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The Regional Human Resources Director is a senior executive who plays a pivotal role in driving the firm’s performance by overseeing strategic people initiatives, strengthening organizational culture, and fostering talent development across the region. This professional is responsible for leading regional People (HR) operations, enhancing talent acquisition and retention strategies, and partnering with senior leadership to align human capital priorities with business objectives. This includes driving leadership development, organizational design, performance management, and employee engagement. Minimum of 10 years of professional experience in a consultancy, marketing, public relations, communications, or related field. Data Driven Decision Making : Uses people analytics and business KPIs to guide actions and measure impact.
This position reports to the Director, Surgical Services. Assures the achievement of departmental dashboard metrics within each strategic pillar (People, Service, Quality, Growth, Finances);.. Manages systems, processes, policies and procedures that result in an inclusive, collaborative, healing work environment within which national best/leading-practice standards for employee engagement are achieved as measured by effective performance management, problem-solving and conflict resolution, mentoring aspiring care partners; and inspiring care partner commitment to our mission, vision, values and safe care pledge. Current Sigma Six Green Belt certification, or required within 1 year of employment. Parrish Healthcare is a caring community of healthcare professionals passionate about excellence and fulfilling our mission of providing Healing Experiences For Everyone All The Time.
Under the direction of the Deputy Director of the Administrative Services Division, the incumbent possesses full management responsibility requiring skills and knowledge at the highest level, with responsibility for work of the most critical nature for the Workforce Support Branch including Organizational and Professional Development, Recruitment and Retention, Human Resources, Training, Equal Employment Opportunity (EEO), Health and Safety, and Wellness programs.. The incumbent serves on the management team and plays a significant role in the decision making and development of priorities, polices, and practices pertaining to recruitment and hiring, strategic planning, workforce development, succession planning, performance management, and organizational change management.. The position serves as a strategic business partner and policy advisor to the Deputy Director, and Chief Deputy Director on matters influencing the development and execution of the department's recruitment and retention policies, learning and development, procedures, and best practices.. We support our staff through human resources, budgeting, accounting, procurement, contracts, and business services.. Provide an example of a strategic initiative you led related to workforce development, succession planning, or organizational change management.
Reporting to the Vice President of Medical Care Solutions, the role of the Director of Planning and Performance Enablement is critical to the success of Blue Shield of California and the Medical Care Solutions team. The Director will oversee all aspects of business transformation, strategic planning, workforce optimization, incident management, communication, and employee engagement. Additionally, they will foster support and partnerships with key leadership and enterprise stakeholders, including operations, general managers, transformation, network management, quality, IT, finance, and growth, to prioritize and execute BSC's key growth initiatives. At least 10 years of experience in a health plan or managed care organization.. Knowledge of current and emerging technology and product trends to guide strategic initiatives
Rhythm is seeking a talented partner to join our team as HR Business Partner, coach and change agent for our global functions. You help identify, prioritize, and build organizational capabilities, guiding on workforce planning, including identification of skill gaps, resources and organizational design to maximize support of business objectives. You will implement talent solutions to enhance and grow the business, including, but not limited to organizational design and development, management and talent development, and employee engagement initiatives, ensuring effective and efficient delivery of HR services and functions while balancing local needs with global parity. You will contribute to the ongoing development of Rhythm’s collaborative, integrative and patient centric organizational culture. At least 12 years HR experience with a blend of business partnering and talent management/development focus, including organizational design/effectiveness, team building, performance management, career coaching and leadership development.
Reporting to the Vice President of Medical Care Solutions, the role of the Director of Planning and Performance Enablement is crucial for the success of Blue Shield of California and the Medical Care Solutions team. The individual will oversee business transformation, strategic planning, workforce optimization, incident management, communication, and employee engagement initiatives. A key focus will be building support and partnerships with leadership and enterprise stakeholders, including operations, General Managers, transformation, network management, quality, IT, finance, and growth, to prioritize and execute key growth initiatives. At least 10 years in a health plan or managed care organization.. Experience with health plan markets, sales, and account management support preferred
Join to apply for the Manager HR Business Partner- REMOTE role at Ryder System, Inc. The Manager, HRBP will serve as an expert consultant to business leaders on all talent matters, including organizational effectiveness, leader effectiveness, organizational design, learning needs/opportunities and conflict resolution.. Remote work from HOME. Develop and execute a lifecycle approach to talent management focused on forecasting, staffing, onboarding, development, performance management, career / succession planning, talent mobility and retention, leveraging rigorous workforce analytics and insights. Eight (8) years or more progressive responsible experience as an HR Business Partner in a dynamic environment with specific experience in strategy development, organizational design, talent management and change management required
With a legacy spanning over 20 years, IPS is the market leader in practice management software for chiropractic, optometry, and therapy practices across the United States.. The Director, Human Resources is an integral leadership role in driving employee engagement, supporting business decisions with data, and managing our growing talent base.. The position reports to the Sr. VP of Human Resources and will be the primary business partner for our senior leaders, driving the achievement of business results through workforce planning, performance management, and employee engagement and retention.. Lead and execute the people strategies including talent acquisition, workforce planning, succession planning, performance management, talent review, employee relations, organizational design, and employee development.. Advise and support career development and training initiatives to ensure employee engagement and retention.
Administer employment life cycle activities for assigned business units, including the exit process, leave management.. Collaborate with HR colleagues in talent acquisition, compensation, learning & development, HRIS systems and benefits ensuring seamless and efficient delivery of HR services and support.. Partner with Head of Talent Development and business partners to proactively identify development needs; consult and provide guidance for development at the individual and team level. Be able to provide a broad range of support and consultative guidance to leaders and employees on talent management programs and practices, including performance management, leadership and employee development, talent assessment, career pathing, workforce planning, succession planning, employee relations, conflict resolution, and change management.. SPHR or SHRM-SCP
Coordinates the management of databases; ensures alignment and integration of data in adherence with data governance standards.. Assists the team in pre-sales activities such as pitch preparation, client research, and preparation of prospect and client files.. Typically 7+ years of relevant experience and a post-secondary degree in a related field or an equivalent combination of education and experience.. Experience in negotiations with clients and legal counsel.. In-depth knowledge of risk management, sales, service management, relationship management, conflict resolution, resource planning, business acumen, financial understanding, strategic thinking, and data-driven decision making.
Human Resources Director job at Sharp Sterile Manufacturing.. This includes oversight of benefits and compensation, talent acquisition, organizational development, compliance, employee relations, payroll, and HR systems.. Function as the HR Business Partner to the President of Sharp Sterile and the local site leadership team.. Oversee HR systems and data analytics to analyze trends in turnover, hiring, promotions, complaints, separations and the like to determine support or action required.. Partner with site leadership and departmental managers to support organizational effectiveness, change management, and succession planning.
Description :Essential Responsibilities:Serve as the main point of contact for all employee relations matters, including employee grievances, disciplinary actions, and conflict resolution.. Monitor workplace trends and recommend proactive solutions to improve employee engagement and retention.. Collaborate with HR leadership on training programs related to performance management, conflict resolution, and workplace conduct.. The total compensation for this practice may include an annual performance bonus (or other incentive compensation, as applicable), equity, and medical, dental, vision, and other benefits.. Commitment to Diversity and Inclusion PayPal provides equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, pregnancy, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state, or local law.
Provides expertise, coaching, consultation and problem solving on organizational design and development, change management, recruitment and selection, performance management, employee/managerial development, succession planning, employee relations, training, and policy/procedure interpretations.. Identifies workforce planning issues and partners with Talent Acquisition to address issues with focused solutions.. Participates in acquisition target due diligence and summarizes deal and/or transition issues for decision-making.. Acts as the FVC liaison to Corporate Benefits and Risk departments regarding Workers' Compensation and disability issues.. Pay Transparency Request Form (smartsheet.com)
Your expertise in HR Business Partner functions and understanding of centers of excellence will be crucial as you lead workforce planning, talent management, employee engagement, and diversity, equity and inclusion initiatives. Our holistic model also extends assistance to shelter, energy, weatherization, HIV and AIDS counseling, home visits, and mobile medical/dental clinics. Relevant work experience must be in HR Business Partner functions such as resolving complex employee relations issues, project management, collaborating with all members of an HR team to ensure the team's overall goals are met, and managing and leading clients through significant change. SHRM-SCP or SPHR certification is preferred but not required. Advanced knowledge of training, employee relations, coaching, diversity, equity and inclusion, performance management, conflict resolution, and HR metrics.
Our integrated approach to solutions for clients makes us an efficient one-stop shop for every type of corporate governance need.. Support collection and review of corporate governance, ESG, and compensation data, policies, and practices.. Promote brand awareness by contributing to thought leadership and presenting at industry events highlighting the equity compensation expertise of Aon's team.. Plus, our agile environment allows you to manage your wellbeing and work/life balance, ensuring you can be your best self at Aon. Furthermore, all colleagues enjoy two "Global Wellbeing Days" each year, encouraging you to take time to focus on yourself.. The actual salary will vary based on applicant's education, experience, skills, and abilities, as well as internal equity and alignment with market data.
PARTNERSHIP: Teamwork, unity & collaboration go faster and further.. TRANSPARENCY: We have radically candid conversations to build authentic relationships.. Team Member Management & Support: Effectively supervise all practice team members, including managing the team within the Human Resource Information System (HRIS), team member performance management, and issue/conflict resolution.. Manage all team schedules, payroll, and time & attendance, while keeping the appointment scheduler up to date with office hours and doctor availability.. You have a high level of emotional intelligence and a passion for helping others and ensuring success within the practice.
The Vice President of People, Culture, and Development will lead strategic initiatives to attract, develop, and retain top talent while fostering an inclusive, mission-driven organizational culture.. This role will be responsible for overseeing the full spectrum of human resources functions, including talent acquisition, learning and development, employee engagement, diversity, equity, and inclusion (DEI), and organizational effectiveness.. Diversity, Equity, and Inclusion. Bachelor's degree in Human Resources, Organizational Development, Business Administration, or a related field (Master's degree preferred).. A minimum of 10 years of progressive leadership experience in human resources, with a focus on culture, talent development, and DEI.
We’re seeking a Human Resources Manager to lead a high-performing HR function in a dynamic, fast-paced manufacturing environment.. Provide leadership and direction across all HR-related functions including employee relations, talent management, and policy compliance. Lead initiatives to enhance employee engagement, organizational capability, and operational alignment. Partner with leadership to align HR strategy with business objectives and continuously monitor key HR metrics. Demonstrated knowledge of employment law and conflict resolution,
The Organizational Development (OD) Manager is responsible for designing, implementing, and managing programs that enhance organizational effectiveness, culture, and employee engagement.. The Organizational Development Manager works closely with HR leadership and senior management to assess organizational needs, lead change initiatives, and create programs that support employee development and organizational growth.. 5-7 years of experience in organizational development, human resources, or talent management.. Demonstrated experience in change management, employee engagement, and leadership development within a medium to large organization.. Strong understanding of organizational development principles, change management methodologies, and employee engagement best practices.
They are seeking an experienced and dynamic Regional Human Resources Business Partner (HRBP) to support their portfolio companies across the West Coast region.. This is an exciting opportunity to work within a private equity-backed organization and make a significant impact on the people strategy, culture, and talent development of our companies.. Strategic HR Partnership: Serve as the primary HRBP for portfolio companies across the region, working closely with business leaders to provide strategic guidance on all HR matters, including organizational design, employee relations, and performance management.. Change Management: Lead and support organizational change initiatives, helping to drive cultural transformation initiatives in a fast-paced, private equity-backed environment.. 5+ years of HRBP experience, with a strong background in working within the private equity, M&A, or accounting environment.