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- Administer best in class HR programs, processes and solutions at the site level:
- Ensure full compliance with all applicable laws, regulations and company policies/procedures;
- Analyze people-based data trends and metrics, and identify opportunities to create trends that would improve site productivity, product quality, employee safety and/or employee retention;
- Collaborate with facility management team to develop and implement people programs, processes and tools that support RDC productivity, product quality, employee safety and employee retention;
- Partner closely with the COE’s (Centers of Excellence) and build strong working relationships to facilitate information exchange and collaborative problem solving.
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- Lead the Talent Management effort at the RDC level through the development and implementation of new leader assimilations (including coaching and mentoring) of new RDC leadership talent, the execution of learning and development programs designed to prepare RDC based employees for additional responsibilities and career opportunities as future leaders, the implementation of RDC succession plans designed to ensure the right talent is available for the future staffing needs of the RDC, and by providing day to day employee performance guidance to line management.
Responsibilities:Source candidates through networking, employee referrals, job boards, social media presence ad searches, career fairs, internet research and direct contact. The Talent Manager executes sourcing and recruiting strategies to identify and attract qualified and diverse candidates, and then matches them to opportunities with our clients. p>Why we need you: The Human Resource Specialist assists and supports the Human Resource Department in facilitating HR processes for optimal associate experience throughout the employment lifecycle. Responsibilities include (but are not limited to): - Builds a collaborative partnership with hiring managers and educates on Highmark's hiring policies, practices, systems/processes, and facilitates the recruiting and onboarding process.
p>Responsibilities The Human Resources Business Partner (HRBP) role is both hands-on and strategic and provides expertise in the areas of employee relations, workforce planning, performance management, compensation, employee retention, coaching/development, conflict management and ad hoc projects as necessary. The description shall not, however, be construed as a complete listing of all miscellaneous, incidental, or similar duties which may be required from day-to-day. Talent Management and Development: ·Play a key role in the regional OMR talent review and succession planning process, working closely with School Principals, the Regional Head of HR Business Partnering and Regional Learning Director to identify and develop top talent in their schools in line with ISP's global approach, guiding, challenging and advising leaders as appropriate. Reporting to the Regional Head of HR Business Partnering and working closely with School Principals, SLT and line managers, the ISP HRBP will develop and deliver a people plan for their schools that is fully aligned with ISP's School of Choice, global people strategy and local priorities, driving business goals and supporting school leadership teams. p/>The AVP of Skills, Strategy, & Development leads the design and execution of the organization’s enterprise capability strategy, ensuring the workforce is equipped with the skills, leadership behaviors, and development experiences required to achieve current and future business priorities. The role partners closely with HR, business leaders, workforce planning, talent management, and learning teams to create scalable capability solutions that accelerate organizational performance, agility, and internal mobility. p>The Director of Skills Strategy & Development leads the design and execution of the organization's enterprise capability strategy, ensuring the workforce is equipped with the skills, leadership behaviors, and development experiences required to achieve current and future business priorities. The role partners closely with HR, business leaders, workforce planning, talent management, and learning teams to create scalable capability solutions that accelerate organizational performance, agility, and internal mobility. p>The AVP of Skills, Strategy, & Development leads the design and execution of the organization's enterprise capability strategy, ensuring the workforce is equipped with the skills, leadership behaviors, and development experiences required to achieve current and future business priorities. The role partners closely with HR, business leaders, workforce planning, talent management, and learning teams to create scalable capability solutions that accelerate organizational performance, agility, and internal mobility.
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