• Actively stay informed of employment legislation and ensure compliance with federal, state, and local requirements
• Maintain a strong working knowledge of FLSA, FMLA, ADA/ADAA, Workers’ Compensation, OSHA, Form I-9, E-Verify, COBRA, HIPAA, and other employment laws
• Reviews requests from governmental agencies such as the Department of Labor (DOL), Equal Opportunity Commission (EEOC), and Bureau of Labor Statistics (BLS), and engages legal counsel
• Oversees the administration of daily HR tasks (e.g., Unemployment Claims, Verifications of Employment, Benefits, HRIS, LOA, Payroll, Recruitment, Training, Performance Management)
• Responsible for Benefits budget, including renewal process, internal administration, and communication flow
• Manage the strategic implementation, budget, and use of the HRIS for payroll processing, employee information management, reporting and file transmission to/from benefits systems
• Identify a compensation strategy to attract and retain top talent and establish a company-wide Compensation Plan
• Establishes leave of absence policies and practices
• Responsible for standard recruiting and hiring practices, succession planning, and comprehensive talent development and training focus
• Monitor and advise managers on a consequence management policy and employee recognition initiatives

Skills on Resume: 

• HR Team Leadership (Soft Skills)
• Policy Development (Hard Skills)
• Employment Compliance (Hard Skills)
• Legal Review (Hard Skills)
• HR Administration (Hard Skills)
• Benefits Management (Hard Skills)
• HRIS Implementation (Hard Skills)
• Compensation Strategy (Hard Skills)

Job Summary: 

• Act as an advisor to C-suite executives and Management on matters related to talent management, organizational development, leadership, and strategic planning
• Analyze data and trends to provide insights and recommendations to business leaders that will have a positive impact on business results
• Manage all recruitment activities that align with the company's diversity initiatives and attract top talent
• Plan, implement and facilitate HR initiatives (workforce planning, performance reviews, employee engagement and recognition, succession planning, compensation planning)
• Be a true thought partner with a hands-on approach, as well as the ability to successfully monitor the pulse of associates to ensure a high level of employee engagement
• Manage employee communication and feedback via department meetings, employee satisfaction surveys, employee focus groups, and one-on-one meetings
• Understand the Company’s goals and recommend new approaches, policies and procedures that meet business objectives and the development of HR and the team
• Provide proven experience with innovative HR solutions and process improvement
• Develop, maintain and leverage the Human Resources Information System (HRIS), analytical tools and reports to streamline processes and provide data
• Understand and analyze trends and metrics
• Develop HR Metrics (scorecards) to track and measure necessary analytics (i.e., Performance, engagement, etc.) and predict the future

Skills on Resume: 

• Executive Advising (Soft Skills)
• Data Analysis (Hard Skills)
• Diversity Recruitment (Hard Skills)
• HR Initiatives (Hard Skills)
• Employee Engagement (Soft Skills)
• Feedback Management (Soft Skills)
• Process Improvement (Hard Skills)
• HR Metrics (Hard Skills)

Job Summary: 

• Develops and implements Division-oriented initiatives to attract, retain, develop, manage and motivate a highly qualified workforce
• Provides counsel on talent decisions including manpower planning, organization and succession planning and effective utilization of talent
• Represents the view of the organization and succession planning and effective utilization of talent
• Represents the view of employees in management decisions, and represents management to employees in communicating management decisions
• Serves as confidant and coach to the Management Team and ultimate human resources advisor in employee relations matters
• Responsible for overseeing the Division Compensation and Benefits function, ensuring effective processing and alignment of business activities and compliance with Federal and local regulations in all Division locations
• Performs a variety of management and leadership functions, including participating in employment, orientation and training of new employees
• Provides training and retraining
• Carries out performance appraisal reviews, recommending salary increases, discipline, termination and other supervisory activities related to the operation and smooth running of the department
• Carries out special assignments, prepares reports, and oversees other projects directed by the Executive Director related to general administration, Human Resources matters and Board of Directors activities
• Implements employee relations activities as scheduled or appropriate, including developing budgets, planning, and implementing events or activities
• Relates with agency personnel and supervisory staff to ensure a positive employee culture is presented and maintained
• Events/activities may include an internal newsletter, a longevity program, a holiday party, etc
• Answers questions, provides information, and sits on employee incident committees to determine possible remedial action to improve consumer, employee and agency safety
• Establishes, recommends or arranges for training for agency personnel
• Presents various in-service training to supervisors on human resources issues such as sexual harassment, hiring, performance reviews, disciplinary process, and other topical issues

Skills on Resume: 

• Talent Development (Hard Skills)
• Succession Planning (Hard Skills)
• Employee Advocacy (Soft Skills)
• HR Advising (Soft Skills)
• Compensation Oversight (Hard Skills)
• Performance Reviews (Hard Skills)
• Culture Building (Soft Skills)
• Training Delivery (Hard Skills)

Job Summary: 

• Oversees the adherence to employee relations policies and procedures
• Provides guidance, training, and counsel to directors and supervisors on the interpretation, administration and enforcement of agency policies
• Develops and recommends for adoption new modifications and changes in policies and procedures to stay in compliance with legal requirements, trends in the economy and public policy, etc.
• Provides guidance, counseling and support for agency employees in the interpretation of policies and to assist them with work-related difficulties and problems
• Recommends to employees career and job decisions to assist them on the job and in the development of professional and job skills
• Oversees and expands the career growth ladder program
• Oversees and carries out the agency’s compensation program, implementing policies, overseeing pay scales, performance and other salary adjustments, changes in employee functions, works with consultants regarding compensation issues, scale adjustments, etc.
• Reviews with administration benefits programs to ensure agency plans meet the needs of employees at the best value cost to the agency and are administered effectively by the Human Resources Department
• Recommends changes in plans and other adjustments to keep benefits programs current and effective
• Recommends alternative or new insurance plans as fiscal and agency environments allow
• Administers and oversees the record-keeping and completion of appropriate forms and reports related to compliance with state, local, and federal employment, wage, and hour, and related regulations
• Oversees or directly manages the agency’s HRIS base, entering data, preparing reports, etc. 
• Maintains personnel and medical files on all agency staff
• Prepares a wide range of reports, statistics and records for use by administration, the Board and part of the agency’s monthly and yearly report policy
• Prepares for issuance a variety of communications, memos and letters to agency personnel on administrative, employee relations and related issues
• May conduct or arrange employee meetings for the dissemination of information, discussion, or reports by the Executive Director/CEO
• Writes own correspondence, letters or memos 
• Carries out a broad range of health and safety functions, including compilation of employee incident reports, completion of workers’ compensation forms, liaison with insurance companies, etc. 

Skills on Resume: 

• Policy Enforcement (Hard Skills)
• HR Counseling (Soft Skills)
• Policy Development (Hard Skills)
• Career Advising (Soft Skills)
• Compensation Management (Hard Skills)
• Benefits Review (Hard Skills)
• Regulatory Compliance (Hard Skills)
• HRIS Management (Hard Skills)

Job Summary: 

• Partner with the operations team to understand and execute the organization's human resource and talent strategy
• Current and future talent needs, recruiting, retention, and succession planning
• Provide ongoing coaching, feedback, and development to all management staff
• Collaborate with management to create best-in-class training opportunities
• Offer guidance to managers and hourly employees regarding personal development opportunities and career path options
• Support the talent acquisition process to include recruitment, interviewing and hiring
• Partner with management on performance issues, terminations and investigations
• Take appropriate actions to minimize risk, as well as provide consultation and advice to management
• Involves outside counsel appropriately
• Monitor the work environment of each location to ensure fair employee treatment
• Adherence to all company, state and federal workplace regulations
• Maintain compliance with federal, state and local employment laws and regulations
• Update policies and procedures to maintain compliance
• Review trends in compensation and benefits
• Researches and proposes competitive base and incentive pay programs to attract and retain top talent
• Manage benefits administration to include plan renewals, evaluation of the total benefits package and management of the benefits package
• Manage leave programs to include Workers’ Compensation and FMLA management

Skills on Resume: 

• Talent Strategy (Soft Skills)
• Staff Development (Soft Skills)
• Training Programs (Hard Skills)
• Recruitment Support (Hard Skills)
• Risk Mitigation (Hard Skills)
• Workplace Compliance (Hard Skills)
• Compensation Research (Hard Skills)
• Leave Management (Hard Skills)

Job Summary: 

• Anticipating recruiting needs and spearheading the hiring process
• Develop and update internal policies in the firm's Employee Manual
• Be knowledgeable of other firms’ salary and fringe benefits policies
• Monitor the QT personnel reports
• Spearhead firm culture initiatives
• Involved in obtaining competitive bids for all fringe benefits programs
• Involved in all firm policy changes (i.e., bonus plans)
• Coordinate the onboarding process
• Ensure the firm remains in compliance with all Health and Safety guidelines
• Ensure the firm remains in compliance with all Federal and State guidelines
• Present with all employees, ensuring the firm has a pulse on the FL work experience
• Conduct exit interviews/offboarding
• Develop a diversity program and coordinate special events

Skills on Resume: 

• Hiring Strategy (Hard Skills)
• Policy Management (Hard Skills)
• Benefits Analysis (Hard Skills)
• Culture Initiatives (Soft Skills)
• Onboarding Process (Hard Skills)
• Regulatory Compliance (Hard Skills)
• Employee Engagement (Soft Skills)
• Diversity Programs (Soft Skills)

Job Summary: 

• Execution of integrated cross-functional initiatives
• Ensure execution excellence, adherence to established Standard Operating Procedures
• Compliance and the appropriate controls in the delivery of HR led processes
• Accountable for compliance with local labor standards and laws and ensure relevant policies are in place
• Act as a steward to HR practice areas and ensure services are meeting business needs with quality and effectiveness
• Seamlessly implement and embed new HR technology/processes into the organization
• Stay apprised of local market practices and trends and apply insights locally
• Participate, provide a broad international HR perspective, and implement global HR initiatives
• Ensure the right HR capabilities and structure in the country
• Provide country input on high-impact and large-scale organizational design process
• Lead change management efforts for cross-functional local initiatives
• Work with leaders to enable sustainable organization performance and culture alignment with business strategy
• Reduction in force at a local level, partnering with ER
• Actively participate and contribute as a member of the country leadership team
• Provides coaching to the leadership team and people managers (in-country and non-local)
• Input into the long-range planning cycle for the country
• Assist in the assessment of Admin cost efficiencies in the country
• Develop people managers at a local level
• Lead the succession planning process at the PMU levels and ensure roll-up
• Drive engagement plans in the country
• Design and execute local L&D initiatives at the PMU level

Skills on Resume: 

• Initiative Execution (Hard Skills)
• SOP Compliance (Hard Skills)
• Labor Law Adherence (Hard Skills)
• HR Technology (Hard Skills)
• Global HR Integration (Hard Skills)
• Org Design Input (Hard Skills)
• Leadership Coaching (Soft Skills)
• Succession Planning (Hard Skills)

Job Summary: 

• Oversee all areas of HR, including but not limited to compliance, employee relations, performance management, recruiting, benefits, and training and development
• Implement a system of regular feedback between managers and employees
• Develop and implement HR strategies aligned with business objectives
• Activate a coaching environment and support the development of leaders and employees in a high-performance environment
• Partner with leadership to implement and navigate best practices in change management
• Work with leadership on building strong culture programs that reflect company values, including a regular employee engagement survey
• Provide insight and recommendations on HR initiatives that can be leveraged to strengthen business results, e.g., leadership/development programs, workforce development training
• Implement and oversee the recruitment process organization-wide, ensuring managers are thoroughly trained on best practices and job descriptions are updated for all positions
• Establish and maintain appropriate systems for identifying, planning, delivering, and measuring training and development, including managing the budget
• Keep up to date with applicable Labor and Employment laws and legislation
• Train and advise leaders on HR policy
• Develop a high-touch onboarding program
• Oversee open enrollment and benefits selection with leadership

Skills on Resume: 

• HR Oversight (Hard Skills)
• Feedback Systems (Soft Skills)
• HR Strategy (Hard Skills)
• Coaching Culture (Soft Skills)
• Change Management (Soft Skills)
• Culture Programs (Soft Skills)
• Leadership Development (Hard Skills)
• Recruitment Oversight (Hard Skills)

Job Summary: 

• Plans, organizes, supervises, and controls all activities of the Human Resources department and functions
• Participates in developing department goals, objectives, and systems
• Reviews and makes recommendations to senior and executive management to improve company policies, procedures, and practices on personnel matters
• Maintains responsibility for compliance with all federal, state, and local laws regarding all personnel matters
• Maintains knowledge of industry trends
• Oversees and participates in full-cycle recruiting for all positions across the organization
• Oversees all staffing objectives to ensure optimal staffing at all levels of the organization
• Develops and monitors policies, procedures, and an HR information system to track and manage all aspects of an employee’s life cycle within the company, with an emphasis on maintaining legally compliant information and employee statistics for government reporting
• Develops and monitors systems for tracking key HR metrics such as cost-per-hire and retention
• Manages and administers benefits programs such as health and dental insurance, pension plans, vacation, sick leave, and leave of absence, and maintains records of the same
• Establishes, participates in, and monitors timely performance evaluation programs and reward/recognition programs
• Manages and coordinates training and development programs (e.g., sexual harassment, workplace safety)
• Manages and controls all aspects of payroll administration, including but not limited to final approvals, validation, auditing, and legal compliance
• Assists executive management in the annual review, preparation, and administration of the company’s wage, salary, and compensation plans
• Works directly with store managers and district managers to assist them in carrying out their responsibilities on personnel matters
• Develops, recommends, and ensures compliance with personnel policies and procedures
• Prepares and maintains a handbook on policies and procedures in conjunction with corporate counsel
• Coordinates or conducts investigations and disciplinary actions
• Reviews and provides recommendations on terminations
• Coordinates or conducts exit interviews to determine the reasons behind voluntary separations
• Evaluates reports, decisions and results of department initiatives about established goals
• Recommends new approaches, policies and procedures to effect continual improvements in the efficiency of the department and services performed
• Maintains company organizational charts
• Participates in special projects and seeks additional responsibilities

Skills on Resume: 

• HR Department Leadership (Soft Skills)
• Policy Improvement (Hard Skills)
• Legal Compliance (Hard Skills)
• Full-Cycle Recruiting (Hard Skills)
• HRIS Management (Hard Skills)
• Benefits Administration (Hard Skills)
• Performance Programs (Hard Skills)
• Payroll Oversight (Hard Skills)

Job Summary: 

• Consistently communicates with team members, senior management, and executive management to resolve problems and increase the effectiveness and quality of work product
• Contributes to a positive work environment
• Comfortable in a fast-paced, dynamic, and changing environment while striving for continued growth and improvement
• Takes responsibility for all aspects of the Human Resources Director position
• Takes initiative to learn and constantly improve in current role
• Takes ownership of the process and quality of work
• Uses discretion and independent judgment to make sound business decisions
• Organize the level company human resources planning and control requirements to land, effective support for regional company business development
• Supervise and inspect the implementation of the business unit's human resources-related systems and decision-making mechanisms
• Guiding and supervising the business unit's human resources-related work
• Develop and improve the corresponding human resources management system processes
• Promote the construction of the company's corporate culture
• Improve the team's combat effectiveness and cohesion, and form a good corporate atmosphere
• Complete other work assigned by superiors

Skills on Resume: 

• Team Communication (Soft Skills)
• Workplace Positivity (Soft Skills)
• Adaptability (Soft Skills)
• Process Ownership (Hard Skills)
• Continuous Learning (Soft Skills)
• Decision Making (Soft Skills)
• HR Planning (Hard Skills)
• Culture Promotion (Soft Skills)

Job Summary: 

• Working relationships build employee engagement, manage performance and attract, retain, and develop talent in a collaborative environment
• Develop, facilitate and execute change management and organizational development initiatives
• Proactively engage with business leaders on people strategy and effectively deliver strategy through workforce planning and organization design and structure
• Provide talent and performance management guidance such as coaching, career development, training, and succession planning
• Exercise analytical muscles and develop a robust talent dashboard to tell the story behind data
• Conduct compensation analyses of all positions, which include conducting periodic competitive market pricing for positions
• Experience working with PEO and other payroll providers
• Aptitude for analyzing data and finding the story behind the numbers and facts
• Develop and own HR strategies for Integrated Supply Chain Functions (ISC) within Honeywell Building Technologies
• Partner with cross-functional teams and leaders to broker HR services and actively engage in staffing, organizational development, and talent management
• Build upon and rely on HR functional expertise and effectiveness to align critical human resources principles with business objectives
• Align organizational transformations and staffing strategies to promote talent and growth
• Increase the overall performance of the organization by creating strong interactive partnerships with client groups
• Build a workforce that creates a competitive advantage by recruiting, developing, and retaining top talent
• Drive continuous improvement and lead change in a premier Human Resources organization

Skills on Resume: 

• Employee Engagement (Soft Skills)
• Change Management (Hard Skills)
• People Strategy (Soft Skills)
• Talent Development (Hard Skills)
• Data Analytics (Hard Skills)
• Compensation Analysis (Hard Skills)
• PEO Experience (Hard Skills)
• Organizational Growth (Soft Skills)

Job Summary: 

• Closely partners with the Vice President and staff to establish HR strategies and priorities for the business
• Assists the Vice President in the assessment and development of his/her staff
• Leads organization development efforts to establish a world-class organization with the talent capability to meet strategic growth, succession planning, talent export and profit objectives
• Facilitate the development and execution of the Organization, Talent Development, Recruiting and Retention strategies and processes
• Direct communications strategy and processes
• Provide leadership in achieving and sustaining a high-performance/high-commitment workforce
• Oversee Labor (Union and Works Council) and Associate relations activities, including contract negotiations, union avoidance processes and associate engagement programs
• Ensure compliance with employment-related laws in all international locations
• Lead the administration or group compensation and benefit programs, including ICP (leadership bonus) objective setting, ICP scoring and administration, performance/merit planning, long-term incentive, retention and equity programs
• Facilitates and leads the HR team in assessing HR strategies, programs, processes and procedures that use FBS tools to continuously improve HR service and support to all levels of the organization
• Complete immersion plan, learn organization structures, associates, and business strategies
• Work with the Senior Leadership team and regional HR team in developing effective organization plans to meet strategic initiatives
• Implement leadership development programs including Leadership Essentials, training on performance management and Creating Impactful Development Plans, and Recruiting and Selection
• Prepare and present the Organization/Talent Assessment
• Oversee performance management process, including submission of incentive compensation recommendations, merit increases, and equity recommendations
• Ensure that all HR KPI data is reported on a timely and accurate basis, monthly

Skills on Resume: 

• HR Strategy (Hard Skills)
• Org Development (Hard Skills)
• Talent Strategy (Hard Skills)
• Communication Leadership (Soft Skills)
• Labor Relations (Hard Skills)
• Global Compliance (Hard Skills)
• Compensation Programs (Hard Skills)
• Leadership Training (Hard Skills)

Job Summary: 

• Plans, organizes and oversees all activities of the department
• Participates in developing departmental and organizational goals, systems, structures and processes in concert with organizational leadership
• Oversees compliance with all federal, state and local employment laws and regulations
• Ensures maintenance of data management systems related to human resources
• Conducts analysis and develops management reports
• Administers compensation programs for employees
• Ensures the development of and revision of job descriptions 
• Conducts salary surveys and analyzes compensation
• Monitors the performance evaluation program and revises 
• Negotiates employee benefit plans and programs
• Ensures disclosure of benefits and information to employees
• Oversees the development and maintenance of organizational recruitment, background checks and onboarding
• Manages the process related to new hires, transfers, promotions, separations and other personnel actions
• Provides employee relations counseling, exit interviews and analysis of employment trends within the organization
• Develops, recommends and implements personnel policies and procedures
• Prepares and maintains employee handbooks
• Performs an annual re-evaluation of policies for appropriateness and effectiveness
• Supervises assigned personnel, develops standards of performance
• Evaluates staff performance and provides direction to ensure effective performance
• Establishes and maintains departmental records and reports, including personnel records
• Identifies and implements continual improvement initiatives to enhance the performance of the position, team, and company

Skills on Resume: 

• Department Oversight (Soft Skills)
• Goal Setting (Hard Skills)
• Legal Compliance (Hard Skills)
• HR Data Systems (Hard Skills)
• Compensation Analysis (Hard Skills)
• Job Descriptions (Hard Skills)
• Recruitment Process (Hard Skills)
• Policy Development (Hard Skills)

Job Summary: 

• Defines the strategic HR framework at an executive level for multiple entities within a business
• Collaborates with HR Generalists and facilitates the specialty support from centers of excellence to deliver exceptional HR services
• Owns employee engagement along with executive leaders of the organization
• Evaluates engagement within the organization and assesses the potential for making improvements
• Evaluates engagement from a high-level, strategic perspective
• Leads discussions on rightsizing and business restructuring, working with senior organization leaders
• Evaluates alternatives and looks proactively for alternatives for the organization structure and workforce planning
• Drives and implements all HR activities for mergers, acquisitions and divestitures
• Drives employee relations strategy, ensuring that systemic issues are addressed and resolved effectively
• Evaluates broader implications for other organizations and ensures that all stakeholders are aware and involved in issues
• Ensures that AAP is followed and actions are taken to improve performance
• Works with senior managers to develop proactive, strategic workforce plans across multiple business units
• Ensures alignment of talent and people strategy with business strategy across organizational boundaries
• Works with appropriate others to develop strategies and action plans
• Ensures the organization is focusing and developing bench strength through audits and analysis of capability gaps
• Coaches and leads the effective, timely management of poor performers
• Facilitates the organization's executive talent review and succession process with key leadership
• Provides leadership and direction in the development of HR programs
• Provides change management leadership for programs that are a significant shift
• Proactively uses information to diagnose the organization and look for systemic issues
• Establishes metrics that are leading indicators to improve the effectiveness of the workforce

Skills on Resume: 

• Strategic HR (Hard Skills)
• Engagement Strategy (Soft Skills)
• Org Restructuring (Hard Skills)
• Workforce Planning (Hard Skills)
• M&A Integration (Hard Skills)
• Employee Relations (Soft Skills)
• Succession Planning (Hard Skills)
• Change Leadership (Soft Skills)

Job Summary: 

• Develop, recommend, implement, and oversee the classification and compensation system for the City’s workforce to attract and retain employees as well as comply with local, state, and federal regulations
• Plan, design, and implement programs, activities, policies and procedures necessary to meet the objectives of the Classification and Compensation Division and the entire Department of Human Resources
• Manage the Classification and Compensation Division and program for staff and management positions by the collective bargaining agreements (CBAs) and other employee pay groups
• Administer the City’s compensation plan
• Design and maintain pay structures
• Develop, recommend, and communicate compensation polices
• Review and resolve compensation issues by statutory or contractual requirements
• Provide consulting services to management on compensation, organizational design, and workforce planning issues and concerns
• Monitor classification and compensation practices to ensure internal equity
• Administer the City’s Biennial Reclassification Appeals process and conduct position reviews of all staff and management positions to identify and address equity issues as they arise
• Periodically conduct salary studies to determine target market salaries for various positions to ensure that the City is a competitive employer where employees feel valued and motivated
• Consult with departmental leadership on reorganization plans, including job evaluations, assessing potential compensation impacts, and recommending compensation changes
• Assist with labor negotiations as a key influencer in developing and making wage proposals
• Design and deliver compensation communication and training materials to managers and employees
• Administer the Fair Labor Standards Act (FLSA)

Skills on Resume: 

• Compensation Strategy (Hard Skills)
• Policy Implementation (Hard Skills)
• Pay Structure Design (Hard Skills)
• Workforce Planning (Hard Skills)
• Internal Equity (Hard Skills)
• Salary Studies (Hard Skills)
• Labor Negotiations (Soft Skills)
• FLSA Compliance (Hard Skills)