The role has responsibility for leveraging the broader hr resources through effective utilization of the hr operating model and a responsibility for ensuring significant strategic responsibility while to partnering with the business unit heads.
Tactically, the HR Leader is responsible to manage operating rhythms for the team (including salary planning, performance management, strategic talent management, and talent acquisition), work as a facilitator for quarterly staff meetings, facilitate rewards and recognition, manage communications within the team, and ensure the team has 100% compliance on required items. The HR Leader is also responsible for the HR budget and the development and adherence to the operating plan.
Lead onboarding process. Prepare new hire materials. Work with hiring managers on welcome schedule. Identify peer coach and act as secondary peer coach for new hires. Oversee onboarding system tasks. Ensure systems and technology access on first day. Deliver new hire orientation.
This role is responsible for providing HR leadership in support of local business goals, enterprise and sector HR strategies within the Supply Chain organization and actively supports business leaders through Coaching, Talent Management, Organizational Design, Change Management, and Business Partnering.
Consult with business users within and outside of HR to gather access requirements, and determine best approach for access to the system, at times thinking out of the box in order to maintain current requirements while providing solutions for others.
The hr education/activities coordinator provides clerical/administrative/instructional support, facilitates and coordinates with the director of corporate education to ensure the smooth and efficient functioning of education programs.
In this role, you will be r esponsible for working with Wealth Management and field leaders assisting in the education, communication and delivery of HR practices, programs and policies, including talent assessment, performance and compensation management, diversity and inclusion, human capital metrics and coaching, to a sub-function of a line of business.
The HR Business Partner (HRBP) will work with senior leaders to align human resource priorities with the business unit strategy and drive comprehensive and fully integrated, sustainable human resources programs. The HRBP will act as a strategic partner enabling the achievement of business goals through strategic planning & execution, building people capabilities and providing senior level coaching & guidance.
Provide trusted and expert advice and support on a range of HR issues such as reward, employee relations, talent, performance, organisation development/change, culture, leadership and learning and development.
The HR Business Partner II will be expected to provide client-focused people solutions that drive business results for the Client Human Capital Plan/Strategy/Objectives to include workforce planning, talent management, change management, organizational development, performance management and talent sourcing, succession planning and compensation.
Assist in all aspects of candidate search and sourcing processes including: Internet searching, cold calling, networking, publication lists and databases, research, pre-screening, employee referrals, internal databases, building and maintaining candidate databases.
In this role, the selected candidate must have a previous experience processing payroll using the ADP platform; strong attention to detail, confidentiality and ability to work independently are a must.
Direct, plans and manages HR services teams in accordance with firms strategic goals and direction & collaborate with the appropriate subject matter experts to create and implement policies where needed.