td>| |
| |
- 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.
|
- 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.
This role partners closely with regional business leaders, the Region HR Vice President, and HR Business Partners (HRBPs) to diagnose capability gaps, enable leaders, and ensure that enterprise programs-spanning leadership development, performance, and succession-are effectively adopted and embedded in day-to-day operations. Support and, when needed, facilitate key learning experiences (e.g., leadership sessions, peer groups) to model effective practice and reinforce enterprise capability frameworks; travel within the region to jobsites, meetings, and training events as needed. Fort Worth, TX30+ days ago Environment: Works in an office setting, and works outside (exposure to sun, heat, cold, and inclement weather); frequent exposure to noise; noise levels in the office are usually moderate; noise levels outdoors and around events may be elevated or become loud; frequent talking and listening; frequently requires irregular and/or prolonged hours. The Senior Executive Director leverages data-driven decision-making, cross-functional partnerships and continuous improvement practices to ensure talent systems are responsive, efficient, compliant, and aligned to the evolving needs of the district. As a Workday Implementation Consultant - Talent & Learning - Senior Associate, you will play a pivotal role in helping clients optimize their human resources processes and enhance talent management through the implementation of Workday Human Capital Management (HCM) applications. PwC does not intend to hire experienced or entry level job seekers who will need, now or in the future, PwC sponsorship through the H-1B lottery, except as set forth within the following policy: https://pwc.to/H-1B-Lottery-Policy. Fort Worth, TX12 days ago p>Provides regional leadership and operational management for Talent Management services supporting assigned campuses within the North, Central, or South region. Oversees staffing, recruitment, certification, onboarding and fingerprinting functions through direct supervision of regional staff and coordination of campus support services. Fort Worth, TX30+ days ago Oversees multiple functional areas?including systems, records, compensation, and strategic staffing partnerships?to ensure alignment, efficiency, compliance, and data-informed decision-making. Leads the design, implementation, and continuous improvement of integrated Talent Management strategies that support staffing, employee lifecycle processes, and organizational effectiveness. Operating at the intersection of Talent Acquisition, workforce strategy, and AI-enabled research, this role partners directly with TA, Talent Management and business leadership across the enterprise to anticipate talent risks and opportunities, surface where the market is moving, and enable evidence-led decisions on capability, structure, and growth. This is a highly visible Individual Contributor role designed for a sophisticated researcher who blends deep investigative rigor with the executive presence to translate complex market data into actionable hiring strategies for one of the world's largest architecture, engineering, and construction firms. p>As aDivision Talent Leader, you’ll be the liaison/connection point from Field HR to key stakeholders/business Partners (i.e., Talent Development, Talent Acquisition, Business Leaders, HR Field Divisions – MWT, Food/Drug). - Analyzes data (collaboratively with Talent Analytics) to inform targeted leadership development and address pipeline gaps (e.g., succession planning).
p>As aDivision Talent Leader, you’ll be the liaison/connection point from Field HR to key stakeholders/business Partners (i.e., Talent Development, Talent Acquisition, Business Leaders, HR Field Divisions – MWT, Food/Drug). - Analyzes data (collaboratively with Talent Analytics) to inform targeted leadership development and address pipeline gaps (e.g., succession planning).
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. As a Division Talent Leader, you'll be the liaison/connection point from Field HR to key stakeholders/business Partners (i.e., Talent Development, Talent Acquisition, Business Leaders, HR Field Divisions - MWT, Food/Drug). We are looking for: Bachelor's degree in HR, business, or related field, or comparable experience A strong collaborative work style and ability to influence at all levels 2 to 5 years of experience aligning Talent processes with business needs What is the work? Industry owned and governed, the firm innovates purposefully, simplifying the complexities of clearing, settlement, asset servicing, transaction processing, trade reporting and data services across asset classes, bringing enhanced resilience and soundness to existing financial markets while advancing the digital asset ecosystem. Human Resources is a strategic partner to the business, dedicated to managing DTCC''s human capital initiatives, sustaining a work environment that promotes excellent performance across the organization and developing and retaining a global workforce that contributes to DTCC''s strategy and business imperatives. li>Partner and build strong relationships with business and HR leadership, hiring managers and talent acquisition team to determine business staffing needs and then develop and implement cost effective recruitment plans that minimize time-to-fill, optimize fit and retention and place top-quality, diverse candidates in open positions. - Ability to utilize recruitment metrics and data analysis to enhance the full-cycle talent acquisition processes, procedures, and quality of diverse talent through developing and executing creative recruiting strategies from workforce planning to on-boarding for various division business functions.
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. They are accountable for execution of all applicable risk programs (Credit, Market, Financial Crimes, Operational, Regulatory Compliance), which includes effectively following and adhering to applicable Wells Fargo policies and procedures, appropriately fulfilling risk and compliance obligations, timely and effective escalation and remediation of issues, and making sound risk decisions. The S&A team provides expert consultation and delivers best-in-class tools and processes that help hiring managers and recruiters select high-quality talent while supporting a compliant and risk-aware selection process.
|