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Supervises daily retail and attractions operations including gift shops, arcade, attractions, vending, etc.. Participates with Retail and Attractions leadership in pack performance management including; employee reviews, corrective action, investigations, conflict resolution, etc.. Ergonomics, Emergency Responses, Injury and Illness Prevention, and Hazard Communications Programs. Demonstrated customer service, conflict resolution, employee engagement, retention and team building skills. After a brief application, all qualified applicants will be immediately invited to setup an interview or attend an upcoming hiring event.
About the Company - The Talent & Organizational Development Manager drives talent strategies that enhance leadership development, succession planning, employee engagement, and organizational effectiveness. Develop and implement talent development strategies to enhance employee growth, leadership capabilities, and organizational effectiveness. 5+ years of experience in talent development, organizational development, or change management, with a focus on leadership programs. Proven ability to design and implement leadership development, succession planning, and employee engagement strategies. Strong experience in performance management, talent strategy, and organizational effectiveness.
Reporting to the VP of Human Resources, the HRBP will support human capital strategy, business objectives, talent acquisition, workforce planning, employee relations, change management, talent management, leadership & succession planning, performance management, learning and development, career planning, total rewards, employee engagement, etc. Proactively leverage information and data to deliver key insights to drive change, make systematic improvements and progress where relevant, including retention, turnover, talent management and initiatives.. 6+ years of directly related senior HRBP experience, with particular emphasis on employee relations, talent management, OD, performance management, change management, talent acquisition, coaching, mentoring and related practices.. BA or Certification in HR, business, employee relations, organizational development or related experience.. Free Virtual Care – Telemedicine
Performing over 80 million locates annually, USIC is the most trusted name in underground utility damage prevention. The Field Human Resources Manager serves as a strategic business partner to assigned field operations leaders and is the expert resource in areas such as talent development, workforce and succession planning, and conflict resolution. Develop a consultative partnership with field leaders and provide guidance in a variety of areas, including employee engagement, performance management, talent development, conflict resolution, and policy interpretation/application.. Collaborates with Corporate HR, Training, and field leadership to ensure consistent employee onboarding and ongoing skill development training throughout the coverage area.. PHR, SPHR, or SHRM certification preferred
As a Leadership Coach at Exec, you will have the opportunity to directly work with our corporate clients, helping them to accelerate their career growth and reach their potential.. Utilize Exec‘s technology and platform capabilities to engage with clients and deliver high-quality coaching sessions. Coaching certification from an ICF-accredited organization and 10+ years of management experience (or MBA and 20+ years of senior management experience). Strong coaching skills in team performance management, communication strategies, conflict management, leadership development, goal setting, and stress management. Active membership in a professional coaching organization is a plus
Fully remote locations within commuting distance to Los Angeles and Oakland will also be considered.. NFF is a fully remote organization, however, some roles require travel.. Oversee complex employee relations matters, including investigations, leaves, and conflict resolution, while maintaining relationships with employment counsel to ensure multi-state compliance and risk management. You have a minimum of 10 years of progressive experience as leading a Talent and HR benefit function in a CDFI, nonprofit or mission-led organization, with at least 6 years in senior leadership positions. Relevant HR certifications (SPHR, SHRM-SCP) highly valued
The Plant Supervisor is responsible for assisting the Plant Manager in managing total plant operations and delivering superior customer satisfaction by driving results and exceeding expectations in the key areas of safety, service, quality and cost. Support cost control initiatives and process control within the Plant. with all Federal, State and local laws (OSHA, DOL, DOJ, EPA, FD).. Desirable Qualification: Lean & Six Sigma certification desirable. Adaptability, Adaptability, Change Management, Coaching, Computer Literacy, Cross-Functional Work, Data Analysis, Data-Driven Decision Making, Data Literacy, Delegation, Digital Literacy, Emotional Intelligence, Feedback, Inclusive Leadership, Innovation, Inspiring Others, Learn From Mistakes, Mathematic Literacy, Mentoring, Mentorship, Motivating Teams, Prioritization, Scheduling, Stakeholder Engagement, Strategic Thinking {+ 1 more}
This is a hybrid role based at headquarters in Pawtucket, RI. As the longest-running tour operator in North America, Collette has provided guided travel for over 100 years. You will be both visionary and hands-on with all aspects of human resources including talent acquisition, employee relations, performance management, total rewards, employee engagement and related information systems, with the help of the P&C team. Emotional Intelligence : The successful candidate must possess strong emotional intelligence to navigate workplace dynamics, foster a positive organizational culture and see perspectives of both employees and leadership.. 10-15 years’ experience in progressively responsible HR leadership roles with proven experience in workforce planning, change management, organizational design, talent management, employee relations, HR systems, both within the US and internationally.
Our client is seeking a dynamic Vice President, Human Resources with a strong focus on Talent Development to join its team.. Reporting directly to the President, the Vice President, Human Resources is a member of the Executive Leadership Team, providing leadership and guidance on all HR functions, aiming to help transform the company to an employer of choice.. The VP, Human Resources will be pivotal in enhancing the company’s organizational effectiveness by collaborating with and advising the senior leadership team in developing and executing HR strategy in support of the company’s overall business plan and strategic direction.. Compliance and Legal Oversight: Ensure adherence to all local, state, and federal employment laws and regulations, managing legal matters, compliance training, corporate insurance and risk management in collaboration with external counsel as needed.. Educational Background: Bachelor’s Degree is required; Master’s Degree and SPHR or SHRM-SCP certification preferred.
The Senior Manager will work closely with senior leadership to understand strategic priorities, connect dots across extensive areas of transformation and change, design solutions, and implement change programs to improve organizational effectiveness, performance, and business outcomes.. Minimum Requirements: Bachelor's degree in Business Administration, Organizational Psychology, or related field; Master's degree preferred.. Minimum of 7 years of experience in organizational effectiveness, change management, business strategy, or related fields.. Change management certification preferred (e.g., Prosci, Kotter).. The Senior Manager will report to the Director of Organizational Effectiveness & Change Leadership We are proud to offer a competitive compensation package at McKesson as part of our Total Rewards.
This will also include talent mapping, organizational design and change, employee engagement, compensation, organization effectiveness, managing performance and conduct, employee relations, and talent acquisition.. The People Partner Manager is also responsible strategic planning for Shoreside and Shipboard assigned client groups while fostering team growth and developing the next generation of HR professionals.. Responsibilities Provide strategic business partnerships to shoreside and shipboard leadership and executives across both Holland America Line and Seabourn brands focusing on performance management, leadership development, talent management, succession planning, and conflict management.. Develop programs to increase employee engagement, provide change leadership, talent development, career & succession planning, retention and supporting process improvements.. Stronger Together Our highest responsibility and top priority is compliance, environmental protection and the health, safety and well-being of our guests, the people in the communities we touch and serve, and our shipboard and shoreside employees.
Provide Logistic and Project Support for all Talent Management Programs including coaching, mentoring and internal and external surveys.. Serves as the main point of contact for creating and distributing Firm performance management reports.. Maintains and updates information for all programs including Mentoring program, Performance and Career Coach, others (including Pulse pages). Prepares information and reports to support decision-making for Employee Engagement and Diversity & Inclusion initiatives. Our clients are enterprises as diverse as sophisticated financial institutions and start-ups, global public firms, and middle-market companies, as well as high net worth individuals, family offices, not-for-profit organizations, and entrepreneurial ventures across a variety of industries.
The Manager is a generalist with a client-centric mindset to provide consultative, advisory services to support People Leaders and who leads with empathy in responding to workplace matters and interactions. Accountable for areas which include but are not limited to coaching and guiding people leaders on individual talent development, annual compensation review, performance management, employee engagement, annual talent management review, bi-annual promotion cycle, conflict resolution, and other policy interpretation and consultation. Coach, trains and challenge People Leaders on a variety of people-related situations and programs like performance management, conflict resolution, talent development, annual review support, etc. Strong analytical and consulting skills with the emotional intelligence to value all perspectives and make informed decisions. Visa has a comprehensive benefits package for which this position may be eligible that includes Medical, Dental, Vision, 401 (k), FSA/HSA, Life Insurance, Paid Time Off, and Wellness Program.
Lead HR support at a manufacturing facility experiencing significant transformation.. Responsible for developing and implementing employee relations practices and strategies, including the following: employee engagement, wage and salary administration, selection and staffing, orientation and training, organizational development, performance management succession planning and conflict resolution.. HR certifications are ideal (ie SCP - Senior Certified Professional). Employment opportunities for positions in the United States may require use of information which is subject to the export control regulations of the United States.. Applicants for employment opportunities in other countries must be able to meet the comparable export control requirements of that country and of the United States.
We strive to have a remarkable impact on people's lives across several key therapeutic areas – immunology, oncology, neuroscience, and eye care – and products and services in our Allergan Aesthetics portfolio.. As the Associate Director, Organizational Culture, you will partner with leaders across the enterprise and teams to harness the culture in order to drive high performance.. Advise, influence, and coach senior leaders and HR partners on prioritization of needs and critical conversations related to organizational effectiveness topics, such as readiness for and leading through change, culture, employee engagement, process, organization design efforts, and team leadership.. Draws insights and connects dots others cannot see. Organizational effectiveness/Organizational Development
Act as formally designated In–House Counsel to Firm; conduct privileged discussions with and advise General Counsel, partners, associates and staff on conflict issues and resolution.. Review and draft conflicts waiver language for insertion in waiver and engagement letters, and in Outside Counsel Guidelines.. One year or more of practical law firm experience related to Conflicts Resolution preferred.. Familiarity with IntApp Conflicts, ServiceNow, and Sitescan preferred.. Strong legal research and analytical skills.
Use HR analytics and workforce planning tools to make data-driven decisions and improve operational efficiency.. Lead change management and employee communications related to business transformations, mergers, or restructuring efforts.. The ideal candidate will be a seasoned HR executive with deep expertise in talent strategy, organizational culture, and HR operations within architecture, design, engineering, or professional services firms.. 10+ years of progressive HR leadership experience, with at least 5 years in a senior executive HR role (CHRO, VP of HR, or equivalent).. Bachelor’s degree required (Human Resources, Business Administration, or related field); master’s degree or HR certifications (SPHR, SHRM-SCP) preferred.
As a Senior Manager, People Business Partner (PBP), you will serve as a strategic advisor to senior leadership, driving the development of talent strategies, optimizing organizational effectiveness, and enhancing overall people performance.. You will take the lead in shaping the people strategy and ensuring its alignment with broader business objectives, while fostering a high-performance culture across the organization.. Provide guidance on organizational design, people strategy, and talent architecture, ensuring seamless alignment between organizational needs, business priorities, and people-related initiatives at an enterprise-wide level.. Leverage advanced people analytics to provide actionable insights into workforce trends, employee engagement, retention, and other key performance metrics, driving data-driven decision-making at the senior leadership level.. Deep understanding of Diversity, Equity, and Inclusion (DEI) principles and best practices for creating inclusive workplace cultures.
About the Team TikTok is seeking an Organizational Culture Business Partner (OCBP), to support our growing organization globally.. - Gain insight into TikTok's business objectives, priorities, and challenges across various departments, ensuring alignment with culture initiatives.. At TikTok, our mission is to inspire creativity and bring joy.. TikTok's global headquarters are in Los Angeles and Singapore, and we also have offices in New York City, London, Dublin, Paris, Berlin, Dubai, Jakarta, Seoul, and Tokyo.. TikTok is committed to providing reasonable accommodations in our recruitment processes for candidates with disabilities, pregnancy, sincerely held religious beliefs or other reasons protected by applicable laws.
Are you looking to jumpstart your career and develop your leadership skills in a fast-paced, growth-oriented environment?. Our Management Trainee - Leadership Development Program is designed for ambitious individuals who are ready to take on challenges, grow professionally, and make an impact within our organization. Leadership Development Participate in leadership training sessions and workshops to develop key skills such as team management, conflict resolution, and decision-making. Business Strategy Assist in developing strategies to improve business operations, drive sales, and increase customer engagement. Structured leadership training program designed to prepare you for a management role.