Job Summary: 

• Responsible for implementing the HR strategy and operations within a business area
• Aligns HR programs and initiatives to business
• Monitors progress against metrics and milestones, coaching leadership
• Responsible for providing organizational consulting on key people strategies in support of the business area objectives
• Consults on people matters relating to the formulation of a defined business or operational area’s Human Resource strategy and plan, along with the organizational requirements to execute that strategy and plan
• Responsible for leadership and key talent development, acquisition, and retention
• Implements processes and experiences that grow the capacity of the organization’s key people resources, which include key talent identification, planning, development, and recruitment
• Participates in talent review/succession planning discussions with business partners
• Consults with leaders regarding the placement of individuals within the talent management grid
• Assists leaders in identifying successors and assessing strengths and development areas for development planning
• Encourages building strength through diversity
• Reviews supply and demand analyses of the current and future people and skills needs of the organization and implements strategies and plans to meet those needs
• Partners with senior leaders to optimize the business, people, work, location, and organization structure
• Develops the strategic staffing plan in conjunction with the business’s overall strategic workforce plan
• Collaborates with staffing leaders to develop hiring approaches and strategies in response to business needs
• Participates in interviews, candidate selection and compensation reconciliation and development for Directors and Senior Directors
• Responsible for implementing retention strategies focusing on key leaders and individuals with core competencies or skills critical to the organization
• Acts as a change agent to the business and implements processes and approaches that prepare employees for ongoing change and transformation

Skills on Resume: 

• Strategic Alignment (Soft Skills)
• Organizational Consulting (Soft Skills)
• Talent Acquisition (Hard Skills)
• Leadership Development (Soft Skills)
• Succession Planning (Hard Skills)
• Diversity Building (Soft Skills)
• Change Management (Soft Skills)
• Workforce Planning (Hard Skills)

Job Summary: 

• Identifies change management needs
• Consults on process improvement initiatives
• Identifies, through elements of the work environment, strategies to increase productivity, employee performance, and employee satisfaction
• Monitors metrics to track the effectiveness of these initiatives
• Facilitates the communication of the organization's culture, vision, and values, which guide the decisions and actions of the managers and employees of the organization
• Implements processes and solutions in partnership with management that support a positive employee relations environment through effective communications, policies and practices
• Assesses Employee Relations risks as observed and escalates for appropriate action
• Identifies organizational design needs
• Drives the implementation of solutions
• Assesses organizational effectiveness and consults on the development of solutions
• Interacts with the highest levels of management with confidence and exhibits a strong understanding of the issues and the business
• Advisor on significant business/HR decisions
• Manages organization agendas that guide the efforts of others
• Manages a team of individuals directly or indirectly
• Maximizes the organization’s compensation, reward and recognition programs and implements additional incentives that will support the goals of the business area
• Reviews trends and recommends interventions
• Works with leaders to develop communications and resolve broader organizational issues, e.g., disparities amongst groups

Skills on Resume: 

• Change Management (Soft Skills)
• Process Improvement (Hard Skills)
• Employee Engagement (Soft Skills)
• Metrics Monitoring (Hard Skills)
• Culture Communication (Soft Skills)
• Employee Relations (Soft Skills)
• Org Design (Hard Skills)
• Leadership Advising (Soft Skills)

Job Summary: 

• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory employment compliance
• Manages and resolves complex employee relations issues, conducts thorough and objective tier 1 investigations
• Provides day-to-day performance management guidance to line management, coaching, counseling disciplinary actions
• Works closely with management and employees to improve work relationships, build morale and increase productivity and retention
• Provides HR policy guidance and interpretation for influential consultative interactions
• Helps to identify training needs for business units as well as individual coaching needs
• Manage business needs with a thorough understanding of the organization's mission and vision, with a thorough comprehension of the hierarchy of jobs
• Responsible for partnering with senior leaders to drive the people agenda through advising and coaching on matters related to talent development, organizational performance, engagement and culture, and strategic planning
• Ensures integration of strategy and solutions in partnership with the HR Centers of Expertise and Shared Services
• Advises and coaches on effective leadership skills, organizational effectiveness, interpersonal communication, employee engagement, culture, and diversity
• Facilitates future-focused discussions on talent and culture of the organization
• Act as a problem-solving partner to the business
• Provides guidance and executes on change initiatives
• Develop and analyze data to guide business leaders in workforce planning and the execution of people strategies

Skills on Resume: 

• Employment Compliance (Hard Skills)
• Employee Coaching (Soft Skills)
• Performance Guidance (Soft Skills)
• Workplace Morale (Soft Skills)
• Policy Interpretation (Hard Skills)
• Training Needs (Soft Skills)
• Strategic Advising (Soft Skills)
• Data Analysis (Hard Skills)

Job Summary: 

• Serves as a strategic business partner and owns the relationship with senior leaders of client group(s)
• Provides consultation focused on transformational talent and culture agenda designed to attract, develop, engage, and retain the best talent in the industry
• Provides expert consulting and partners with the business to ensure the talent is prepared to deliver exceptional performance, through building strong organizational capabilities and culture
• Develops, implements, and manages organizational programs relative to workforce planning, talent development, performance management, data analysis, total rewards, employee relations, employee engagement, and learning and development
• Aligned with the Talent COE, develops and deploys talent development and succession plans to ensure a talent pipeline that will successfully enable current strategies and future growth
• Works with HR Leaders, COE and the business on organizational change initiatives
• Provides organization design consultation on large-scale, complex business unit reorganizations
• Provides daily work direction to HRBPs and/or HR Project Coordinators to deliver HR programs and initiatives
• Delivers thought leadership on HR and talent-related strategies, initiatives, programs, and policies
• Works closely with HR Centers of Excellence to maximize the strategic value of HR
• Proactively identifies opportunities for business leaders to improve team performance
• Analyzes business unit and talent data to identify trends and recommend innovative solutions to improve performance, retention, engagement, and employee experience
• Provides coaching to build leadership capabilities
• Works with senior leaders to address all types of employee matters, ensuring a balanced perspective and escalates matters 
• Assesses the organization’s training needs and leverages the Talent, Learning and Organizational Effectiveness organization to meet those needs

Skills on Resume: 

• Business Partnership (Soft Skills)
• Talent Strategy (Soft Skills)
• Culture Building (Soft Skills)
• Program Management (Hard Skills)
• Succession Planning (Hard Skills)
• Org Change (Soft Skills)
• Design Consulting (Hard Skills)
• Data Insights (Hard Skills)

Job Summary: 

• Works on HR and business-facing projects that support client groups and/or overall HR priorities
• Manages small, medium, and large projects simultaneously with excellent attention to detail and proficiency
• Communicates to varying levels across the organization with an ability to tailor presentation style to the audience
• Effectively communicates complex information in easy-to-understand methods
• Navigates complex situations with poise and resiliency
• Builds critical partnerships and demonstrates a high level of collaboration with COEs and key stakeholders
• Recruits, develops, and sustains a high-performing team while promoting a culture of shared accountability, operational excellence, and partnership across the organization
• Assesses alignment and support for company mission, values, and strategies
• Provides recommendations on how to respond to emerging workplace trends and or how to address employee needs or issues with balance for both legal compliance and culture
• Demonstrated keen understanding of the enterprise strategy and ongoing transformation of the business
• Partners with organizational leaders and the communications function to ensure proactive, effective communication strategies and processes for issues or situations of varying complexity
• Understands the latest trends in Human Resources overall and the HR Business Partnering discipline to continually advance knowledge, skills, and abilities
• Model leadership competencies such as courage, collaboration, and commitment by demonstrating resiliency, working together to make the best decisions, and holding oneself and others accountable
• Supports and/or develops an environment in which employees and colleagues are focused on continuous improvement, exceptional employee engagement, and an unwavering commitment to clients
• Shapes a culture that represents the purpose, promise and values, ensuring that trust and reputation remain strong with employees and clients

Skills on Resume: 

• Project Management (Hard Skills)
• Executive Communication (Soft Skills)
• Stakeholder Collaboration (Soft Skills)
• Team Leadership (Soft Skills)
• Culture Alignment (Soft Skills)
• Workplace Trends (Hard Skills)
• Strategic Thinking (Soft Skills)
• Continuous Improvement (Soft Skills)

Job Summary: 

• Advise staff and managers on HR policies and practices
• Provide strategic advice to develop innovative HR approaches and solutions to complex problems using judgment and leveraging HR resources
• Contribute to policy development by actively working with the Policy Unit on the need to adjust policy and by contributing to policy reviews
• Proactively use HR analytics to understand the staffing trends in the client area
• Advise and assist managers in workforce planning, taking into account existing and anticipated work requirements and institutional goals/objectives
• Analyze and advise on appropriate staffing levels, skill mix, workforce diversity that corresponds to work program requirements and advances corporate goals
• Support for job definition and selection of candidates, staff reassignment, mobility issues, and exit strategies and processes
• Understand the business model of the client and ability to assist the client managers in identifying the emerging HR implications for their workforce
• Advise managers and staff on effective career and performance management, and take the lead in identifying, assessing and resolving issues, problems, and conflicts, drawing on other World Bank Group resources
• Provide support on managing complex cases (e.g., performance, health and exit)
• Advise and support in the design and implementation of organizational effectiveness interventions, facilitation, development and management of high-performing teams
• Mobilize resources from the HR Team and other units within the World Bank Group HR Function to support effective HR management in the client area
• Participate as a team member on HR projects, working groups, task forces, etc., in the client area and/or at the corporate level
• Contribute to the implementation of the corporate HR agenda

Skills on Resume: 

• Policy Advising (Soft Skills)
• Strategic Solutions (Soft Skills)
• HR Analytics (Hard Skills)
• Workforce Planning (Hard Skills)
• Staffing Analysis (Hard Skills)
• Career Support (Soft Skills)
• Org Effectiveness (Soft Skills)
• HR Projects (Hard Skills)

Job Summary: 

• Act as the first line of contact for Senior and Global Executives of AGCS SE 
• Establish and maintain trusted relationships with the managers and consult them on employee relations topics
• Provide support for the business regarding HR processes, e.g., rewards, performance, grading, talent, development, annual compensation/performance reviews
• Represent the business to the HR community and collaborate on programs and initiatives by providing an organization-specific perspective
• Perform all contract management-related tasks correctly, in close cooperation with the Payroll team and Pension and Benefits, in time and in compliance with audit and legal requirements
• Steer the Supervisory Board approval process for Board Member contracts and compensation
• Manage the entry process for GIAM and other HR related tools for new joiners/movers/leavers in the VIP-ASPP population
• Consult local HR units of AGCS/ART-OEs on the latest contractual Allianz Expire contents (also Risk Taker letters)
• Champion change and continuous improvement by proactively engaging with business managers
• Play an active role in implementing regional and global HR projects and initiatives
• Collaborate with the wider HR team both locally and globally
• Effectively maintain and administer all documentation and data for the relevant business area
• Act as a trusted contact person for the works council bodies

Skills on Resume: 

• Executive Support (Soft Skills)
• Employee Relations (Soft Skills)
• HR Process Support (Hard Skills)
• Contract Management (Hard Skills)
• Compensation Oversight (Hard Skills)
• Change Champion (Soft Skills)
• Project Implementation (Hard Skills)
• Council Liaison (Soft Skills)

Job Summary: 

• Oversees and assesses the effective delivery of HR programs and services for European client groups
• Participates and at times leads the design, development and rollout of global and regional HR programs
• Oversees the delivery of meaningful organization and talent review processes, as well as ensures the effective execution of global talent management initiatives (retention planning, succession planning, performance and calibration programs, talent development planning, etc.)
• Provides coaching and consultation to executives and senior management on strategic projects, department goals, HR policies and programs
• Recommends appropriate decisions that may be significantly complex and will have a significant impact on the business
• Initiates timely and appropriate discussions with Senior leaders regarding organization design issues within different client groups, and guides organization change practices and actions
• Effectively collaborates with HR COEs (Total Rewards, Talent Acquisition, Talent Management / Learning and Development, etc.) when working on the development and implementation of strategies and programs to attract, develop, reward and retain exceptional talent
• Designs, develops and implements communication strategies to introduce new global HR programs and Company initiatives
• Ensures effective communication strategies are in place with their clients and builds two-way communication channels
• Ensures multi-location continuity in terms of HR programs, management philosophy and company culture, which in turn fosters consistent practices and thinking within different client groups and the organization
• Manages complex employment relations issues and provides general communications coaching to senior leaders
• Guides leaders to have timely, critical conversations and ensures the appropriate management of conflict
• Identifies opportunities to expand and strengthen the HRBP team’s role in client organizations
• Provides local operational HR services, which include administrative services, recruitment, job analysis, benefits administration, and addressing employees’ queries (i.e., compensation and labor regulations)
• Ensures the Company’s regional entities are compliant with local employment law

Skills on Resume: 

• Program Delivery (Hard Skills)
• Talent Management (Hard Skills)
• Executive Coaching (Soft Skills)
• Org Design (Soft Skills)
• HR Collaboration (Soft Skills)
• Change Communication (Hard Skills)
• Conflict Guidance (Soft Skills)
• Legal Compliance (Hard Skills)

Job Summary: 

• Creates trusted relationships with leaders
• Creates cohesive and effective partnerships with aligned HR Functional Leaders in support of the business
• Maintain SIB (salary, incentive and benefits) discipline, collaborating with Compensation and Finance and leading and counseling Affinity management
• Ensure that Affinity compensation and staffing decisions, including budgeting, requisitions, hires, rewards, salary increases, job leveling, salary ranges, and incentive programs, are aligned with business strategy and financial standing and budget
• Maintain SIB ratio and manage staff costs (FTE count, salary, incentives, OT and temps) to budget
• Partners with business leaders in support of development and retention efforts to ensure the capability to maintain and grow the business
• Acts as a coach and mentor to leaders and high-performing associates as it pertains to their overall career development and progression
• Works with leaders to ensure performance management is being effectively employed in support of a high-performance culture
• Partners with Talent Acquisition and business to assess needs and workforce planning strategies
• Partners with the Global Talent Team on initiatives supporting Manager and Leadership Development
• Help to deepen cross-cultural competence in Leaders and their groups through support of training efforts and diversity councils, as well as through the consideration of cross-cultural impact on business decisions
• Educate and influence leaders to adapt quickly to organizational and segment-specific shifts in direction
• Consider impacts on the business unit and partner with leaders on communication and execution of outcomes to adjust to the new state
• Provide thought leadership related to strategic delivery and based on a unique on-the-ground perspective to segment or company-wide teams preparing change management plans for major talent-related initiatives

Skills on Resume: 

• Trusted Relationships (Soft Skills)
• Comp Strategy (Hard Skills)
• Cost Management (Hard Skills)
• Talent Retention (Soft Skills)
• Career Coaching (Soft Skills)
• Performance Culture (Soft Skills)
• Leadership Development (Soft Skills)
• Change Planning (Hard Skills)

Job Summary: 

• Understand annual business strategy and performance measurements and create strategic plans to address workplace environment and retention issues
• Inform leaders of risk or trends and influence the need for action, leading the development of people initiatives and change management plans
• Drive process improvement needs across multiple teams and interpret policies and apply judgment of application, clearly and consistently demonstrating the ability to manage through ambiguity
• Monitors the “pulse” of the employees and managers to ensure a high level of engagement
• Excels in a rapidly changing work environment, operates with a strong solutions focus, meets project/task deliverables and shows an ability to identify problems and drive appropriate solutions
• Leads key organisational development and change projects from a people perspective, from concept to implementation
• Drives communications and change management across multiple functions and countries
• Coaches, empowers and influences senior leaders
• Supports the creation and execution of a clear talent agenda, including coaching and giving feedback to develop talent and support career development
• Continually critically evaluates HR policies, processes and systems and develops proposals for improvements and efficiencies
• Reviews processes and practices and suggests ways of improving the HR service and taking accountability for implementation
• Act as a ‘change agent’ and ensure robust change management plans are applied through business transformation initiatives
• Works in a partnership with the rest of the functional HRBPs and market HRBPs to ensure alignment in terms of the people agenda and its implementation
• Delivers a range of HR projects with emphasis on Business Change and Organization Culture-related topics
• Participates in strategic EMEA business projects and leads certain aspects of them
• Leads certain integration streams in M&A projects on demand

Skills on Resume: 

• Strategic Planning (Soft Skills)
• Risk Influence (Soft Skills)
• Process Improvement (Hard Skills)
• Employee Engagement (Soft Skills)
• Org Development (Hard Skills)
• Change Leadership (Soft Skills)
• Talent Growth (Soft Skills)
• Project Delivery (Hard Skills)

Job Summary: 

• Provide proactive advice and real-time counsel in addressing performance management, compensation, training, sourcing and recruiting, employee relations and development and other key business initiatives
• Participate in management and staff meetings with business-line customers
• Participate in the development of strategic human resources initiatives and establish goals to meet the strategic initiatives of the business
• Execute business-driven people strategies, processes and policies
• Act as an expert resource on the development, deployment and management of highly complex HR issues
• Develop, implement and champion action plans that advance short- and long-term business plans through effective leveraging of human resources
• Effectively build relationships with business line leaders and human resources partners
• Build trust with managers and employees, manage deliverables and influence individuals
• Identify and implement best practices to align, partner, and collaborate with a team of HRBPs across the network to ensure that the highest standards of service and commitment to clients is consistently met

Skills on Resume: 

• HR Consulting (Soft Skills)
• Strategic HR (Hard Skills)
• People Strategy (Soft Skills)
• Complex Issues (Hard Skills)
• Action Planning (Hard Skills)
• Leadership Trust (Soft Skills)
• Team Alignment (Soft Skills)
• Client Service (Soft Skills)

Job Summary: 

• Build and maintain strong business relationships with internal clients and stakeholders
• Assist and advise the business teams with staffing, performance management, people development, succession planning and employee relations matters in a timely and sophisticated manner
• Proactively drive and support the delivery of HR processes, engagement initiatives and issues
• Act as a single point of contact for employees, supporting partners and managers with employee issues
• Responsible for the implementation strategy, definition of project scope, adherence to the definition of project-specific deliverables, creation of a logical work breakdown structure and definition of key project milestones
• Manage annual processes, such as performance and salary reviews, in partnership with the C&B team
• Provide support to employee development, including identifying needs across groups and working with internal contacts to offer solutions
• Ensure compensation and benefit levels are competitive and reflective of the roles and talent targeted
• Work with line managers to identify the manpower needs and develop feasible recruitment strategies
• Review and streamline the end-to-end recruitment process for various positions to enhance productivity and work efficiency
• Collect recruitment-related market data, perform analysis on recruitment trends with relevant statistics
• Participate in ad-hoc HR projects

Skills on Resume: 

• Business Relations (Soft Skills)
• People Development (Soft Skills)
• Process Delivery (Hard Skills)
• Employee Support (Soft Skills)
• Project Execution (Hard Skills)
• Performance Review (Hard Skills)
• Talent Solutions (Soft Skills)
• Recruitment Strategy (Hard Skills)

Job Summary: 

• Ensure the implementation and application of policies, processes, and systems with the business requirements in mind
• Ensure proper updating and cascading to employees regarding any changes in company policy
• Support business leaders in the resolution of specific individual local People issues
• Liaise with business leaders and functional leads to provide daily HR guidance
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention
• Handle employee off-boarding and exit interview process
• Hire and screen via LinkedIn Recruiter / Workable
• Draft employment contracts and advising on the process to be followed on appointing third-country nationals
• Develop and implement HR strategies, policies, and processes
• Build and maintain a highly effective culture
• Monitor the performance of employees across various teams

Skills on Resume: 

• Policy Implementation (Hard Skills)
• HR Guidance (Soft Skills)
• Relationship Building (Soft Skills)
• Offboarding Process (Hard Skills)
• Talent Sourcing (Hard Skills)
• Contract Drafting (Hard Skills)
• Culture Development (Soft Skills)
• Performance Monitoring (Hard Skills)

Job Summary: 

• Take personal responsibility for working safely within an incident and injury-free culture
• Partner with business leaders to develop and implement action plans to improve culture, increase engagement, build morale and alignment, improve productivity, and increase retention
• Provide guidance, facilitation and support on organizational structure, workforce planning, talent development, and succession planning
• Leverage strategic thinking and business acumen to contribute to strategy and decision-making
• Challenge prevailing wisdom and propose ideas that lead to better strategic talent decisions
• Manage the roll-out and/or support of the annual performance appraisal process, market/merit increase process, incentive process, compliance reporting, compliance training, and benefits enrollment
• Bi-annual associate engagement survey and corresponding results for the region/department
• Collaborate with business leaders to research and resolve complex employee relations issues
• Conduct thorough, effective investigations, delivering consistent, proactive, pragmatic and sound guidance and coaching
• Develop follow-up tools and processes that are consistent with HR policies and applicable employment laws on day-to-day and sensitive issues to reduce/eliminate workplace disruptions
• Ensure that human resources practices and processes are aligned with the company’s business priorities and are supported by training, documentation, and communication
• Develop and deliver training and coaching to managers and team members in a variety of areas including performance management and development, total rewards practices, and employment practices
• Identify, track, and analyze key HR metrics for the organization, provide synopses of trends and make recommendations to senior management
• Maintain in-depth knowledge of regulatory compliance requirements related to Human Resources
• Ensure compliance with the Company’s HR policies and employment practices
• Maintain the highest level of security and confidentiality in all matters

Skills on Resume: 

• Safety Culture (Soft Skills)
• Culture Engagement (Soft Skills)
• Org Planning (Hard Skills)
• Strategic Thinking (Soft Skills)
• Talent Decisions (Soft Skills)
• Process Management (Hard Skills)
• Employee Relations (Soft Skills)
• Regulatory Compliance (Hard Skills)

Job Summary: 

• Develops, administers, interprets and communicates intermediary human resource concepts, policies, programs, practices and procedures to clients under direction from the Senior Human Resources Manager
• Ensure an understanding of, and uniform compliance with, HR requirements within the company
• Provides employee relations support to management by communicating HR related policy, procedure, and initiatives to specific client group(s)
• Advises supervisors and managers regarding performance management techniques
• Conducts independent employee relations-related investigations
• Acts as a liaison between management and employees 
• Prepares documentation and handles special projects
• Participates in the process of recruiting, advises leaders on recruiting processes, and selects qualified candidates in a timely and cost-efficient manner for all exempt and non-exempt positions
• Participates in job fairs or ensures smooth onboarding processes
• Ensures and supports compliance efforts such as applicant tracking
• Coordinate the candidate application process to include responding to inquiries, receiving and screening applications or resumes, and administering tests
• Conducts screening interviews and makes hiring recommendations to management
• Administers and communicates employee relocation policies

Skills on Resume: 

• HR Compliance (Hard Skills)
• Policy Communication (Soft Skills)
• Performance Advising (Soft Skills)
• ER Investigations (Hard Skills)
• Recruitment Support (Hard Skills)
• Onboarding Process (Hard Skills)
• Candidate Screening (Hard Skills)
• Relocation Policy (Hard Skills)

Job Summary: 

• Work directly with the Director of International Compensation and Employee Relations in overseeing the relocation process for new and transferring employees
• Ensure the employee transfer and relocation process occurs effectively
• Reviews merit, promotional, and special salary increases within approved budgetary guidelines and according to established compensation policies
• Oversees the processing of pay increases to ensure consistent application of policy and accuracy of adherence to salary administration policies
• Reviews exit interviews for departing employees
• Evaluates and identifies issues and concerns
• Makes recommendations for improvements and proposes resolutions
• Ensures that all confidential information is handled by HIPAA, GDPR, and other data protection legislation
• Oversees the processing of employee HRIS changes to ensure consistency throughout the organization
• Ensures accuracy and adherence to HR policies and procedures
• Coordinate’s sourcing and placement of temporary/contractor staffing by working closely with agencies and management to ensure timely, cost-effective, quality placements, and resolve placement issues
• Train, supervise, coach or mentor junior-level Human Resources 
• Facilitates petitions for working visa renewals and permanent residence
• Provides various workforce reports for management review and analytical purposes, such as headcount reports, internal and external salary surveys and other HRIS reports
• Ensures uniform employment practices throughout the organization in compliance with government-mandated policies, laws or other governing employment regulations or procedures
• Receives and responds to inquiries from employees and corporate/regional HR Staff
• Identifies, suggests and implements ongoing process improvements
• Maintains an active awareness and continuing professional education of applicable HR-related legislation and initiatives
• Maintains the professional competence, knowledge and skill necessary for the satisfactory performance of responsibilities

Skills on Resume: 

• Relocation Support (Hard Skills)
• Compensation Review (Hard Skills)
• Exit Evaluation (Soft Skills)
• Data Protection (Hard Skills)
• HRIS Management (Hard Skills)
• Staffing Coordination (Hard Skills)
• HR Mentoring (Soft Skills)
• Process Improvement (Soft Skills)

Job Summary: 

• Relationship manager for one Executive Leadership Team (ELT) member, viewed as a strategic business partner, change agent, and member of the Program division executive and/or leadership team
• Lead a portfolio of multiple organizations and manage a small group of business partners
• Supports the ELT member and other senior leaders in the building of organizational capability and a high-integrity culture
• Facilitates systems-level diagnosis, co-creation of solutions and implementation of strategies and policies regarding organizational development, talent management and succession planning, performance management, compensation and benefits, employee relations, and workforce planning
• Works with leaders to identify and solve root causes of organizational issues that have an impact on business strategy
• Works with leaders to facilitate and identify systems-level, root cause diagnosis of organizational issues that have an impact on business strategy
• Partners with COE leaders to identify needs and improve and/or innovate processes and programs to achieve outcomes for foundation-wide programs and initiatives
• Engages with HR leadership to monitor people relations trends and understand the root cause of issues
• Owns, leads and facilitates core HR annual processes (such as annual review, talent review, succession planning, etc.) for respective teams using standard, center-driven tools and approaches to achieve desired organizational outcomes
• Actively participates in business and strategy discussions with the division senior leadership team to understand and influence the decision-making process for future relevant business development actions to prepare and support from a strategic human capital perspective
• Lead and influence talent assessment and performance management throughout the division, in support of driving a high-integrity culture
• Program division President and senior leaders by understanding organization priorities, sharing feedback, coaching for leadership and team effectiveness, influencing desired people and organizational outcomes
• Builds effective relationships with key stakeholders across the division to improve the communication and identification of key issues and priorities

Skills on Resume: 

• Strategic Partnering (Soft Skills)
• Org Capability (Soft Skills)
• Root Cause Analysis (Hard Skills)
• Program Innovation (Hard Skills)
• People Trends (Soft Skills)
• Process Ownership (Hard Skills)
• Talent Influence (Soft Skills)
• Stakeholder Engagement (Soft Skills)

Job Summary: 

• Promote a culture of integrity, cooperation, involvement, trust and mutual respect among staff, management, and production personnel
• Ensures a high level of integrity is maintained and that personnel matters are handled in a professional, consistent, and confidential manner
• Work with leadership to assess business goals and objectives and create an execution plan to achieve plant or functional area goals and objectives
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention
• Maintains a high level of visibility, accessibility, and interaction with all employees
• Performs routine tasks to administer and execute human resource programs, including but not limited to compensation, benefits, and leave
• Manage the recruitment process to meet business requirements
• Gather intelligence of local job market conditions and develop appropriate recruitment and retention strategies while controlling recruitment costs
• Proactively initiates job postings and other recruitment activities

Skills on Resume: 

• Culture Promotion (Soft Skills)
• Goal Alignment (Soft Skills)
• Workplace Morale (Soft Skills)
• HR Program Admin (Hard Skills)
• Recruitment Process (Hard Skills)
• Market Analysis (Hard Skills)
• Retention Strategy (Soft Skills)
• Talent Sourcing (Hard Skills)

Job Summary: 

• Identify the business and people objectives for areas, alongside interpreting Canon’s corporate objectives
• Agree and deliver strategic HR Plans that enable the achievement of these objectives over the mid-term plan period
• Ensure the HR plans support the achievement of local HR objectives, to include key current topics including talent and succession planning, workforce planning, employee engagement and people development
• Work with the HR management team and other Senior HR Business Partners to design and develop local HR initiatives, implementing them with the support of a designated HR Business Partner, to deliver pan-European strategies and policies
• Manage direct reports and provide support and encouragement with individual performance and development
• Take a lead and facilitate change initiatives, influencing senior management to operate within guidelines
• Work closely with specialists within the HR team to advise and guide the business about People Development, Reward and HR Analytics
• Make recommendations for future policy and advise on all complex employee relations issues

Skills on Resume: 

• Strategic Planning (Soft Skills)
• HR Alignment (Hard Skills)
• People Development (Soft Skills)
• Initiative Design (Hard Skills)
• Team Management (Soft Skills)
• Change Facilitation (Soft Skills)
• Specialist Advising (Hard Skills)
• ER Consulting (Soft Skills)

Job Summary: 

• Partner with leaders at all levels to implement HR strategies
• Collaborate and partner effectively with COEs and HR Operational Excellence to ensure high-quality implementation of critical HR operating rhythms such as benefits, performance management, and compensation changes
• Partner with Corporate Recruiting to continue to improve the overall recruiting process for both the hiring manager and the candidates
• Proactively identify opportunities and assess improvements to the associate experience
• Work with leaders and associates to create a positive and effective work culture
• Partner with the Director and other HRBPs to support the overall functional strategies from the lens of the best associate
• Provide timely, effective and direct coaching to client leaders that will aid them in the development of strong, agile organizations
• Work alongside the Director in larger functional initiatives such as organizational design, change management, etc.
• Develop and provide regular proactive reporting/analytics to the business to ensure HR and Business alignment

Skills on Resume: 

• HR Strategy (Soft Skills)
• COE Collaboration (Hard Skills)
• Recruitment Process (Hard Skills)
• Experience Improvement (Soft Skills)
• Culture Building (Soft Skills)
• Associate Advocacy (Soft Skills)
• Leadership Coaching (Soft Skills)
• HR Analytics (Hard Skills)

Job Summary: 

• Partner with Go-To-Market business leaders in the oversight and execution of key talent management strategies such as people planning and development, change management, and organizational design and development
• Take a hands-on approach with leaders to help drive business results, improve working relationships, strengthen morale, and increase productivity and team member engagement
• Serve as a trusted advisor to leadership, influencing business decisions and results using data
• Partner with key members of the HR team to analyze trends and metrics that inform meaningful program creation
• Manage and resolve complex employee relations issues
• Conduct effective, thorough and objective investigations
• Maintain knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance
• Partner with the legal department
• Provide day-to-day performance management guidance to managers (coaching, counseling, career development, separations)
• Collaborate with other HR team members to manage projects or provide input on HR-related programs and practices
• Act as a neutral party, providing a balanced perspective for both employees and leaders

Skills on Resume: 

• Talent Strategy (Soft Skills)
• Business Advising (Soft Skills)
• Data-Driven Insight (Hard Skills)
• Trend Analysis (Hard Skills)
• Employee Relations (Soft Skills)
• Legal Compliance (Hard Skills)
• Performance Coaching (Soft Skills)
• HR Collaboration (Soft Skills)

Job Summary: 

• Identify, develop and implement HR programs that support the business objectives and key performance priorities of the facility or region
• Partnering with Distribution Operations leaders, both onsite and regional leaders, serves as a trusted advisor on any people, organizational, or capability implications of business strategy
• Coach and advise leaders on talent development and performance management
• Effectively lead change management initiatives
• Drive key HR initiatives, including talent management, training, succession planning, performance management, and salary reviews
• Work strategically and in partnership with the business to develop and implement focused workforce strategies, ensuring alignment with both business and HR objectives
• Identify key business trends and work in partnership with HR cross-functional resources to develop solutions, programs and policies to aid in the achievement of organizational goals
• Play a critical role in embedding a talent management mindset and executing a talent agenda that aligns with critical business priorities
• Lead the annual talent review process in partnership with business leadership and COEs to create Individual Development Plans and functional talent review action plans

Skills on Resume: 

• HR Program Design (Hard Skills)
• Strategic Advising (Soft Skills)
• Talent Coaching (Soft Skills)
• Change Leadership (Soft Skills)
• Key HR Initiatives (Hard Skills)
• Workforce Strategy (Hard Skills)
• Trend Solutions (Hard Skills)
• Talent Agenda (Soft Skills)

Job Summary: 

• Provides expert support for human resources programs for various areas of HR management including Performance Management, Employee Relations, Organizational Development, Employee Engagement, Organizational Re-design and Change Management
• Translates business strategy and plans into the Division to help the business further its goals
• Supports and can lead the business discussion of HR and talent issues
• Supports and drives the Division culture within the context of the broader enterprise by managing division and global HR projects
• Partners with HR COEs (Centers of Excellence) such as Talent Acquisition, Compensation and Benefits, Talent Development and HR Operations
• Stay abreast of industry best practices, identifying areas of improvement, recommending and implementing those best practices to support the corporate goals and development
• Consults with Market HR on the impact of talent decisions and business requirements
• Works closely with the Finance team on the budget of the FRR open hiring positions and manages the budget file daily

Skills on Resume: 

• HR Program Support (Hard Skills)
• Strategy Alignment (Soft Skills)
• Talent Leadership (Soft Skills)
• Culture Management (Soft Skills)
• COE Partnership (Hard Skills)
• Best Practices (Hard Skills)
• Talent Consulting (Soft Skills)
• Budget Oversight (Hard Skills)

Job Summary: 

• Act as a Senior Business Partner to key BU stakeholders, engendering credibility and building and maintaining strong relationships with clients
• Act as a key point of contact to clients, providing guidance and recommendations across the entire suite of HR Business Partner responsibilities
• Proactively partner with the business about their resourcing/headcount plan
• Proactively partner with the business and the internal recruitment team on lateral recruitment activities, including identifying and selecting appropriate sources of candidates
• Partner with and influence managers to ensure hiring the right calibre of candidates
• Work with managers and the Compensation team to determine appropriate compensation levels for new hires
• Ensure that all regulatory aspects of the hiring process are fulfilled including working closely with the HR Regulatory Remuneration team on any guarantee approvals
• Manage the recruitment approval process for senior hires with the business unit and the HR team
• Actively market the Morgan Stanley employment proposition on various ad hoc initiatives and where involved in any specific hiring
• Advise managers and employees on mobility and international transfer issues
• Working with Corporate Tax, the Visa Team, Compliance and Employment Law on complex transfers
• Work with the business to interpret and apply Morgan Stanley policies and procedures
• Advise and coach managers and more junior members of the HR team across a wide range of employee relations issues, taking into account best practice, legislative framework and commercial outcome
• Influence managers and work with them to deal effectively and appropriately with the management of a range of performance, conduct and compliance issues

Skills on Resume: 

• Business Partnering (Soft Skills)
• Client Advisory (Soft Skills)
• Headcount Planning (Hard Skills)
• Lateral Hiring (Hard Skills)
• Talent Selection (Soft Skills)
• Compensation Planning (Hard Skills)
• Regulatory Hiring (Hard Skills)
• Global Mobility (Hard Skills)

Job Summary: 

• Liaise with in-house Legal advisors and Employee Relations
• Work closely with the business to manage headcount data and people metrics
• Partner with the HR Data team to provide appropriate and timely management data and present this to the business unit
• Partner with the HR Regulatory Remuneration team to identify roles captured by regulations and manage the individuals and requirements of the regulations
• Liaise with the business unit about the requirements of the Senior Manager Certification regime and the compensation implications
• Partner with the business to develop their Talent strategy, and with the Talent organization on the implementation of this strategy
• Work proactively with the business on succession planning for critical roles
• Identify diversity focus areas and partner with the business to develop and implement their annual diversity plan
• Manage a seamless promotion process for senior promotion levels, including the provision of metrics, training managers on form completion, advising training panel members and independent assessors to ensure a fair, robust and transparent process
• Implement and coordinate the divisional talent ranking process for the EMEA region
• Ensure any changes to the cyclical performance evaluation process are introduced and understood by the business
• Intervene on any evaluation summaries to reflect performance issues and advise managers on appropriate wording
• Work collaboratively with managers, the data team and HR counterparts in NY during the annual Year End compensation processes
• Advise managers to ensure appropriate compensation decisions are made based upon performance, parity of awards, promotion, etc.
• Stay abreast of market developments to ensure the ability to proactively provide businesses with valuable market insight
• Advising managers on compensation structures and regulatory requirements

Skills on Resume: 

• Legal Liaison (Hard Skills)
• People Metrics (Hard Skills)
• Data Reporting (Hard Skills)
• Regulatory Roles (Hard Skills)
• Talent Strategy (Soft Skills)
• Succession Planning (Soft Skills)
• Diversity Planning (Soft Skills)
• Compensation Advisory (Hard Skills)

Job Summary: 

• Advising and influencing Senior and Executive Technology Leaders through relationship building, delivering impact, and leveraging experience, as well as the core People team, to solve critical business problems and complex challenges
• Building and executing a people strategy aligned with business goals by working in partnership with the business to deeply understand what must be achieved, then partnering across the People team and the business to build and deliver solutions
• Leveraging deep subject matter expertise in the people domain to proactively work in the business
• Ensure are seeing the future of work at Deel and building programs to engage, retain and develop people throughout their careers while also developing people for the future of jobs tomorrow at Deel
• Coaching and developing engineering and product team leaders and managers in change management
• Building high-performance teams, understanding and improving engagement, best practices in communication, and navigating difficult team member relations and terminations
• Leading through strategic workforce planning while balancing intentional organizational design with hyper-growth headcount plans and constant change
• Effectively managing change across the business, which is guaranteed to be almost constant through communication, advocacy, collaboration, and planning
• Thoughtful and intentional approaches to change management both involve and educate the business to build a stronger muscle for managing change
• Advising on total rewards and compensation design 
• Partnering directly with total rewards and talent acquisition teams to understand philosophy, strategies, and data that will drive culture, engagement, and understanding, alongside ensuring the maintenance of internal pay parity and transparency
• Deploying and implementing new initiatives such as performance, compensation, development, and other initiatives into the business successfully through leveraging change champions across the business, gaining leadership buy-in and understanding, and internal communication plans

Skills on Resume: 

• Executive Advising (Soft Skills)
• People Strategy (Soft Skills)
• Future Planning (Hard Skills)
• Change Coaching (Soft Skills)
• Org Design (Hard Skills)
• Workforce Planning (Hard Skills)
• Compensation Design (Hard Skills)
• Initiative Deployment (Hard Skills)

Job Summary: 

• Own and manage the relationships with client group business leaders, including Senior Managers and Directors
• Develop and own the delivery of the strategic HR plan for each business supported, ensuring consistency with MENA and global HR goals
• Act as a consultant to client groups and provide input on the HR implications of strategic and operational decisions and plans, acting as an integral member of each group’s management team
• Maintain a strong focus on employee relations, performance management, engagement and retention activities, including an understanding of compensation and benefits and development activities
• Support and develop line managers in driving a performance culture through coaching, facilitating talent assessments and succession planning meetings
• Provide expert input to client groups as well as the HR team in terms of employment legislation, policies and practices
• Support the design and delivery of appropriate training and development programs
• Deliver on business-critical HR related projects
• Ensure alignment of HR related programs by partnering with peers and colleagues within MENA, APAC and global locations and also across corporate / consumer business units

Skills on Resume: 

• Client Partnership (Soft Skills)
• HR Planning (Hard Skills)
• Strategic Consulting (Soft Skills)
• Employee Engagement (Soft Skills)
• Performance Coaching (Soft Skills)
• Policy Expertise (Hard Skills)
• Training Delivery (Hard Skills)
• Global Alignment (Soft Skills)