Human Resources Business Partner Jobs At Lowe's Companies

The Senior Human Resources Generalist performs HR general human resources tasks and services to support effective and efficient operations of the organization's human resources department. Must project a professional image through in-person and telephone interaction. Essential Duties and Responsibilities: Maintains accurate and up-to-date human resource files, records, and documentation. Answers frequently asked questions from applicants and employees relative to standard policies, benefits, hiring processes, etc.; refers more complex questions to appropriate senior-level HR staff or management. Maintains the integrity and confidentiality of human resource files and records. Performs periodic audits of HR files and records to ensure that all required documents are collected and filed appropriately. Provides clerical support to the HR department. Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with departmental managers to understand skills and competencies required for openings. Conducts or acquires background checks and employee eligibility verifications. Implements new hire orientation and employee recognition programs. Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development. Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff. Attends and participates in employee disciplinary meetings, terminations, and investigations. Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Performs other duties as assigned. Education and Experience: Bachelors (BA/BS) Degree in HR or business. (Professional HR Certification a plus) Five (5) years related experience and/or training; or equivalent combination of education and experience Excellent verbal and written communication skills. Excellent interpersonal skills with the ability to manage sensitive and confidential situations with tact, professionalism, and diplomacy. Excellent organizational skills and attention to detail. Proficient with Microsoft Office Suite or related software. Proficient with or the ability to quickly learn payroll management, human resource information system (HRIS), and similar computer applications.

SHOE SHOW, INC., the country's largest privately held footwear retailer in business 64 years with more than 1,000 stores in 47 states, is seeking an experienced HR Technology Lead (UKG/ Ultimate/UltiPro) to join our team. This position is available at the corporate headquarters located in Concord, NC. Local candidates are encouraged to apply! What you should know: The HR Technology Lead reports to the Human Resources Director and will thrive in a fast-paced, detail-oriented environment where we support thousands of associates. Must have good computer skills, including experience with HRIS and applicant tracking systems; must be able to develop spreadsheets and reports. The HR Technology Lead will support and monitor implementation of company initiatives, policies, and procedures, and drive compliance and consistency across the company. Recent experience using UKG/Ultimate/UltiPro software is required. What you will do: Evaluate, analyze, and maintain company Human Resources Information System and serve as Subject Matter Expert for the platform. Assist in identifying new HR needs and the software products to fulfill these needs. Make alterations to existing programs to gather and report data as necessary. Enter and/or validate data for new hires in HRIS system. Track Monthly New Hire Benefit Enrollments. Assist with data entry for benefit enrollments in HRIS system. Maintain monthly reports/dashboards established by HR department. Manage projects and data entry for HRIS and payroll builds. Work closely with Chief Human Resources Officer on projects including, but not limited to, M&A needs. Communicate with leadership effectively. Other duties as assigned. Software Applications: Microsoft Office Company computer systems UKG HRIS system Qualifications: Bachelor's degree or the equivalent years of experience preferred. At least 5 years of recent/current UKG/Ultimate/UltiPro experience. Experience in the administration of benefits, payroll, and compensation programs and other human resource programs is preferred. Ability to communicate with employees at all levels (both verbal and written communication skills). Good computer skills including experience with HRIS and applicant tracking systems; ability to develop spreadsheets and reports to analyze market staffing needs. Benefits: At SHOE SHOW, INC., each eligible employee can participate in Medical, Dental, Vision, LTD, STD, 401(k) with company match, Merchandise discounts, Paid-Time-Off, Sick Pay, and Holidays. Your career is waiting for you so please apply now! EOE

Kerusso - Human Resources Manager Do you have a passion for helping people succeed? Do you thrive in a fast-paced team environment? Kerusso, the nation's leading brand of Inspirational faith-themed Apparel, Gifts & Accessories is seeking an awesome new team member! At Kerusso, our culture is equal parts casual, candid, and driven. We're serious about delivering results for our customers, our company, and our Team, while at the same time enjoying what we do. Working at Kerusso: “One Team One Mission” At Kerusso we're passionate about our work and are driven by our purpose: Proclaiming the Good News to the World through products about Jesus. Our Team Motto is: “One Team, One Mission!” Each and every day we work together to achieve that shared mission. Founded by Vic Kennett in 1987, Kerusso employs 130 outstanding team members operating out of our 150,000 sq. ft. facilities nestled in the beautiful Ozark Mountains. For 38 years, Kerusso has produced Christian faith themed apparel & accessories and sets the standard as a 7-time member of INC. 5000's list of fastest growing privately held companies in America. Our brand motto is "Change Your Shirt. Change the World!" Other brands by Kerusso include: Cherished Girl , Grace & Truth , Blessed Girl , HOLD FAST , and Light Source . Kerusso products can be found online and at more than 3,000 retailers around the globe. The Role The HR Manager at Kerusso acts as a mission champion and change agent. The role assesses and anticipates HR-related needs and makes plans and executes upon them. The successful candidate will be a creative, collaborative, high-energy leader who is a self-starter and a team player. They will have a Bachelor's degree in human resources or a field of business acumen; with a minimum of 7 years of progressive HR experience and an active HR professional certification. Having this experience in a Manufacturing or fulfillment / logistics environment is a big plus. The HR leadership role at Kerusso is a hands-on, roll up your sleeves, leadership & management position responsible for administering and supporting all the team member related needs of the company. The HR Manager is responsible for performing HR-related duties on a professional level and works closely with leadership, supporting the entire organization and its business objectives. This position carries out responsibilities in the following functional areas: Employee and culture advocacy, strategic planning, leadership advisor, compensation, HRIS administration, benefits administration, employee relations, analytics/metrics, training, performance management, talent management, on-boarding, policy implementation, employment law compliance and safety. Essential Functions The workload is a mixture of transformational and transactional responsibilities. Develops HR strategies, policies, programs and initiatives that will result in compliance and optimal business outcomes, as well as, enhancing the current high-performance, mission-driven workplace culture. Plays lead role in administering the compensation program; monitors the performance evaluation program and revises as necessary. Performs benefits administration, including claims resolution, change reporting, approving invoices for payment and communicating benefits information to employees. Develops and maintains the affirmative action program in conjunction with the Personnel Management firm; files EEO-1 report and EEO component 2 report annually; and maintains other records, reports and logs to conform to EEO regulations. Conducts recruitment and hiring effort for all exempt and nonexempt personnel; conducts new-employee on-boarding and record-keeping. Assists with employee relations counseling, outplacement counseling and exit interviewing. Maintains company organization charts. Maintains human resource information system records and compiles reports from the database. May export data to the Personnel Management firm for analysis and metrics. Maintains compliance with federal, state and local employment and benefits laws and regulations in conjunction with the Personnel Management firm. Plays key role as advisor/coach in employee relations and advocacy while maintaining corporate balance. This includes disciplinary action and investigations on complex matters. Maintains knowledge of legal requirements related to day-to-day management of employees, reducing legal risks/liabilities and ensuring regulatory compliance. Partners with the Personnel Management firm for compliance assistance as needed. Facilitates policies and programs to ensure team member and facility safety, welfare, support and security. Participates in evaluation and monitoring of both individual and executive-level training programs to ensure success. May research, prepare and present training or recommend outsourced options. Prepares and posts OSHA safety logs in accordance with OSHA regulations. Conducts management and non-management training such as Supervisor 101, harassment and discrimination, workplace harmony and/or other topics approved by leadership. Maintains and regularly updates the employee handbook and policy manuals Track and publish HR metrics to the company executives to improve utilization and job satisfaction of company personnel Stays up to date on new regulations and HR best practices and shares with management team Experience working with legal counsel as directed by CEO or VP Finance on personnel matters. Core Competencies Business Acumen Communication Ethical Practice Mission Cultural Awareness HR Knowledge Relationship Management Adaptability/Flexibility Problem Solving/Creativity Team Building Microsoft Office Suite Customer Service HRIS System management Preferred & Required Education, Experience and Mindset Passion for people and the Kerusso Mission. Minimum of 7 years of progressive HR experience Bachelor's degree in human resources or field of business acumen Active professional HR certification from accredited HR organization (i.e. PHR, SHRM-CP) preferred Proficient knowledge of current HR practices, disciplines and employment law Excellent organizational skills with ability to switch gears as workload demands Results-driven hands-on mentality Outstanding communication and interpersonal skills, presentation skills and project management capability Strong proficiency in MS Office Suite software (i.e. Word, Excel, PowerPoint, Outlook) Strong proficiency in HRM software systems A general corporate insurance background is helpful, but not required. Other Duties Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice. Location The role is based on-site at our company headquarters in Berryville Arkansas. 1 day a week remote if commuting is possible. 1 HR east of Fayetteville, Springdale, Rogers, and Bentonville, and 45 minutes south of Branson, MO. Northwest Arkansas is noted for its exceptional quality of life and ranks highly as a best place to live. Reporting The HR Manager reports to our CFO. This position will work closely with all company leaders, dept. heads, managers and supervisors to drive culture, excellence and growth.

The Human Resources Business Partner is responsible for executing action items that support key projects and initiatives within the facility/group. Reporting to the HR Manager, the HR Business Partner is responsible for effective execution of human resources strategies in areas such as Talent Development, Workforce Planning, Talent Selection, Engagement, Recognition, Performance Management, Organizational Development, Training, Associate Relations, Compensation, Benefits, Wellness, Risk Safety, Labor Relations, Sustainability and Philanthropy. What does it mean to be a part of our HR Operations team? While providing on-site support for our 50+ distribution centers, our HR Operations team ensures effective execution of human resources strategies in areas such as Talent Development, Workforce Planning, Talent Selection, Engagement, Recognition, Performance Management, Organizational Development, Training, Associate Relations, Compensation, Benefits, Wellness, Risk Safety, Labor Relations, Sustainability and Philanthropy. In addition, this team plays a pivotal role in our current transformation journey. They are instrumental in helping to develop and retain the right talent, that is fully engaged with this strategy, as well as embodying a true “people first” mindset to help drive UNFI's company culture of collaboration and engagement. JOB RESPONSIBILITIES: Business Partnership Builds effective working relationships with business leaders. Leverages an understanding of business needs and works closely with leaders to optimize human capital to meet strategic plans. Acts as a primary point of contact and provides counsel and consulting services to internal partners across all levels of the organization, including Senior leaders. Provides coaching to individual contributors, with the goal of making others successful. Participates and collaborates in supervisor, management, and staff meetings. Participates and collaborates in supervisor, management, and staff meetings. Reviews metrics to derive insights and uses those insights to solve business problems and improve processes. Talent & Onboarding Responsible for implementing the workforce and talent agenda that attracts the right people in a competitive market and drives enterprise productivity, in partnership with Talent Acquisition. Implements effective onboarding strategies and plans for successful assimilation of new hires. Prepare and communicate information to new employees upon hire date. Provide orientation of the company policies. Prepare pre-employment and new hire paperwork as required by the Company, State and Federal regulations. Deliver training programs, as assigned. Engagement & Associate Relations Responsible for being a steward of the company culture. Uses discretion and ensures that associate questions are promptly and courteously resolved. Drive employee engagement efforts through execution of employee feedback survey, analysis of results and development of action plans, as assigned. Addresses associate concerns with open communication techniques. Communicates with associates in a timely and courteous manner. Handles basic employment relations issues, including reviewing recommendation with HR Manager and escalating, as appropriate. Execution of HR Activities and Programs Executes on assigned HR functions, accurately and timely. Leverages best practices and participates in collaboration within the region/group, and nationally. Executes on tactics supporting HR programs within the facility, in accordance with HR processes and programs. Builds effective working relationships with HR team. Completes reports and information requests accurately and timely. Maintains and updates HRIS records and associate files. Ensures associate files are complete and compliant. Complete personnel actions, including partnering with Total Rewards or HR Shared Services to obtain recommendation and approvals, ensure transaction is appropriately processed and that associate data is accurate. Collaborates with HR colleagues to share best practices and leverage successes across the company. Supports peer networks across the company. Executes tactics to support core annual programs, such as performance objectives and goal setting, performance evaluations, compensation planning, talent assessment, succession planning, wellness, annual enrollment, etc. Executes tactics to support local/department-level programs for areas such as, workforce planning, engagement, recognition, training, wellness, and labor relations. Manages and tracks all leaves of absence and accommodation requests. Possesses working knowledge of HR policies and procedures as well as federal, state/province and local laws. Executes human resources tactics, including recordkeeping, talent development, promotions, employee relations, terminations, exit interviews, recordkeeping, etc. in accordance with Company procedures and applicable legal requirements. Implements Affirmative Action Plan and goals, where applicable. Provides transparency into work. Leverages network for learning when encountering a new challenge. Manages personal development following changes to company, business and/or HR. Maintains high level of confidentiality with consistency. Performs other job duties as required. JOB REQUIREMENTS: Education/Certification: Bachelor's degree in business or related field or PHR/SPHR/CHRL/CPHR Certification preferred. Experience: Minimum 3 years of HR experience required. Knowledge: Working knowledge of Federal, state/province and local employment laws. Understanding of talent acquisition techniques, including recruitment, interviewing skills, and selection. Understanding of compensation and benefit policies and programs, employee relations practices. Good judgment is required for this position as there may be times when direct supervision may not be immediately available. Skills/Abilities: Excellent communications skills, written and verbal. Analytical skills Action Oriented Problem Solving Competencies: Communicating Effectively Demonstrating Initiative Displaying Confidence and Composure Assessing and Understanding People Delivering High Quality Work WORK ENVIORNMENT: Onsite Role: This position requires the associate to perform all duties at one of our UNFI locations, such as a distribution center or office. PHYSICAL ENVIRONMENT/ DEMANDS: Most work is performed in a temperature-controlled office environment. Incumbent may sit for long periods of time at desk or computer terminal. While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle, or feel; reach with hands and arms; and talk or hear. Incumbent may use calculators, keyboards, telephone, and other office equipment during normal workday. Stooping, bending, twisting, and reaching may be required in completion of job duties. ABOUT UNFI: We are North America's premier grocery wholesaler, delivering the widest variety of fresh, branded, and owned brand products to community grocers and retail chains alike. A pioneer in natural and organic foods, we are growing and transforming to meet the needs of an evolving workplace. Our 29,000+ employees work across America in our 50 Distribution Centers and corporate offices. BENEFITS: Competitive 401K + Match Flexible PTO Medical, Dental, Vision Insurance Annual Merit Education Assistance Mentorship/ Development Programs, Diversity Belonging & Innovation Groups All qualified applicants will receive consideration for employment without regard to race, color, age, religion, sex, sexual orientation, gender identity or expression, national origin, disability, or protected veteran status. UNFI is an Equal Opportunity employer committed to creating an inclusive and respectful environment for all. - M/F/Veteran/Disability. VEVRAA Federal Contractor.

You could work anywhere. Why us? Join a pre-IPO startup with capital, traction and runway ($240M funded | 40X revenue growth in 4 years | $2T market size) Work closely with brilliant leaders and team mates from companies like Nvidia, Better, Nerdwallet, Wayfair, Sofi, etc. Disrupt a massive market and take us to a $10B business in the next few years Be immersed in a talent-dense environment and greatly accelerate your career growth About the opportunity: We are looking for a Senior People Business Partner who is energized by working with a high caliber team and passionate about delivering meaningful business impact to join us! Reporting directly to our VP, People Operations, you will be instrumental in elevating our organizational talent density and ensuring that every department continues to operate at an extremely high level. Partnering closely with our entire executive suite and people leaders across all functions, you will own talent development, supporting our leaders on all performance management and career development initiatives, helping our leaders navigate difficult decisions, and ensure that our team members have the resources and support to achieve their ambitious goals. Through your influence, you will play a critical role in scaling our talent as we go from 5M to 50M customers and become a $5B business in the next few years. Jerry is building the first super app to help people optimize all aspects of owning a car - insurance, buy/sell, registration, loans, safety, repairs, parking, etc - a $2T market in the U.S. We started with insurance in 2019, and since then we've launched loan refinancing, real-time driving insights, a repair marketplace, car diagnostics, and a GenAI-powered chatbot and voicebot. We have amassed over 5M customers, raised $240M in funding, scaled our revenue 40X and our team to 250 across 5 countries. How you will make an impact: Work closely with our VP, People Operations and our leadership team to drive our entire performance review and performance management process; act as a thought partner and provide guidance to our people managers on goal setting, goal attainment and personnel decisions while ensuring that we continue to raise the bar on our talent and performance standards Partner with executive leadership to identify gaps, ideate on near term and long term solutions, and execute on initiatives to elevate our employee retention and engagement Champion and elevate Jerry's culture through multiple employee touchpoints including recognition and support programs, conducting regular surveys and feedback sessions and organizing company meetings to enhance the employee engagement and satisfaction Address employee concerns and grievances with empathy, integrity, and confidentiality, fostering a positive and inclusive workplace culture Ensure compliance with labor laws, company policies, and industry regulations while maintaining accurate employee records and managing HR documentation Preferred experience: Bachelor's degree in Human Resources or a related discipline 5+ years of experience in human resources or people operations with a focus on talent development in a fast-paced, high-growth startup environment Deep knowledge of employment laws and human resources regulations HR certification (e.g., SHRM-CP, PHR) strongly preferred Ideal profile: You are a true business-centric thought partner and are principled about making the right decisions to move the company forward You are a first principles thinker and have very good judgment You act with the highest level of integrity You are diplomatic and tactful, even under intense pressure and in the most challenging situations While we appreciate your interest and application, only applicants under consideration will be contacted. Jerry is proud to be an Equal Employment Opportunity employer. We prohibit discrimination based on race, religion, color, national origin, sex, pregnancy, reproductive health decisions or related medical conditions, sexual orientation, gender identity, gender expression, age, veteran status, disability, genetic information, or other characteristics protected by applicable local, state or federal laws. Jerry is committed to providing reasonable accommodations for individuals with disabilities in our job application process. If you need assistance or an accommodation due to a disability, please contact us at *********************** #J-18808-Ljbffr

You could work anywhere. Why us? Join a pre-IPO startup with capital, traction and runway ($240M funded | 40X revenue growth in 4 years | $2T market size) Work closely with brilliant leaders and team mates from companies like Nvidia, Better, Nerdwallet, Wayfair, Sofi, etc. Disrupt a massive market and take us to a $10B business in the next few years Be immersed in a talent-dense environment and greatly accelerate your career growth About the opportunity: We are looking for a Principal People Business Partner who is energized by working with a high caliber team and passionate about delivering meaningful business impact to join us! Reporting directly to our VP, People Operations, you will be instrumental in elevating our organizational talent density and ensuring that every department continues to operate at an extremely high level. Partnering closely with our entire executive suite and people leaders across all functions, you will own talent development, supporting our leaders on all performance management and career development initiatives, helping our leaders navigate difficult decisions, and ensure that our team members have the resources and support to achieve their ambitious goals. Through your influence, you will play a critical role in scaling our talent as we go from 5M to 50M customers and become a $5B business in the next few years. Jerry is building the first super app to help people optimize all aspects of owning a car - insurance, buy/sell, registration, loans, safety, repairs, parking, etc - a $2T market in the U.S. We started with insurance in 2019, and since then we've launched loan refinancing, real-time driving insights, a repair marketplace, car diagnostics, and a GenAI-powered chatbot and voicebot. We have amassed over 5M customers, raised $240M in funding, scaled our revenue 40X and our team to 250 across 5 countries. How you will make an impact: Work closely with our VP, People Operations and our leadership team to drive our entire performance review and performance management process; act as a thought partner and provide guidance to our people managers on goal setting, goal attainment and personnel decisions while ensuring that we continue to raise the bar on our talent and performance standards Partner with executive leadership to identify gaps, ideate on near term and long term solutions, and execute on initiatives to elevate our employee retention and engagement Champion and elevate Jerry's culture through multiple employee touchpoints including recognition and support programs, conducting regular surveys and feedback sessions and organizing company meetings to enhance the employee engagement and satisfaction Address employee concerns and grievances with empathy, integrity, and confidentiality, fostering a positive and inclusive workplace culture Ensure compliance with labor laws, company policies, and industry regulations while maintaining accurate employee records and managing HR documentation Preferred experience: Bachelor's degree in Human Resources or a related discipline 7+ years of experience in human resources or people operations with a focus on talent development in a fast-paced, high-growth startup environment Deep knowledge of employment laws and human resources regulations HR certification (e.g., SHRM-CP, PHR) strongly preferred Ideal profile: You are a true business-centric thought partner and are principled about making the right decisions to move the company forward You are a first principles thinker and have very good judgment You act with the highest level of integrity You are diplomatic and tactful, even under intense pressure and in the most challenging situations While we appreciate your interest and application, only applicants under consideration will be contacted. Jerry is proud to be an Equal Employment Opportunity employer. We prohibit discrimination based on race, religion, color, national origin, sex, pregnancy, reproductive health decisions or related medical conditions, sexual orientation, gender identity, gender expression, age, veteran status, disability, genetic information, or other characteristics protected by applicable local, state or federal laws. Jerry is committed to providing reasonable accommodations for individuals with disabilities in our job application process. If you need assistance or an accommodation due to a disability, please contact us at *********************** About Jerry: Jerry is America's first and only AllCar app. We are redefining and radically improving how people manage owning a car, one of their most expensive and time-consuming assets. Backed by artificial intelligence and machine learning, Jerry simplifies and automates owning and maintaining a car while providing personalized services for all car owners' needs. We spend every day innovating and improving our AI-powered app to provide the best possible experience for our customers. From car insurance and financing to maintenance and safety, Jerry does it all. We are the #1 rated and most downloaded app in our category with a 4.7 star rating in the App Store. We have more than 5 million customers - and we're just getting started. Jerry was founded in 2017 by serial entrepreneurs and has raised more than $240 million in financing. Join our team and work with passionate, curious and egoless people who love solving real-world problems. Help us build a revolutionary product that's disrupting a massive market. #J-18808-Ljbffr

In the position of Vice President, Human Resources, you are both a strategic consultant and execution-focused people leader who delivers meaningful people results on a global scale. You will strategize, develop, execute, iterate and continuously optimize people-focused initiatives that impact all facets of the organization to continuously drive our business forward. You are a subject matter expert and collaborative team player with a demonstrated ability to deliver key business results by leading or influencing cross-functional alignment across business and HR COE lanes, including Global HR Operations, People Technology and Systems Integrations, Talent Acquisition, Employer Branding, Candidate and Employee Experience, Total Rewards, HR Business Partners, Learning & Development, Talent Management, Program Management, etc. You drive key business insights and initiatives with your business acumen, data driven analytics, thought leadership, technology-forward savviness, creative problem-solving, and desire to GSD that really matters to our most important asset - the Monster Family. Essential Job Functions: * Align workforce planning and organizational design, while identifying and advising courses of action with a global mindset and local scalability to achieve strategic business goals. Plan, direct, and collaborate with HR people teams and other cross-functional teams to ensure the appropriate use of resources to deliver overall company objectives. Identify opportunities for growth, improvement, and maximizing current resources. * Manage, plan, and execute HR functions including People Tech initiatives, Talent Acquisition, HR Operations and other priorities in collaboration with the Chief People Officer. Establish, meet and exceed established deliverables and deadlines. Develop scalable methodologies and tools to optimize HR operations and streamline core processes in the employee life cycle, including onboarding, hiring, development, terminations and similar. * Provide counsel and recommend organizational structures and organizational development plans to ensure understanding, implementation, and development of the desired organizational structure. * Stay abreast of required HR reporting and compliance initiatives. Ensure timely regulatory filings such as EEO-1 reporting. Maintain departmental reports and records; collect statistical data for administrative and regulatory purposes. * Conduct workforce analysis using data reporting trends and statistical information to develop people insights. Collaborate with management and cross-functional teams accordingly to develop and support people initiatives. * Establish, maintain, author, and continuously improve HR guidelines, policies and procedures, etc. to deliver on the needs of the organization and HR best practices. * Develop and implement people department goals and objectives congruent with the company's strategic plans. * Develop measurement criteria and monitor program effectiveness on an ongoing basis, iterating and continuously optimizing people initiatives that deliver business results. Position Requirements: * Minimum of 15 years of experience in various HR COE lanes, including People Operations, Talent Acquisition, and People Technology focused roles. * Minimum of 10 years of experience in a global CPG and/or public company or similar. * Subject matter expertise, builder and implementation experience with Human Capital Management (HCM) and similar HR systems, such as UKG, Workday, SAP, Greenhouse, ServiceNow, etc. * Data driven with experience building, refining and measuring metrics to drive business insights and action plans. Power BI, Tableau, Cognos, or similar data analytics and BI tool experience required. * Strong analytical, critical thinking and problem-solving skills. * Must be organized, able to multitask and manage competing priorities while maintaining a professional and courteous demeanor with all levels of the organization. * Must be able to influence all levels of an organization, from executive management to individual contributors. * Excellent interpersonal, written, and verbal communication skills. * Attention to detail, accuracy, ability to prioritize/multi-task and meet deadlines in a fast-paced environment. Base Salary Range: $210,000 - $280,000

The San Francisco Museum of Modern Art is one of the largest museums of modern and contemporary art in the United States and a thriving cultural center for the Bay Area. We cannot imagine life without art; it inspires and connects us every day. Now more than ever, these connections matter and are aligned with our values. Inclusive: We strive to be a museum of many voices in dialogue. Passionate: We believe working with art is more than a job or trusteeship - it's a way of life. Brave: We are committed to approaching our work with courage and a sense of adventure, always ready to explore new perspectives. Empathic: We aim to act like a person, not an institution. SFMOMA is a place for the infinitely curious to explore, support, and experience the art of our time. We believe that modern and contemporary art can influence the way we think, view the world, and embrace the many voices and perspectives around us. We aspire to foster an environment that elicits joy, nurtures a sense of belonging and purpose-where difference is seen as a strength, and every one is appreciated for their whole self. Schedule: Full Time, 35 hours/week, at least three days working onsite Reporting to the Chief People (HR) Officer, the Director of HR Operations, who will be responsible for supporting HRIS, Compliance, Labor Relations, and Class & Compensation programs at SFMOMA. Through a deep knowledge of divisional areas, people, and operational needs, the Director of HR Operations will support the team by listening, diagnosing complex issues, recommending solutions and engaging the appropriate resources to provide HR services in support of the successful achievement of programs and policies that align with our strategic plan goal to transform our museum culture form the inside out. The Director of HR Operations will demonstrate and be recognized as an expert in all facets of Employee and Labor Relations, SFMOMA policies and procedures, including State and Federal labor and employment laws, and function as support for all labor relations issues, including local contract negotiations and arbitration. Responsibilities & DutiesPartner with Legal and Finance to audit and ensure org-wide compliance, specific to: employment law, wage & hour, EEOC, FMLA, CFRA, SDI, Unemployment, LOA's, medical insurance, family leave, etc. Oversee the annual review, revision, and implementation of the Employee Handbook and associated Compliance Training to ensure adherence to California state regulations. Provide research and analysis regarding issues under HEERA/PERB, ADA, FMLA, NLRB, FEHA, CFRA. Review case management processes and data for continuous improvement by identifying trends, learning from past cases, and adapting to changes in the workplace and employment laws. Develop and implement HR strategies, including policies, procedures, and operating standards for SFMOMA. Support the Chief People Officer in compliance with the Collective Bargaining Agreement including attending Labor Management meetings with management. Support the annual performance management process. Partner with senior leaders to support the administration of key company programs such as benefits, compensation programs, workers compensation, HRIS and HR systems implementation/integration to ensure compliance and optimal results. Partner with Talent in regard to all aspects of compensation, including salaries and salary ranges, job leveling and analysis, discretionary bonuses, annual Pay for Performance bonus program, and Long-Term Incentive Program. Assess the effectiveness of compensation practices and benefits offerings to ensure competitiveness. Oversee and ensure smooth execution of data, reporting and analytics to drive informed decision making. Identify trends within the business and presents data to assist the business leaders in making decisions. Support the museum in labor and employment arbitration proceedings and in external proceedings involving PERB, EEOC/DFEH, EDD and other agencies as necessary. Responsible for staying abreast of changes in the regulatory environment which could impact the business; proactively identify areas of concern to help mitigate risk. Support Workers Compensation administration, insurance and claims management; partners with the legal team on litigation and settlements. Possible management of one direct report. Qualifications & SkillsBachelor's degree in business, human resources, industrial relations or other related field, or equivalent experience. CCP (Certified Compensation Professional) certification, preferred. Minimum of five (5) to seven (7) years of Human Resources experience, specifically with HRIS, Class & Compensation, Benefits, Labor Relations, and Workers Compensation preferred. Working knowledge of applicable labor and employment laws and regulations at the State of California and federal levels. Experience conducting investigations and knowledge of investigatory processes/best practices. Strong leadership skills and the ability to motivate a team. Must be able to decide how to allocate people, time and other resource to create, execute, and accomplish an operating or project plan on time and within budget. Experience with compensation software (such as Payscale) preferred. Strong business acumen. Ability to identify complex issues and determine the root causes. Strong project management skills with the ability to lead the design, development, implementation, and evaluation of HR programs. Ability to lead by example in driving change throughout an organization and to partner across all areas and levels of an organization. Demonstrated ability to analyze complex situations and create positive outcomes for the business and the team. Excellent interpersonal, verbal, and written communication, presentation, analytical, and consensus building skills. Expert with total rewards programs (compensation, benefits plan design, deferred compensation, etc.) Strong analytical and project management skills. Ability to critically review, summarize, and report findings and recommendations. Effective writing skills and experience developing total rewards communications. Seeking a highly motivated self-starter and a consummate team player with excellent judgement and professional maturity. Ability to manage priorities in a dynamic environment and adapt to change quickly and positively. $136,000 - $162,318 a year Job posting open date: 2/13/25 All jobs posted will remain open for at least five business days. We encourage both internal and external candidates to apply within the initial open posting period as the application close date may or may not be extended beyond that initial period. Applications will not be accepted after a posting has been closed. Location: San Francisco, 151 3rd Street. Benefits: PTO, Medical, Dental, Vision, Flexible Spending Accounts, Pet Insurance, Life and AD&D Coverage, Disability Insurance, Mental Health and Wellness Benefits, Discount Programs, Pre-Tax Commuter Benefits, 403(b) Retirement Savings Plan, SFMOMA Membership, and more Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. SFMOMA is an equal opportunity employer that is committed to diversity, equity, inclusion, and accessibility. No person shall be discriminated against based on race, color, religion, gender, gender identity, age, genetic information, ancestry/national origin, marital status, disability, medical condition, HIV status, sexual orientation, veteran/military status, and any other category protected by federal of state law. You may request reasonable accommodation if you are unable to or are limited in your ability to access job postings or provide additional information asked in the job posting. You can request reasonable accommodation by contacting the People Team at *****************.

Mavalerio Management | Ashland | Start date: 09/01/2023 | Full Time | Permanent Wilton is a US heritage brand with a 95-year history in baking and decorating. Now fully integrated into the Dr. Oetker family, Wilton aspires to be the most influential and successful cake decorating brand. Learn more about Wilton at *************** A B C Wilton values an engaging in-person work environment with focus on cross-functional collaboration and problem solving. We also recognize the need for workplace flexibility. This is why Wilton offers a hybrid schedule with permanent 1/2-day Fridays. Wilton is an equal employment opportunity employer. We attract and retain the best qualified people without regard to race, color, religion, national origin, gender, gender identity, sexual orientation, age, individuals with disability or veteran status as provided by law. Wilton Brands LLC is an Equal Employment Opportunity Employer/Disability/Veteran. Contact Wilton Brands LLC Wilton Talent Acquisition Team ************ E-mail: ****************** **********************

Job DescriptionBenefits: 401(k) Competitive salary Dental insurance Free food & snacks Health insurance Paid time off Training & development Tuition assistance Vision insurance Mission Statement for Rainbow Acres Rainbow Acres, a residential Christian community with heart, empowers persons with developmental disabilities to live to their fullest potential with dignity and purpose. Summary: Reporting to and working collaboratively with the President/CEO, the Director of Human Resources (HRD) is a member of the senior management team and supports the human resource needs of the organization and its employees. The HRD provides inspirational leadership in managing all human resources activities assisting the organization in functioning at its highest level through the recruitment and retention of high-performing, mission-aligned employees. The HRD works with the senior leadership team to help define and shape the organizational culture, nurture employee engagement, and implement best practices that increase the organizations capacity to fulfill its important mission. Minimum Professional Requirements: 1. A minimum of a Bachelors degree in Human Resources Management, Business or a closely related degree. Masters degree preferred. 2. A minimum of 4 to 5 years of HR management experience with progressively increased responsibility. 3. Strong working knowledge of principles and practices of human resources administration; administrative analysis, employee development programs, report writing methods and techniques, conflict resolution, labor codes and guidelines. 4. Excellent interpersonal and communication skills. 5. Ability to work effectively with diverse people populations. 6. Strong analytical and creative problem-solving skills. 7. Detail oriented and excellent planning and organizational skills. 8. Proficient with Microsoft Office Suite or related software. 9. Ability to obtain a level one fingerprint clearance card, pass an online background check, pass a pre-employment physical and drug screen, reference check, TB test, verification that the individual is not listed on the AZ adult protective services registry, compliance with vaccination requirements. Professional Responsibilities: The HRD is a member of the Senior Staff Team and provides leadership and consultation on Human Resources matters with broad and current subject matter knowledge that includes expertise in federal and state employment laws. The HRD plans, directs, and implements policies and procedures for all areas of the human resources function including staffing, compensation, benefits, employee relations, and compliance; effectively balancing employee advocacy and the operating needs of the organization. Administers and oversees the administration of human resource programs including, but not limited to: recruitment, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale. Conducts research and analysis of organizational trends including review of reports and metrics. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to senior management. Monitors and assists in ensuring the organizations compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance. Provides guidance and leadership to management; assisting with the resolution of performance, grievance, and other types of HR issues. Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is frequently required to stand, walk, have great dexterity of hands and arms, stoop, knell, talk, and hear. The employee may sit for long periods of time and be required to lift and/or move items up to 25 lbs. Employee must be able to navigate the Ranch moving from smooth surfaces to rocky or uneven terrain. Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Lighting and temperature are adequate and controlled. Work is generally performed within an office environment, with standard office equipment available.

Lightology is the fastest growing online retailer for luxury lighting, and largest showroom in North America! Our goal is to educate our customers on the intricacies of lighting design. And with this knowledge, our customers come to appreciate the significant impact that great lighting design can have on their home, office, store or restaurant. This knowledge, accompanied by a partnership with our staff and our exceptional product line gives our customers all the tools necessary to create an atmosphere uniquely suited to their needs. We are currently looking for an efficient Human Resources Director - HR and Administration to support and drive HR and HR related initiatives. The Director will provide leadership and guidance to the Human Resources department. The Director is responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, and identifying and implementing long-range strategic talent management goals. Find us at ****************** Position: Human Resources Director Position reports to the CEO Job Location: Chicago, 60614, 60654,and Skokie 60076 (Hybrid) Job Type: Full-Time Pay Rate: $90,000 - $120,000 Yearly Supervisory Responsibilities Manage, recruits, interviews, hires, and trains human resources staff Oversees the daily workflow of the department. Provides constructive and timely performance evaluations Handles discipline and termination of employees in accordance with company policy. Responsibilities Collaborates with executive leadership to define the organizations long-term mission and goals; identifies ways to support this mission through talent management. Researches, develops, and implements competitive compensation, benefits, and performance appraisal programs. Provides guidance and leadership to the human resource management team; assists with resolution of human resource, compensation, and benefits questions, concerns, and issues. Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements. Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management. Conducts audits of payroll, benefits or other HR programs and recommends corrective action. Drafts and implements the organizations staffing budget, and the budget for the human resources department. Identifies and tracks Key Performance Indicators (KPIs) for the organization. Provide guidance on annual bonus based on KPIs. Develop and implement HR strategies and initiatives aligned with the overall business strategy Facilitates knowledge sharing by training team members on HR practices and processes, while coaching the team through ambiguity and develop proactive thinking. Partner with management to address day-to-day HR operational issues such as employee and labor relations, compensation reviews, escalated benefits issues, performance management and training. Develop and implement effective hiring and employee retention programs. Act as an employee champion and change agent by anticipating HR-related needs and delivering value added services for the benefit of the employees. Performs other duties assigned. Requirements Excellent verbal and written communication skills Excellent interpersonal and conflict resolution skills. Excellent organizational skills and attention to detail. Strong analytical and problem-solving skills. Strong supervisory and leadership skills. Thorough knowledge of employment related laws and regulations. Knowledge of and experience with varied human resource information systems Proficient with Microsoft Office Suite or related software. Experience with Paylocity HRIS preferred Education and Experience Bachelor's degree in Human Resources, Business Administration, or related field required. Master's degree preferred. At least eight years of human resource or related field experience required, with strategic, talent management, and/or business development experience highly preferred. SHRM-CP or SHRM-SCP preferred Physical Requirements Prolonged periods of sitting at a desk and working on a computer. Must be able to lift up to 15 pounds at times. Benefits Health, Dental, and Vision Insurance enrollment on the 1st of the month after 30 days of employment 401(k) Retirement plan after 6 months of employment. Up to 80 hours of accrued Vacation Paid Leave, prorated your first year. State and locally-regulated Paid Sick Time. Paid Company Holidays, after 30 days. Short Term, Long Term Disability, Life, and AD&D optional Insurance benefits the 1st of the month after 30 days of employment. Company-sponsored Life with AD&D Insurance Coverage. Optional Enrollment in Health Care and Dependent Care Flexible Spending Account (FSA). Salary Description $90,000 - $120,000 Yearly

Job Details Senior Scottsdale, AZ Full Time $150000.00 - $250000.00 Salary Up to 25% Monday - Friday Day Shift Human ResourcesDescription Job Summary Moon Valley Nurseries is seeking a proactive and strategic Director, HR Business Partner (HRBP) to lead our HRBP and HR operations functions, supporting our 50+ retail locations and growing corporate footprint. This role is responsible for driving HR alignment with business priorities-focusing on growth, expansion, and operational excellence-while ensuring an engaged, compliant, and high-performing workforce. This individual must bring strong expertise in in-house payroll (2,000+ employees), benefits, and 401(k) administration, deep knowledge of employee relations, and exceptional investigation and documentation skills. They will serve as a key advisor to senior leadership and lead a high-performing team that supports both strategic goals and day-to-day HR excellence. This is a fully onsite role based in Scottsdale, AZ. Remote/hybrid work is not available. Limited travel (25%) may be required. Key Duties and Responsibilities HR Leadership & Transformation Lead and develop a team of HRBPs supporting field operations across 50+ and rapidly growing retail locations. Establish HR as a strategic service function, ensuring HR processes enable and support both field and corporate teams. Build and refine HR processes and systems from start to finish, driving efficiency, scalability, and alignment with business goals. Provide expert HRBP support to operations and corporate leadership, ensuring HR initiatives drive performance and engagement. Employee Relations & Compliance Lead and resolve complex employee relations matters; provide expertise in investigations, documentation, and conflict resolution. Ensure policies and practices are compliant, up to date, and consistently applied-especially across high-risk employment states such as California. Partner with leadership to create a culture of accountability, fairness, and continuous improvement. Payroll, Benefits & 401(k) Oversight Provide strategic oversight of in-house payroll processing for over 2,000 employees, ensuring accuracy and timeliness. Manage and support benefits administration including open enrollment, life events, and vendor relations. Oversee 401(k) plan administration, ensuring compliance and employee support across multiple locations. Serve as a key escalation point for payroll and benefit-related matters, ensuring resolution and service excellence. Retail & Corporate Business Partnership Serve as the key HR advisor to regional and corporate leadership, ensuring alignment between HR strategies and business needs. Partner closely with operations leaders to support store expansion efforts, including workforce planning and leadership development. Navigate and advise on commission-based compensation structures, ensuring compliance and effectiveness. Training, Development & Performance Management Lead performance management initiatives, ensuring managers provide clear expectations, coaching, and feedback. Build and deliver leadership development programs tailored for both corporate and field leaders. Support succession planning by identifying and developing high-potential talent. HR Analytics & Reporting Use HR data and analytics to identify workforce trends, risks, and opportunities. Provide regular reporting to executive leadership on engagement, turnover, payroll trends, and HR effectiveness. Qualifications Qualifications: Knowledge, Skills & Abilities 9+ years of progressive HRBP experience in a retail, multi-unit environment 5+ years leading HRBP teams Strong in-house payroll experience for 2,000+ employees Hands-on experience with benefits and 401(k) administration, including managing vendors and compliance Extensive employee relations experience, with a strong background in investigations and proper documentation Working knowledge of California labor law and other high-compliance states HRIS selection,implementation, integration, and support Proven ability to build, implement, and scale HR processes and teams from the ground up Workforce planning and talent management experience Exceptional interpersonal, communication, and influencing skills HR certification (SPHR, SHRM-SCP) is a plus In-person position based in Scottsdale, AZ Occasional travel (~25% overnight) Other duties as assigned Education Bachelor's degree in Human Resources, Business Administration, or a related field Physical requirements/Working Conditions While performing the duties of this job, the employee is regularly required to talk and hear. This position is very active and requires standing, walking, bending, kneeling, stooping, crouching, crawling, and climbing all day. The employee must frequently lift and/or move items over 15 pounds. Able to work outdoors for extended periods of time in possibly extreme conditions, including rain, heat, sun, and wind. OTHER Subject to MVR and criminal background check (In accordance with applicable fair chance laws, rules, and regulations) About Us Moon Valley Nurseries is the largest grower of box trees and palms in North America, and is an industry leader and high growth company that offers competitive salaries with exceptional employee benefits including medical insurance, 401(k), holidays, and PTO to all eligible employees. We are an equal employment opportunity employer. We are a drug free workplace. #MVNOTHER

Manage front-end HR issues for respective line of business, including resourcing, manpower planning; Effectively manage and regularly review all recruitment processes, specifically screening, testing, interview arrangement, job offer, pre-employment check, internal sourcing and executive recruitment etc, ensuring that each process is aligned with agreed targets and business requirements; Improve CPH (cost per hire), time to fill and hire quality by reviewing and evaluating the effectiveness of the recruitment channels, selection and screening tools. Continuously explore and develop strategic programs to source and attract, select and hire suitable talents within cost; Perform profound analysis of recruitment situation, update and provide recommendation to management; Provide efficient recruitment services within agreed service lead time to support business strategy of the Company; Keep good relationship and have effective communication with line operations, Migration and Capacity Mangement team, Business partners and other relevant parties, and work closely with all levels of management to satisfy customers' recruitment needs; Identify potential staff for development into key positions as long term succession plan; Arrange learning opportunities, and address training and development needs of the team members; Facilitate the development of staff's skillets via job rotation and multi-skilling to enhance their overall quality; Effectively use the appraisal process; Coach, provide clear direction, counsel and lead by example; Assist other units of HR team and assume related responsibilities as may be necessary; Take initiative to streamline or standardize workflow to optimise efficiency, productivity and recommend ways to enhance hire quality; Ensure the recruitment processes be in line with local labor regulations and the requirements stated in Group GSM and HR FIM; Timely implement internal and external audit recommendations on recruitment process; Conduct a tight control on operational losses, potential frauds through strong internal audit; closely monitor Recruitment vendors' performance to ensure the agreed service standards are met. Qualifications A university or master degree; Minimum 5 years' executive experience in a HR Business related role in a sizeable organization, preferably with exposure to multinational environmental activities; Hands-on experience in Human Resources Management and / or related skills, with good understanding of the business, organisational and contemporary human resources issues; Commercial orientated with an understanding of the bottom-line; Good technical HR Knowledge, evidence of understanding business operations and strong customer orientations; Knowledge of local labour regulations and internal HR practices; A high standard of interpersonal sensitivity, communication and judgement skills; Be flexible and adaptable. Be able to work independently as well as part of a team. Issued by GSC China

tddiv Manage front-end HR issues for respective line of business, including resourcing, manpower planning;/div ul li div Effectively manage and regularly review all recruitment processes, specifically screening, testing, interview arrangement, job offer, pre-employment check, internal sourcing and executive recruitment etc, ensuring that each process is aligned with agreed targets and business requirements;/div /li li div Improve CPH (cost per hire), time to fill and hire quality by reviewing and evaluating the effectiveness of the recruitment channels, selection and screening tools. Continuously explore and develop strategic programs to source and attract, select and hire suitable talents within cost;/div /li li div Perform profound analysis of recruitment situation, update and provide recommendation to management;/div /li li div Provide efficient recruitment services within agreed service lead time to support business strategy of the Company;/div /li li div Keep good relationship and have effective communication with line operations, Migration and Capacity Mangement team, Business partners and other relevant parties, and work closely with all levels of management to satisfy customers' recruitment needs;/div /li li div Identify potential staff for development into key positions as long term succession plan; Arrange learning opportunities, and address training and development needs of the team members;/div /li li div Facilitate the development of staff's skillets via job rotation and multi-skilling to enhance their overall quality;/div /li li div Effectively use the appraisal process; Coach, provide clear direction, counsel and lead by example;/div /li li div Assist other units of HR team and assume related responsibilities as may be necessary;/div /li li div Take initiative to streamline or standardize workflow to optimise efficiency, productivity and recommend ways to enhance hire quality;/div /li li div Ensure the recruitment processes be in line with local labor regulations and the requirements stated in Group GSM and HR FIM; Timely implement internal and external audit recommendations on recruitment process;/div /li li div Conduct a tight control on operational losses, potential frauds through strong internal audit; closely monitor Recruitment vendors' performance to ensure the agreed service standards are met. /div /li li div id="requisition DescriptionInterface.ID1656.row1" title="" p /p div id="requisition DescriptionInterface.ID1672.row1" title=""Qualifications/div ul liA university or master degree;/li li Minimum 5 years' executive experience in a HR Business related role in a sizeable organization, preferably with exposure to multinational environmental activities;/li li Hands-on experience in Human Resources Management and / or related skills, with good understanding of the business, organisational and contemporary human resources issues;/li li Commercial orientated with an understanding of the bottom-line;/li li Good technical HR Knowledge, evidence of understanding business operations and strong customer orientations;/li li Knowledge of local labour regulations and internal HR practices;/li liA high standard of interpersonal sensitivity, communication and judgement skills;/li li Be flexible and adaptable. Be able to work independently as well as part of a team./li /ul pIssued by GSC China/p /div /li /ul p /p /td

tddiv Manage front-end HR issues for respective line of business, including resourcing, manpower planning;/div ul li div Effectively manage and regularly review all recruitment processes, specifically screening, testing, interview arrangement, job offer, pre-employment check, internal sourcing and executive recruitment etc, ensuring that each process is aligned with agreed targets and business requirements;/div /li li div Improve CPH (cost per hire), time to fill and hire quality by reviewing and evaluating the effectiveness of the recruitment channels, selection and screening tools. Continuously explore and develop strategic programs to source and attract, select and hire suitable talents within cost;/div /li li div Perform profound analysis of recruitment situation, update and provide recommendation to management;/div /li li div Provide efficient recruitment services within agreed service lead time to support business strategy of the Company;/div /li li div Keep good relationship and have effective communication with line operations, Migration and Capacity Mangement team, Business partners and other relevant parties, and work closely with all levels of management to satisfy customers' recruitment needs;/div /li li div Identify potential staff for development into key positions as long term succession plan; Arrange learning opportunities, and address training and development needs of the team members;/div /li li div Facilitate the development of staff's skillets via job rotation and multi-skilling to enhance their overall quality;/div /li li div Effectively use the appraisal process; Coach, provide clear direction, counsel and lead by example;/div /li li div Assist other units of HR team and assume related responsibilities as may be necessary;/div /li li div Take initiative to streamline or standardize workflow to optimise efficiency, productivity and recommend ways to enhance hire quality;/div /li li div Ensure the recruitment processes be in line with local labor regulations and the requirements stated in Group GSM and HR FIM; Timely implement internal and external audit recommendations on recruitment process;/div /li li div Conduct a tight control on operational losses, potential frauds through strong internal audit; closely monitor Recruitment vendors' performance to ensure the agreed service standards are met. /div /li li div id="requisition DescriptionInterface.ID1656.row1" title="" p /p div id="requisition DescriptionInterface.ID1672.row1" title=""Qualifications/div ul liA university or master degree;/li li Minimum 5 years' executive experience in a HR Business related role in a sizeable organization, preferably with exposure to multinational environmental activities;/li li Hands-on experience in Human Resources Management and / or related skills, with good understanding of the business, organisational and contemporary human resources issues;/li li Commercial orientated with an understanding of the bottom-line;/li li Good technical HR Knowledge, evidence of understanding business operations and strong customer orientations;/li li Knowledge of local labour regulations and internal HR practices;/li liA high standard of interpersonal sensitivity, communication and judgement skills;/li li Be flexible and adaptable. Be able to work independently as well as part of a team./li /ul pIssued by GSC China/p /div /li /ul p /p /td

tddiv Manage front-end HR issues for respective line of business, including resourcing, manpower planning;/div ul li div Effectively manage and regularly review all recruitment processes, specifically screening, testing, interview arrangement, job offer, pre-employment check, internal sourcing and executive recruitment etc, ensuring that each process is aligned with agreed targets and business requirements;/div /li li div Improve CPH (cost per hire), time to fill and hire quality by reviewing and evaluating the effectiveness of the recruitment channels, selection and screening tools. Continuously explore and develop strategic programs to source and attract, select and hire suitable talents within cost;/div /li li div Perform profound analysis of recruitment situation, update and provide recommendation to management;/div /li li div Provide efficient recruitment services within agreed service lead time to support business strategy of the Company;/div /li li div Keep good relationship and have effective communication with line operations, Migration and Capacity Mangement team, Business partners and other relevant parties, and work closely with all levels of management to satisfy customers' recruitment needs;/div /li li div Identify potential staff for development into key positions as long term succession plan; Arrange learning opportunities, and address training and development needs of the team members;/div /li li div Facilitate the development of staff's skillets via job rotation and multi-skilling to enhance their overall quality;/div /li li div Effectively use the appraisal process; Coach, provide clear direction, counsel and lead by example;/div /li li div Assist other units of HR team and assume related responsibilities as may be necessary;/div /li li div Take initiative to streamline or standardize workflow to optimise efficiency, productivity and recommend ways to enhance hire quality;/div /li li div Ensure the recruitment processes be in line with local labor regulations and the requirements stated in Group GSM and HR FIM; Timely implement internal and external audit recommendations on recruitment process;/div /li li div Conduct a tight control on operational losses, potential frauds through strong internal audit; closely monitor Recruitment vendors' performance to ensure the agreed service standards are met. /div /li li div id="requisition DescriptionInterface.ID1656.row1" title="" p /p div id="requisition DescriptionInterface.ID1672.row1" title=""Qualifications/div ul liA university or master degree;/li li Minimum 5 years' executive experience in a HR Business related role in a sizeable organization, preferably with exposure to multinational environmental activities;/li li Hands-on experience in Human Resources Management and / or related skills, with good understanding of the business, organisational and contemporary human resources issues;/li li Commercial orientated with an understanding of the bottom-line;/li li Good technical HR Knowledge, evidence of understanding business operations and strong customer orientations;/li li Knowledge of local labour regulations and internal HR practices;/li liA high standard of interpersonal sensitivity, communication and judgement skills;/li li Be flexible and adaptable. Be able to work independently as well as part of a team./li /ul pIssued by GSC China/p /div /li /ul p /p /td

Manage front-end HR issues for respective line of business, including resourcing, manpower planning; Effectively manage and regularly review all recruitment processes, specifically screening, testing, interview arrangement, job offer, pre-employment check, internal sourcing and executive recruitment etc, ensuring that each process is aligned with agreed targets and business requirements; Improve CPH (cost per hire), time to fill and hire quality by reviewing and evaluating the effectiveness of the recruitment channels, selection and screening tools. Continuously explore and develop strategic programs to source and attract, select and hire suitable talents within cost; Perform profound analysis of recruitment situation, update and provide recommendation to management; Provide efficient recruitment services within agreed service lead time to support business strategy of the Company; Keep good relationship and have effective communication with line operations, Migration and Capacity Mangement team, Business partners and other relevant parties, and work closely with all levels of management to satisfy customers' recruitment needs; Identify potential staff for development into key positions as long term succession plan; Arrange learning opportunities, and address training and development needs of the team members; Facilitate the development of staff's skillets via job rotation and multi-skilling to enhance their overall quality; Effectively use the appraisal process; Coach, provide clear direction, counsel and lead by example; Assist other units of HR team and assume related responsibilities as may be necessary; Take initiative to streamline or standardize workflow to optimise efficiency, productivity and recommend ways to enhance hire quality; Ensure the recruitment processes be in line with local labor regulations and the requirements stated in Group GSM and HR FIM; Timely implement internal and external audit recommendations on recruitment process; Conduct a tight control on operational losses, potential frauds through strong internal audit; closely monitor Recruitment vendors' performance to ensure the agreed service standards are met. Qualifications A university or master degree; Minimum 5 years' executive experience in a HR Business related role in a sizeable organization, preferably with exposure to multinational environmental activities; Hands-on experience in Human Resources Management and / or related skills, with good understanding of the business, organisational and contemporary human resources issues; Commercial orientated with an understanding of the bottom-line; Good technical HR Knowledge, evidence of understanding business operations and strong customer orientations; Knowledge of local labour regulations and internal HR practices; A high standard of interpersonal sensitivity, communication and judgement skills; Be flexible and adaptable. Be able to work independently as well as part of a team. Issued by GSC China

Manage front-end HR issues for respective line of business, including resourcing, manpower planning; Effectively manage and regularly review all recruitment processes, specifically screening, testing, interview arrangement, job offer, pre-employment check, internal sourcing and executive recruitment etc, ensuring that each process is aligned with agreed targets and business requirements; Improve CPH (cost per hire), time to fill and hire quality by reviewing and evaluating the effectiveness of the recruitment channels, selection and screening tools. Continuously explore and develop strategic programs to source and attract, select and hire suitable talents within cost; Perform profound analysis of recruitment situation, update and provide recommendation to management; Provide efficient recruitment services within agreed service lead time to support business strategy of the Company; *test Keep good relationship and have effective communication with line operations, Migration and Capacity Mangement team, Business partners and other relevant parties, and work closely with all levels of management to satisfy customers' recruitment needs; Identify potential staff for development into key positions as long term succession plan; Arrange learning opportunities, and address training and development needs of the team members; Facilitate the development of staff's skillets via job rotation and multi-skilling to enhance their overall quality; Effectively use the appraisal process; Coach, provide clear direction, counsel and lead by example; Assist other units of HR team and assume related responsibilities as may be necessary; Take initiative to streamline or standardize workflow to optimise efficiency, productivity and recommend ways to enhance hire quality; Ensure the recruitment processes be in line with local labor regulations and the requirements stated in Group GSM and HR FIM; Timely implement internal and external audit recommendations on recruitment process; Conduct a tight control on operational losses, potential frauds through strong internal audit; closely monitor Recruitment vendors' performance to ensure the agreed service standards are met. Qualifications A university or master degree; Minimum 5 years' executive experience in a HR Business related role in a sizeable organization, preferably with exposure to multinational environmental activities; Hands-on experience in Human Resources Management and / or related skills, with good understanding of the business, organisational and contemporary human resources issues; Commercial orientated with an understanding of the bottom-line; Good technical HR Knowledge, evidence of understanding business operations and strong customer orientations; Knowledge of local labour regulations and internal HR practices; A high standard of interpersonal sensitivity, communication and judgement skills; Be flexible and adaptable. Be able to work independently as well as part of a team. Issued by GSC China

Manage front-end HR issues for respective line of business, including resourcing, manpower planning; Effectively manage and regularly review all recruitment processes, specifically screening, testing, interview arrangement, job offer, pre-employment check, internal sourcing and executive recruitment etc, ensuring that each process is aligned with agreed targets and business requirements; Improve CPH (cost per hire), time to fill and hire quality by reviewing and evaluating the effectiveness of the recruitment channels, selection and screening tools. Continuously explore and develop strategic programs to source and attract, select and hire suitable talents within cost; Perform profound analysis of recruitment situation, update and provide recommendation to management; Provide efficient recruitment services within agreed service lead time to support business strategy of the Company; Keep good relationship and have effective communication with line operations, Migration and Capacity Mangement team, Business partners and other relevant parties, and work closely with all levels of management to satisfy customers' recruitment needs; Identify potential staff for development into key positions as long term succession plan; Arrange learning opportunities, and address training and development needs of the team members; Facilitate the development of staff's skillets via job rotation and multi-skilling to enhance their overall quality; Effectively use the appraisal process; Coach, provide clear direction, counsel and lead by example; Assist other units of HR team and assume related responsibilities as may be necessary; Take initiative to streamline or standardize workflow to optimise efficiency, productivity and recommend ways to enhance hire quality; Ensure the recruitment processes be in line with local labor regulations and the requirements stated in Group GSM and HR FIM; Timely implement internal and external audit recommendations on recruitment process; Conduct a tight control on operational losses, potential frauds through strong internal audit; closely monitor Recruitment vendors' performance to ensure the agreed service standards are met. Qualifications A university or master degree; Minimum 5 years' executive experience in a HR Business related role in a sizeable organization, preferably with exposure to multinational environmental activities; Hands-on experience in Human Resources Management and / or related skills, with good understanding of the business, organisational and contemporary human resources issues; Commercial orientated with an understanding of the bottom-line; Good technical HR Knowledge, evidence of understanding business operations and strong customer orientations; Knowledge of local labour regulations and internal HR practices; A high standard of interpersonal sensitivity, communication and judgement skills; Be flexible and adaptable. Be able to work independently as well as part of a team. Issued by GSC China