UNKNOWN

FEED

This role partners with business leaders, employees, HR Centers of Excellence (Learning & Development, Compensation & Benefits, Talent Acquisition, and Talent Management), and Shared Services to deliver effective HR solutions that support business goals. Support leaders through organizational growth and change by providing guidance, tools, and resources related to communication planning, change readiness, problem solving, and team effectiveness.

BP&C

HR Business Partner

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Build effective working relationships with Partners, managers and employees within allocated practice groups, offices or Professional & Business Services teams; Develop an understanding of the operational and people needs of allocated stakeholder groups and provide practical Talent Management advice and support; Work with colleagues across the People function, to coordinate and deliver appropriate people solutions; Provide day-to-day guidance to Partners and managers on performance management, employee development, career conversations, engagement and other people-related matters; Manage employee relations matters; Provide guidance on People policies, procedures and employment arrangements; Support the implementation of performance management processes for Associates and Professional & Business Services employees, including annual evaluations, individual development plans and promotion processes; Assist Partners and managers to prepare for effective performance and career development conversations and provide guidance on the application of relevant processes; Support workforce planning activities by collating and reviewing workforce information, identifying emerging requirements and contributing to discussions concerning resourcing, capability and succession needs; Support recruitment processes, offers and onboarding requirements; Support the effective onboarding and induction of new employees and assist stakeholders to address initial integration or support requirements; Liaise with the Global Mobility Advisory Group and relevant People colleagues regarding incoming and outgoing mobility matters, acting as a local point of contact where required; Coordinate the delivery of annual salary review and high-performance bonus processes for allocated stakeholder groups; Provide guidance on career development resources and programs and connect stakeholders with relevant Leadership & Learning or Careers & Performance support; Support employee engagement and culture initiatives, including the coordination of feedback processes; Contribute to initiatives that support a collaborative, inclusive and high-performance culture and assist stakeholders to identify practical actions to support engagement and retention; Support organisational change activities; Maintain a sound working knowledge of relevant Australian employment legislation, Firm policies and Talent Management practices; Coordinate employee departure processes, including exit interviews; Review available people data, identify themes or issues; Participate in national People and Talent Management projects and contribute to the consistent implementation of programs, policies and processes across Australian offices; and. To succeed in this role, you will bring: A relevant tertiary qualification in Human Resources, Industrial Psychology, Organisational Development, Management or a related discipline is desirable; Relevant experience in Human Resources or Talent Management, preferably within a professional services or similarly complex organisational environment; Practical knowledge across several human resources disciplines, which may include employee relations, performance management, recruitment, remuneration, organisational development, learning and employee development; Working knowledge of relevant Australian employment legislation and the ability to apply policies, procedures and established employment practices appropriately; Experience providing practical advice and support to managers and employees on day-to-day people matters; Experience coordinating or delivering core people processes, such as performance reviews, remuneration reviews, recruitment, onboarding, engagement activities or organisational change; Ability to recognise matters requiring escalation and seek appropriate guidance on complex, sensitive or higher-risk issues; Strong written and verbal communication skills, including the ability to prepare clear, accurate and appropriately structured correspondence and documentation; Strong relationship-building and stakeholder management skills, with the confidence to work collaboratively with stakeholders at different levels of the organisation; Sound judgement, attention to detail and the ability to manage competing priorities and deadlines; A practical and solutions-focused approach, with the ability to work within established policies and frameworks while responding appropriately to business needs; Strong collaboration skills and a commitment to sharing information and supporting consistent ways of working across the Talent Management and People teams; and.

Baker & McKenzie LLP

Senior Advisor Talent Management HR Business Partner

FULL_TIME

Success means studio leaders make org design, talent, and performance decisions with you in the room, the performance cycle runs consistently across every studio, critical roles have named successors, and our current HR Business Partner (HRBP) handles complex work independently. Employee Value PropositionPurpose - You will define what strategic HR partnership looks like at a firm delivering Virtual Design and Construction (VDC), Building Information Modeling (BIM), and digital twin work on some of the largest projects in the built environment.

YEAR

VIATechnik

Senior HR Business Partner

Talent Acquisition

Someone who takes the time to understand the business, builds strong relationships with leaders and employees and brings thoughtful, practical solutions to people challenges. Bring together the right expertise from across People & Culture, including Total Rewards, Talent Acquisition, Talent Management and other specialists to deliver practical and scalable solutions.

001_MstarInc Morningstar Legal Entity

People & Culture Business Partner

Morningstar

From coaching leadership teams on workforce and talent management to driving HR process excellence, you"ll collaborate with business leaders to develop forward-looking strategies focused on operational objectives and team effectiveness. Amazon's Fulfillment Centers (FCs) within North American Customer Fulfillment (NACF) are fast-paced environments that utilize robotics, scanning machines, and computer systems that track and allow the delivery of millions of items (and smiles) to households daily.

At Amazon, we don’t wait for the next big idea to present itself. We envision the shape of impossible things and then we boldly make them reality. So far, this mindset has helped us achieve some incredible things. Let’s build new systems, challenge the status quo, and design the world we want to live in. We believe the work you do here will be the best work of your life. 
Wherever you are in your career exploration, Amazon likely has an opportunity for you. Our research scientists and engineers shape the future of natural language understanding with Alexa. Fulfillment center associates around the globe send customer orders from our warehouses to doorsteps. Product managers set feature requirements, strategy, and marketing messages for brand new customer experiences. And as we grow, we’ll add jobs that haven’t been invented yet. 
It’s Always Day 1 
At Amazon, it’s always “Day 1.” Now, what does this mean and why does it matter? It means that our approach remains the same as it was on Amazon’s very first day – to make smart, fast decisions, stay nimble, invent, and stay focused on delighting our customers. In our 2016 shareholder letter, Amazon CEO Jeff Bezos shared his thoughts on how to keep up a Day 1 company mindset. “Staying in Day 1 requires you to experiment patiently, accept failures, plant seeds, protect saplings, and double down when you see customer delight,” he wrote. “A customer-obsessed culture best creates the conditions where all of that can happen.” You can read the full letter <a href="https://hiring.amazon.com/why-amazon/culture#/">here</a> 
Our Leadership Principles 
Our Leadership Principles help us keep a Day 1 mentality. They aren’t just a pretty inspirational wall hanging. Amazonians use them, every day, whether they’re discussing ideas for new projects, deciding on the best solution for a customer’s problem, or interviewing candidates. To read through our Leadership Principles from Customer Obsession to Bias for Action, visit <a href="https://www.amazon.jobs/principles" target="_blank">https://www.amazon.jobs/principles</a>

Amazon.com Inc

When you join Veralto's vibrant global network of 16,000 associates, you join a unique culture and work environment where purpose meets possibility: where the work you do has an everyday impact on the resources and essentials we all rely on, and where you'll have valuable opportunities to deepen your skillset, pursue your ambitions, and grow your career. As part of the Videojet team and the broader Veralto network, you'll work with products that make an everyday impact on the world around you-and along the way, you'll have opportunities to make your mark on our business and your career with ongoing opportunities to deepen your skillset and pursue your ambitions.

Veralto Corp.

HR Business Partner, Operations

The HR Business Partner will coach leaders through employee relations and performance matters, identify workforce trends, support organizational initiatives, and help ensure consistent and compliant HR practices across a complex, multi-site healthcare environment. Medulla is comprised of 830+ employees, with corporate headquarters in Oak Brook, IL and 150+ clinic locations in Illinois, Indiana, Wisconsin, Missouri, Kansas, Kentucky, West Virginia, Texas, Oregon, Washington, and Alaska.

TVG-Medulla LLC

This role will have significant scope and impact, partnering closely with ES teams including ESBPs, COEs, People Services & Operations (PS&O), Reward Partners and more to coordinate, roll out and complete ES programs and initiatives that support the business needs of the organization. Serve as a project lead for ES programs, responsible for tracking project objectives, timelines, and communication plans by prioritizing responsibilities, and tracking and measuring to successful completion, sometimes organizing other members of the ESPC team to achieve objectives.

Salesforce Inc

Employee Success Business Partner

Salesforce.com, Inc.

We serve clients in all 50 states with more than 200 branch banking locations in Illinois, southwestern Florida, northwestern Indiana, west Michigan and southern Wisconsin and commercial banking offices in Chicago, Denver, Milwaukee, Grand Rapids, Mich., and in key branch banking locations throughout Illinois. Maintain positive working relationships with Line of Business Leaders and Centers of Excellence, establish an operating rhythm for successful communication and way of working together.

Wintrust Financial Corp.

The Bilingual HR Business Partner (HRBP) serves as a strategic partner to assigned business unit and field operations leaders, aligning people strategy with business objectives across InProduction's multi-state field workforce. This role requires fluency in Spanish and English to effectively support a bilingual field installer population, and combines hands-on HR execution with consultative partnership to management on workforce planning, performance, and employee relations.

InProduction

Bilingual HR Business Partner

From coaching leadership teams on workforce and talent management to driving HR process excellence, you"ll collaborate with business leaders to develop forward-looking strategies focused on operational objectives and team effectiveness. You"ll focus on driving organizational effectiveness and employee engagement, leveraging advanced analytics and AI-enabled tools to identify trends, anticipate business needs, and develop solutions that enhance workplace experience and deliver measurable results.

HR Business Partner, Sub-Same Day Fulfillment Centers (SSD-FC)

HR Business Partner, AMZL

Gilbane is seeking an HR Business Partner II, under the direction of the HR Manager, plans and executes the day-to-day HR processes and initiatives for their geographical area with a specific focus on building and enhancing the people leader skills. Fosters a deep understanding of the day-to-day work environment, partners with leadership to address any emerging issues, and provides feedback when relevant to HR Director, People Strategy for impacted group.

Gilbane Building Co

HR Business Partner II

Our trusted community doctors and knowledgeable teams are all focused on helping our patients live their best lives by delivering an exceptional, personalized experience to each of our patients in every interaction. Support the integration of new stand-alone and regional practices by participating in the integration process and ensure future associates and leaders are appropriately informed, engaged, compensated, placed in the right roles, and onboarded into the My Eye Dr. operations and culture.

MyEyeDr Inc

Senior Regional HR Business Partner

OTHER

You'll build trusted relationships, identify workforce opportunities and risks, and coach leaders through everyday people challenges while reinforcing one of our core beliefs: Your role is to help leaders become more effective by providing insight, coaching, and access to the right expertise. As a Human Resources Business Partner , you'll begin your journey as a strategic business partner, working directly with leaders to solve workforce challenges, strengthen leadership capability, and improve organizational performance.

International Motors, LLC

[AW]-iCims

This role will provide hands-on HRBP support on both routine activities and contribute to strategic initiatives led by HRBPs, while partnering directly with managers and employees to resolve issues, coordinate HR processes, and ensure effective delivery of HR services. The Junior HRBP will support across the employee lifecycle, including talent acquisition, employee and labor relations, manager coaching, employee mobility and organisational change, while helping ensure HR policies practices are aligned with local employment requirements and business needs.

Junior HR Business Partner (Remote)

Act as the advocate for leading the talent management and development plans for the business unit with a focus on enhancing the quality of leaders and managers, building skills and capabilities of the workforce, and ensuring succession bench strength. Partner with business leaders to identify opportunities to automate repetitive work, improve operational efficiency, and enable teams to focus on higher-value strategic activities through modern technologies and AI-enabled solutions.

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