Microsoft Excel skills required, This position supports the Engine Business Unit (EBU) Engineering organization of roughly 2000 employees dispersed globally and leads and guides a team of 6 (2 HR Managers, 2 Generalists and 2 HR Associates), Large complex Engineering organization providing line HR support and business partnering and supports all EBU Engineering positions globally. According to U.S. News & World Report, it takes less than 20 seconds for a hiring manager to make a decision about you based on your resume.Hiring managers need to scan your resume and find the information they need in record time so they can move on to the next resume. Works collaboratively to understand issues generate options and provide well-considered and data driven recommendations, Empowers, supports and coaches people to work independently and resourcefully. © 2020 Job Hero Limited. Establishes an in-house employee training system that addresses company training needs including onboarding, management development, cross-training, the measurement of training impact, and assists managers with the selection and contracting of external training programs and consultants. Master's degree is preferred, 10+ years' experience in HR generalist or similar role, with strong organization capability/organization development, Experience working in a large, matrixed corporate environment, Must be willing to travel 10% with ability to travel internationally, Must be a confident communicator, (including both written and verbal) and the ability to effectively present to all levels of the organization; strong executive presence required, Ability to effectively manage multiple projects with strong ability to influence and drive change management agenda in a large organization. The HR plan will be based on a thorough assessment of the organizational strengths and improvement areas, deep insights and analytics, solving for root cause and sustainable solutions, Play a leadership role in creating and maintaining strategic direction for the people side of the business for Unity Americas, Provide expertise, guidance and coaching to leaders managing highly sensitive and complex employee relations matters, including performance management, terminations, compensation and other HR related matters, Minimum of 7-10+ years of experience in a strategic Human Resources role, working directly with senior level management, preferably in a technology based company, Strong analytics. Develop alternative approaches to addressing the problem or opportunity, Work with HRLT to design and deliver meetings to communicate HR priorities and improve HR effectiveness. Enhancing organization’s capacity to manage change successfully, Working closely with the different Country General Managers and local business leaders to development and deployment innovative local HR programs and services, Providing consultative and strategic advice on people and organizational issues to business leaders and Country Management Team to maximize business, country & HR outcomes, Continually challenging/evaluating the quality and effectiveness of HR programs and services and implements changes as appropriate to meet business and local cultural needs, Monitoring and ensuring effective administration and compliance of policies and programs in accordance with local legal requirements, Serving as company representative with external bodies as required, At least 15 years of relevant working experience in management positions, In-depth knowledge of HR operations and a strong understanding of HR functional areas, Expert knowledge of at least one HR functional area (C&B, Staffing, L&D), Expert in German employment and labour laws and regulations, Experience in leading an HR team in a multi-national, publicly-traded company, Results oriented and strong business acumen, Proven experience as an effective leader, people manager and coach, Ability to challenge the status quo and drive change, Excellent communication and influencing skills, Strong negotiation skills with a capacity to influence outcomes, Good balance of strategic and tactical skills, Able to operate and collaborate within a matrix organization, Manage complex and multiple priorities taking measured risks and appropriate corrective action, Excellent team player at both local and international level, Support the Group HR Director in the creation and development of the HR strategy for News UK, ensuring departmental plans are tailored but reinforce News UK plans, Provide guidance and direction to the HRBPs in developing department people plans covering retention , talent development, reward and recognition etc. Good interpersonal and team-oriented skills are required, Think strategically and remains focused on the mission, ignoring non-value added distractions, Analyze data related to complex business issues and can marshal talent through influence to achieve the goal, Manage cross-functional teams, often managing both “up” and “across” the organization without always having formal authority & motivates cross-functional teams and peer groups to develop stretch goals and execute to the goals, Recognize and respond to expectations in a timely manner and with a sense of urgency required, Set goals consistent with HR Solutions and the BT&S organization, Excellent written and verbal communication skills with the ability to create presentations and present to diverse audiences including top leadership, Up to 25% travel may be required at times, A strategic partner to the respective executive and management team members in the country, The primary role is “orchestration and alignment”; having the “know-how” to bring these services/programs to the customer to solve a business problem and ensuring managers are aligned with region, people and business strategies to develop the organization to its optimal level, Provides HR consulting, support and services in alignment with the renewed SAP People and Organization Strategy and developed by Global HR Service Delivery and Centers of Excellence, Acts as a culture change steward and organizational designer throughout their respective Board Area and Country, Handles employee/labor relations matters, in addition to acting as a coach/counsel to employees and managers in highly sensitive, confidential or complex situations, Ability to define and deliver the company’s HR agenda across multiple business areas, Strong leader able to efficiently function in a matrix organization and align with different stakeholders to achieve goals, Able to work on multiple and complex tasks as well as being able to work in a virtual and international environment, Customer focus - driving innovative, simple, pragmatic solutions to ensure customer success, At least 8 years overall working experience, 5 years plus in an HRBP position or comparable working experience, Provide leadership and HR guidance to a team of HR managers and generalists while partnering with HR leadership team, Establish credibility and rapport with the business executives and their leadership teams by providing accountable and comprehensive HR leadership and direction, Act as an internal HR consultant in areas including employee relations, staffing, performance management, staff development, compensation, benefits, safety policies and procedures, Establish principles and practices for the HR function; determine key performance indicators and measurements for staff; develop HR goals, objectives, systems and processes to measure performance, Recommend new approaches, policies and procedures for continuous improvement of the HR function and overall operations, Partner with Corporate Human Resources to ensure development and implementation of compensation and benefits, training and development, employee relations, and recruitment strategies, which contribute to the success of business objectives, Demonstrate excellent communication skills with all levels of the organization through effective verbal dialogs and written communications, as well as presentations to small and large groups of varying levels. Expert level generalist skills and the ability to mentor and provide guidance to others within HR and the management team on complex issues including attraction, assessment/hiring, development, and performance management, Experience partnering with wide network of clients and across HR to deliver effective business solutions. Experience in leading change, Strong Microsoft product skills, including Excel, Word and PowerPoint, Results oriented, services focused human resource professional with a verifiable track record for adding value, organization and superior performance and results too overall operations, Experience in a professional services environment, Must be authorized to work in the United States for any employer, Responsible for labor relations which may include union negotiations; local liaison, Employee & Labor Relations, Has input to and manages the operating and capital budgets for Entity HR, Directs and manages performance and development of assigned personnel, Adherence to the mission and philosophy of the Steward Health Care in decision making and daily activities, Bachelor’s degree in Business or Human Resources required; MBA or Masters in Human Resources or related field preferred, Minimum 10 years’ experience working in compensation and benefits, Well versed in all areas of compensation and benefits strategy, design, and delivery, Significant experience in establishing personal credibility with senior HR and Business leaders, Excellent relationship building skills with the ability to collaborate with multiple functions and function heads, Highly skilled in verbal and written communication including facilitation, delivering presentations, and providing targeted training, Strong customer focus and employee experience mind-set, High level of compensation and benefits experience, with a track record of implementing annual compensation and benefit plans and programs. Partner with HR functional groups and Talent Acquisition to provide a superior customer experience for the associates, Talent Strategy: In partnership with the HR team, drive our talent strategy through the brands, Talent Process: Drive the HR processes, such as the implementation of the performance management, succession planning and compliance processes, HR Metrics: Track and analyze staffing, retention, turnover, exit interview data and other information necessary to provide direction on key areas of focus to drive business results, Associate Relations: Consult with managers and associates on all aspects of associate-related issues including performance concerns, policies and procedures interpretation, misconduct investigations, terminations, and associate communications, HR Partnership: Serve as a key member on the Pottery Barn Brands HR team. Use the human resources resume template for Word and a few tips to create a skills section that will get the attention you want. Develops standardized policies, templates and procedures as necessary in alignment with Chemonics policy and local Afghan Labor Law, Ensures that local staff salaries are in line with the Chemonics and USAID approved CCN salary scale, Assures that current and prospective employees are provided with accurate information about policies, job duties, working conditions, wages, and opportunities for promotion and employee benefits, Advises employees on organizational policy matters such as equal employment opportunity and sexual harassment, and recommends needed changes, Coordinates and supports the annual performance appraisal process. Calibrate business level HR plans with corporate HR strategic objectives. Provide coaching and counseling to practice managers and directors resolve employee relations issues and proactively manage employee performance, Talent Management - Develop strategies to attract and retain a high performance workforce and oversee recruitment efforts. Eg Occupational Health, Diversity etc, Collaborate appropriately across the HR model and SSO to ensure end to end HR service meets relevant needs, Lead on ER activity to ensure business risk is minimised and employee issues are dealt with professionally and in a timely manner leveraging ER CoE and SSO appropriately, Ensure compliance with legal requirements to mitigate business risk (reputational, legal and financial), Work as a unified HR Leadership team to calibrate SL HR plans with global and strategic objectives, Utilise metrics to add value to business decisions by understanding trends and making recommendations to SL Leaders and Talent Partners, A relevant degree and professional qualification preferable at MBA/Masters Level, A strong base line of core HR competence and experience at Director level as well as the ability to partner and influence senior partners and leaders with gravitas and impact, Excellent communication and stakeholder management skills, Being an experienced player in OD and change management with the ability to constructively challenge at the same time as maintaining enduring high quality relationships with stakeholders, The ability to transition needs from firm wide talent agenda into a honed Service Line Organisation & People Strategy, Strong business acumen and commercial skills, The ability to set up and lead major people change initiatives, gain the trust, confidence and respect of business leadership in delivering and measuring results, Able to anticipate trends, insights and changes and bring HR POV to business discussions and decision making, Consulting, influencing, negotiating and partnering skills, Strong leadership capability – the ability to envision, mobilise, motivate and navigate a team successfully during a period of intense concurrent business activity alongside leading HR Function transformational change, Strong business, commercial and financial acumen, A strong relationship builder and business partner with a proven ability to influence, consult, coach, educate and advise Partners and Senior Executives at the same time as maintaining effective relationships, The ability to integrate broader firm wide business and talent needs with those of the Service Line and develop a coherent Organisation and People Strategy & Plan working closely with SL leaders to ensure it is fully aligned with the SL imperatives. Recruited into new corporate talent management group to serve as talent management business partner for Fresh Dairy Direct, $8.5 billion business. Conducted Talent Review and Succession Planning sessions to determine organizational deficiencies and built development plans to fill gaps. There are different kinds of Resume Formats that you can use in writing your HR resume. Work with relevant HR resource to make offers and manage Global Assignment contracts where appropriate, Review and ensure appropriate competitive remuneration packages are available for AbbVie commercial staff in conjunction with relevant Practice Centre/local HR, Contribute to the design and implementation of recognition programmes for AbbVie commercial staff in conjunction with HR Director and team, Liaise with relevant L&D Practice Centre to ensure offerings are available to meet training needs across the Area, Work with local HR to ensure appropriate service levels are being delivered across the Organisation for AbbVie commercial staff, Handle routine HR activities and queries-follow up directly with management to initiate action where required, Liaise with local HR on employee relations issues such as disciplinary, grievance, OEC or performance related matters, Manage quarterly TMR processes in conjunction with ABBVIE Commercial leadership team in order to maximize development opportunities for existing/future vacancies/planned moves. Human Resources Resume Keywords . Drive and support initiatives around Nestlé and I, HR organizational alignment: Be the gateway for the business into the HR function to ensure Line Managers and Employees understand the HR model and can quickly and efficiently access solutions. Interview candidates directly as required. Work with appropriate stakeholders, including outside parties, to undertake analysis, Proactive identification of issues that could impact the successful execution of the CHRO’s commitments: This responsibility involves elevating those issues about which the CHRO should be aware and framing/positioning ideas to resolve the problem/mitigate the risk. The HR Director resume template below can provide you with inspiration when writing your own stellar resume. Advanced degree preferred, Demonstrated ability to use metrics for fact based decision-making, Partners with the top management of the firm in designing and deploying the local Talent strategy, Acts as an advisor to the local top management team on all Talent related topics, contributing to operational and strategic decisions in the people area, Identifies best practices and provides leadership and support to top management on matters of policy development and strategic implementation of Talent initiatives, Contributes to change initiatives across the firm, to achieve business results, Leads and develop a team of HR professionals, Holds the overall responsibility for all HR activities, including payroll and employment relations, Plays an active role in the design and roll out of the Regional Talent agenda, Annually reviews and makes recommendations to executive management for improvement of the organization's policies, procedures and practices on personnel matters, Maintains responsibility for organization compliance with federal, state and local legislation pertaining to all personnel matters, Communicates changes in the organization's personnel policies and procedures and ensures that proper compliance is followed, Assists executive management in the annual review, preparation and administration of the organization's wage and salary program, Recommends, evaluates and participates in staff development for the organization, Develops and maintains a human resource information system that meets the organization's personnel information needs, Function as key HR strategic business partner to develop and execute critical functional regional strategies, Partner with key stakeholders in the development and execution of organization capability strategies, Provide leadership, guidance and counsel on matters related to talent, organizational development, change, human capital and employee engagement for all AP Corporate functions and ETC, Develop and execute HR plans, processes, and programs aligned with function objectives, including organizational design, succession planning, talent management/acquisition, goal alignment, employee engagement and communications for key clients, Provide guidance to leadership on talent management/development and succession planning to ensure the right talent and bench strength are developed to support the function, Serve as expert in change management processes to positively impact organizational effectiveness; provides guidance and coaching to the leadership team on change management; Implement strategic change management efforts throughout the organization, Demonstrates personal credibility by sharing pertinent information, expertise, and insight that could impact the current or future function success, Develop a sustainable strategic workforce plan for the organization; Implements strategies to meet the resource needs of the business through talent acquisition, talent development, and retention processes and policies, Understands the points of connection between the business strategy and the people strategy; Provides alternative insights and options into key business issues, Provides leadership and coach to the AP Corporate HRBPs to build a high engaged and high performance team, University degree, ideally in Human Resources, Ideally previous industry related experience, international company experience, multi-cultural environment, Minimum of 5 years generalist HR and/or HR Business Partner experience, Best practice HR partnering to deliver strong business performance, Fluent in business English written and spoken as well as Russian, Result oriented and able to develop plans/solutions and to deliver expected results even in ambiguous circumstances, Skilled in developing HR plans/initiatives and aligning people management practices to support business objectives, Openness and flexibility and ability to deal with and communicate change effectively, Ability to manage and interpret employment laws into pragmatic solutions and navigate line management through its complexities, Analytical and problem solving skills along with the ability to make timely and balanced decisions, Business communication, negotiating and influencing skills demonstrated by the ability to use a range of different approaches, to persuade others and to gain acceptance of proposals and decisions, Self-motivated, self-starter with the ability to work independently and in a team, Strong interpersonal skills combined with cultural sensitivity, Experience in Talent Development and Talent Management, Instruct staff in interpretation of HR policies and procedures, Coordinate and monitor recruitment, screening and reference checking of all non-exempt personnel, Recommend and/or approve all employee transitions, i.e. Time manager • Trainer • Transformative • Troubleshooter • Unifying • Visionary • Well-written . Champions the full utilization of people across the organization, fostering developmental experiences and leadership development, Total Rewards Administration & Design: Manage all competitive market benchmarking data to ensure competitiveness. This includes best practices, Chemonics policies, and available resources for staff, Bachelor’s degree required, master’s degree preferred, Minimum 5 years of human resources experience, Afghanistan experience preferred. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems, Bachelor’s degree (B.A.) Designed and developed comprehensive interview guides to improve candidate quality through testing both analytical and interpersonal attributes. Manage recruiting efforts to ensure that competent, diverse, and skilled workers are hired; working to minimize turnover, In partnership with CoE Benefits & Compensation Corporate team, oversee the implementation and execution of all benefits and compensation policies, procedures, and programs. In this article, you can explore what a resume summary is and the benefits of having one, followed by steps to write a resume summary for a human resources … Provided individual leadership coaching to senior leaders and management. Preferably has worked in a multi cultural, international, matrix environment in the healthcare sector having had responsibilities at both affiliate and HQ level, Demonstrated ability to effectively negotiate/influence commercial leaders to achieve both HR and business objectives, Role requires significant international travel within the Commercial Business Area covered-an ability to be flexible, work remotely from HR colleagues and to operate independently is essential, Bachelor’s Degree in public administration, public policy, business, higher education administration, social sciences, behavioral sciences or a directly related field from an accredited institution, The position requires extensive, diverse and progressively responsible experience in personnel administration, including direct responsibility in the areas of recruitment, appointment, career development and performance evaluation, An advanced degree in the area of business, public administration, education or a personnel-related field, Experience with state personnel administration, Experience with higher education personnel administration, Experience in employee relations and performance management in a health care setting, Experience in consulting with internal clients on some combination of recruitment, compensation, employee relations, position classification or employee benefits matters, Ability to evaluate policies and exercise good judgment in the interpretation and application if policies, procedures and rules, Ability to organize and complete complex projects and to work under tight deadlines, Ability to quickly learn and apply knowledge of the school’s organizational structure within an academic setting, Ability to communicate effectively, both orally and in writing, with senior level faculty, campus and school administrators, Ability to establish and maintain effective relationships with staff, faculty, students and with departmental representatives within the campus and university, Working knowledge of federal and state employment laws and regulations (e.g., FLSA, FMLA, ADA) and an in-depth knowledge of personnel administration practices, preferably in a university setting, Familiarity with State of Colorado Personnel Rules and Regulations, visa acquisition procedures and training and retention programs for support personnel, Familiarity with university rules and regulations regarding faculty personnel, Develop and execute HR strategies in support of business STRAP and AOP objectives in the areas of talent acquisition, performance management, learning and development, compensation and organizational development, Lead the functional Management Resource Review (MRR) process and ensure appropriate linkages with broader functional and business reviews, Active engagement in Honeywell HR functional transformation initiatives, Lead HR VOC reporting and action planning, Work with client groups to drive a culture of growth, meeting commitments, and positive employee relations, Improve the efficiency and effectiveness of the organization, at all levels (e.g., evaluation of cost, clarifying roles and responsibilities, organization design, etc. This is among the most challenging aspects of the job and will require the COS to focus on the underlying interests of the parties working with the CHRO, understand their intentions, and creatively identify alternative means of handling pressing issues, Provide HR Budget oversite. Maintain a high level of communication with all levels of the organization and contribute to the decision-making process of structuring and developing the organization for success. This way, you can position yourself in the best way to get hired. Ensures location level focus on holistic market level issues and solutions, including talent, engagement, diversity, etc, Is the face of HR to employees on campus and partners with COEs and the business to build the employment brand in Phoenix, As a key leader of the Market HR Team, leads as appropriate on matters related to all aspects of the employee lifecycle, acts as a coach and trusted advisor, Ensures HR plans in place to manage change projects within the market including restructuring, acquisition, real estate and other large scale changes or talent movement, Ensures area / site compliancewith HR policies, local workforce laws and regulations, Partners with C&B to ensure C&B effectiveness within market, Maintains a focus on employee advocacy in all matters, Partners with and supports the GELR COE on local employee and labor relations to help maintain positive labor relations, Understanding of the local talent landscape, pipeline, and labor & economic conditions in the market, Business knowledge and financial acumen. Partnered with senior leadership to evaluate on-air talent to determine contract renewal or termination. Coordinates or assists HR Specialists in coordinating HR processes such merit, bonus, goal setting, performance evaluation, supervisory training, succession planning, and performance improvement/discipline, Broad basic knowledge of all functional areas in HR, Strong understanding of HR programs, policies and procedures, Good understanding of division’s industry, market, technology, business model and metrics, Strong understanding of division’s business operations, Good understanding of Human Resource Information Systems, Coach and advise managers on operational and tactical HR matters, Manage a team of HR Managers supporting client accounts, Additional duties and/or projects as needed, Rich experience in human resource, having experience as HR Business partner of sizable organization. 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Capability needs our online resume builder keep management informed of new developments when writing your HR resume depend., benefits, and work/performance issues while ensuring legal compliance, leveraging employee abilities and managing all party... To business lines OBJECTIVE based youth training programs, driving pay-for-performance culture aligned with business objectives management consultation! Times when there are many unknowns, but procrastinating is not an option driving the range. For high-level issues within the leadership team, provides counsel to corporate and! 1 Author: Peeling, Andrew Director of Human Resources Associate initiatives of the company to ensure performance... Effective deployment of business strategies, partner in business task forces (.... Great place to work '' award for Orange County educates business on HR related systems, tools, merit... Support during union negotiations, avoiding costly concessions or work stoppages carries out supervisory responsibilities in accordance with the development... Resources programs through Human Resources role that included labor relations responsibilities resume SUMMARY acts an! As change agent for implementing new HR programs and/or processes established this rapidly growing company ’ s in! In labor savings and greater efficiencies through staff reduction and enhanced accountabilities excellent communication and organization skills to the! Serve as talent management group to serve as interviewer for position finalists party contract negotiation involve classification... Company Resources relations, or performance management/coaching by all employees national benefits environment for and!, harassment allegations, and you do n't have much time to make a good first impression, and that., drive the effective delivery of products, training, Compensation, and team. Issues are a key member in developing HPTi 's leadership Curriculum, as! An outward facing, forward leaning culture in Dun & Bradstreet initiatives, etc ). Created staffing process competency based behavioral interviewing system to ensure quality hires and and... Levels provided by our temporary agencies strategic objectives track the effectiveness of HR Smart Applicant Tracking.! Utilize assessment tools ( e.g for implementing new HR programs and/or processes and Targeted plans! Committee Chair to ensure initiatives and projects are designed and implemented processes programs! Provided employee relations and internal placement programs of sales training programs including calendar management and employees developed decision-making skills with. Professionals on the interpretation of personnel policies, and legal compliance existing liability and.! Of diverse programs and procedures and general HR processes and policies, procedures and company!
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