Director, HR Resume Samples

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K Mills

Kyleigh

Mills

903 Hartmann Station

Boston

+1 (555) 629 6815

903 Hartmann Station

Boston

Phone

p +1 (555) 629 6815

Experience Experience

Phoenix, AZ

Director, HR

Phoenix, AZ

Schulist LLC

Phoenix, AZ

Director, HR

In partnership with the Company’s Talent Development Center of Excellence, accelerate the Company’s performance culture by setting clear and meaningful objectives for the entire Ecommerce team, aligning rewards to performance, providing role clarity, driving impactful learning and development opportunities and holding regular functional talent reviews that will inform succession planning and career pathing across the Ecommerce team
Leads department employees including direct supervision, hiring, training and performance management
Provide HR Partnering management coaching and counseling to business leaders and managers to effectively meet business line/region goals
Develop and implement the bureaus HR plan, supporting the strategic and annual operating plans
Provides support, direction and coaching for training and development programs
Provides advice and guidance on all aspects of performance management including leadership development, accelerated development, coaching, and dismissals
Provides support, direction, and coaching for training and development programs

Houston, TX

Director, HR Business Partners

Houston, TX

Rempel LLC

Houston, TX

Director, HR Business Partners

Working knowledge of employment regulations and legislation
Work collaboratively with team to review, recommend and implement changes to HR processes to ensure optimization, streamlining, and compliance
Develop strong relationships with key partners including Sr. Executives, Hiring Managers, and HR Business Partners
Fosters a culture that builds and promotes a positive, issue free highly engaged workforce with an emphasis on open communication, innovation, and recognizes achievement and success
Demonstrated track record of effectively leading teams, coaching, building partnerships and managing and resolving challenges
Conducts detailed examination of interior of aircraft, operating and testing various equipment. Reviews any discrepancies and advises PIC for safe flight operation
Prepares the airplane for flight per FAA guidelines, Original Equipment Manufacture's (OEM) Checklists and NetJets Flight Attendant Manual (FAM) utilizing pre-flight checklists

present

Boston, MA

Director, HR Project Management

Boston, MA

Mann LLC

present

Boston, MA

Director, HR Project Management

present

Establishes quality and performance standards
Develops strategy, prepares proposals, negotiates contracts, and executes projects
Provides project management expertise, consultation, training, knowledge transfer, and resource support to project teams throughout the HR organization
Keeps select management informed of issues and changes which may impact expected business results
Facilitates resolution of team issues, builds consensus, maintains project/process focus, overcomes barriers, trains, encourages and inspires other team members and fosters relationships with other team leaders and department managers
Provides budget analysis, labor planning, and coordination of activities between project teams, identifying interdependencies and potential risks/rewards
Responsible for planning and managing resources to execute projects or project components from inception through implementation

Education Education

Bachelor’s Degree in Business

Emory University

Bachelor’s Degree in Business

Skills Skills

The ability to develop solid and positive professional relationships with senior leadership, subordinates and peers in a heavily matrixed environment
Strong ability to work in a matrix environment
Good attention to detail
Strong knowledge of CRO, CSO or pharmaceutical and other related business industries
Strong verbal and written communication skills and very good interpersonal skills
Excellent teamwork and collaboration skills
Strong business acumen, customer focus and team orientation
Extensive knowledge and understanding of the technical areas of Human Resources
Track record of delivering high quality results
A proven track record of positive results and an ability to show his/her programs and initiatives have contributed to the growth and bottom line profitability of the organization while enhancing and driving cultural change

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15 Director, HR resume templates

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Director, HR Special Projects Resume Examples & Samples

BA/BS in Human Resources, Industrial Relations, Business Management or related field
Minimum of 5 years of professional HR experience, or combination of education and other relevant experience
Masters in Advanced degree in Business, HR Management, Organizational Development or Industrial Relations
Experience working in the film or media industry a plus
Strong sense of urgency and ability to drive initiatives from start to finish
Strong business acumen and business partnership with the ability to establish credibility and rapport with leaders
Demonstrated ability to assess people, lead change and manage conflicting priorities in a fast-paced, matrixed environment
Strong verbal and written communication skills with client-support and consultative orientation
Excellent interpersonal skills that exudes confidence and executive presence
Proven influencer; demonstrated ability to coach and counsel both employees and executives
Significant experience in managing complex organizational issues

Director, HR Employment Practices Resume Examples & Samples

Leads the employment practices team’s efforts in conducting thorough and timely investigations regarding all employee initiated claims both internal and external
In conjunction with appropriate HR resources, coaches and counsels managers and associates on employment practices issues including: pre-employment analysis, resolution of issues that arise during the employment relationship and issues that surround the end of the employment relationship
Conducts formal investigations involving all levels of interaction and providing appropriate recommendations
May performs human resource management activities, including identifying performance problems and approving recommendations for remedial action; evaluating performance; interviewing and selecting staff
Conflict resolution methods, including facilitation and mediation of agreements
Strong consultative, listening and communication skills; ability to convey recommendations and opinions persuasively
Conduct on-site investigations of sensitive issues
Deliver on-site presentations
Build trust and strong partnerships with the HR Business Partners, managers and associates
Maintain objectivity and focus during complex and demanding investigations
Maintain confidentiality and sensitivity throughout investigation process
7-10 years of experience handling HR issues with a particular focus on employment relations. Degree in HR and/or an Employment Law background preferred

Senior Director HR Systems Resume Examples & Samples

Platforms include SAP HCM & BW/BO, Custom Time & Attendance application (TimeKeeper), Portal based 3rd Party UI (euHReka) and a suite of HR & Payroll related solutions
Develop a solid relationship with Corporate HR leadership via Business Engagement where IT Solutions are formulated & Implemented with precision & business readiness
Bus/Client engagement role includes all IT Service coordination as the single point of contact for the HR division
Develop and Guide an Application Roadmap which includes tactical Releases and strategic plays – Cloud Service Leverage, Shared Service Opportunities etc
Create & Manage program/project budgets for all solutions ranging incremental releases to large multi-year projects/programs
Manage staff to balance between Build, Run & Solutions Architecture activities – services include Configuration, Custom Development & 3rd Party tools & service integration
Develop staff to lead service delivery (SLA, Customer Satisfaction) progression while balancing NBCU FTEs vs contract services
Formalize metrics to measure accuracy & timeliness of HR services for each function & holistically
Leverage peer group services for Basis, Platform & Tech/Architecture decisions & service optimization
Participate in global corporate initiatives including but not limited to Mobility, Intranet, Shared Services
Bachelor’s degree in Information Systems / Computer Science from an accredited institution
Minimum of 12 years of overall SAP HCM experience
Excellent understanding of SAP ESS & Portal solutions – 5 years
Excellent understanding of US & Int’l Human Resources – 5 years
Solid understanding of Time & Labor and Scheduling practices
Minimum of 10 years ERP HR solutions experience
Minimum of at least 2 HCM Life-Cycle projects for large HR solutions
Demonstrated Project Management experience delivery all aspects of ASAP Methodology
Solid understanding & leverage of Business Analytics via SAP BW or equivalent (min 1 year) – including Data structures, Queries & Dashboards
Demonstrated understanding of SAP Custom Dev Solutions and Best Practices (ABAP, Middleware etc.)
Demonstrated experience in Run Service Delivery – min 2 years
Demonstrated experience managing 3rd Party solution providers (Partners) for larger engagements
Demonstrated experience in staff development for Build & Run services – min 5 years
Demonstrated Executive Presence in developing & delivering pitches & meetings – min 2 years
Leadership position in a large Fortune 100 company supporting corporate services beyond implementations
Familiarity with Development toolkits – Quality Center, Middleware solutions, Solutions Manager
Experienced and comfortable working with culturally diverse outsourced on/offshore staff for Project work and Production Support (Run) service delivery
Experience supporting Corp Communication function for a large multi-billion $ company
Media/ Entertainment industry experience a plus
Solid understanding of Security constructs at the Application, DB and Infrastructure levels
PMO Certification
SHRM Membership & Active Participation
Experience in Mobility applications

Director, HR Diversity & Inclusion Resume Examples & Samples

Eight years progressive leadership experience preferably managing core HR functions
Demonstrated ability to manage simultaneous priorities
Proven collaboration skills with the ability to gain consensus through personal influence
Demonstrated integration and strategic planning skills

Director, HR-ad Sales Resume Examples & Samples

Lead and leverage HR processes (incl. Staffing, Benefits, Performance Management, Compensation/Reward Management, Learning & Development, Employee Engagement & Communication) for client groups
Implement and monitor adherence to HR policies, procedures and practices
Uncover, assess and propose opportunities for HR process
Proficiency in Microsoft Outlook, Word, PowerPoint and Excel
Demonstrated ability to make independent decisions

Director, HR-employment Practices Resume Examples & Samples

Works to support the team’s interpretation of metrics and uses that guidance to advise local management on trends and solutions
Assures understanding and implementation of relevant company policy and procedures addressing issues such as disciplinary actions, business ethics, performance management, EAP, and reasonable accommodation requestions
Financial Services experience preferred
Strong organizational skills with effective detail orientation and multi-tasking abilities
Think strategically and help implement and develop strong employment practices

Director HR M&a E Bay Resume Examples & Samples

Successful track record of leading complex projects requiring coordination of work of multiple stakeholders, consensus-building and problem resolution, and development and execution of complex project plans
Ability to contribute to change and culture management initiatives that result from acquisition or divestiture, employee engagement survey, or other change initiatives
Strong business acumen - extensive knowledge of the business, a clear understanding of market trends and competition
Strategic agility and thinking - vision for how the organization can perform and win in the marketplace now and in the future, can develop competitive HR strategies and plans linked to the business strategy, ability to develop clear, actionable in support of the people strategy
Understanding of all HR disciplines, including the HR business partner role, organization development, compensation, benefits, talent acquisition, and operations
Ability to build partnerships with executive level leadership, mid-level managers, and front-line employees
Strong negotiation, conflict resolution, influencing, and stakeholder management skills
Excellent interpersonal skills; demonstrated effective listening and questioning skills
Team player - influencing and working with colleagues
Previous experience with M&A is a must
Consistent demonstration of process improvement

Director, HR Technology Resume Examples & Samples

Act as the focal point supporting the HR organization for the program development and deployment of world class HR Technology tools and solutions that support HR strategies
Responsible for delivery of all HR Technology projects on time and on budget
Act as Change Agent to ensure adoption of HR Technology systems, working in partnership with the HR Business Partners
Manage the HRMS vendor relationship and work with applicable departments on the procurement process
Consult, Collaborate Partner with Initiative Owners and Key Stakeholders to gather, clarify, define and document project requirements in order to meet business needs
Facilitate and review the requirements of the project from inception to delivery. Enforce project schedules, deadlines and standards. Interface with all areas affected by the project
Accountable for planning and securing resources for tasks, allocation, estimation, scheduling and risk management
Negotiate and communicate changes regarding the scope, budget or schedule of the project; act as the final decision-maker during all stages of the project life cycle
Conduct project meetings and responsible for project deliverables. Manage the integration of vendor tasks, track and review vendor deliverables
Work with Stakeholders to identify, prioritize and resolve all issues that could impact project scope and/or time frames
Communicate with all stakeholders regarding major milestones and identifies potential project risks
Lead risk management within project teams, ensuring risks have appropriate mitigation and contingency plans
Lead the evaluation of requested system changes and impact of changes to the entire system and monitor status of change request
Lead teams in the testing and implementation of enhancements and upgrades and ensure timely application upgrades
Anticipate future needs for project management to support business change
In conjunction with VP, HR Technology, help define the business strategy & future roadmap of HR Technology platform, and work closely with IT to strategize, plan and execute
Proficiency in project management methodologies, resource management practices and change management techniques
Business Analysis and Requirements Gathering
Project selection and approvals; budgeting and business case preparation and analysis; and project initiation and planning, including work breakdown structures and forecasting
Managing multiple projects simultaneously
Strong business acumen in reviewing and understanding business requirements as well as technology requirements
Excellent interpersonal and collaborative skills to work effectively with teams throughout organization
Consult with multiple stakeholders, define requirements and develop solutions
Communicate effectively, both orally and in writing, with all organizational levels
Plan, assign, monitor, review and evaluate the work of others and lead high performance teams
Think quickly and creatively, overcome objection, and react well to deadline pressure
Prioritize and work concurrently on multiple assignments to meet conflicting deadlines in a fast-paced work environment
Work independently as well as collaboratively in a team environment
Provide a high level of customer service
Bachelor’s Degree and 7-10 years of project management experience with minimum of 5 years of experience in a senior level role
Experience in HCM implementation

Senior Director, HR Technology Resume Examples & Samples

Bachelor’s degree in Business, Information Systems, or related area; MBA / M.S. a plus
10+ years HR / HRIS experience; 5+ years in a managerial role
4+ years of vendor management
Mixture of practitioner and consulting experience preferred
International and global HR/HRIS experience required
Working knowledge of IT project methodologies
PMP designation preferred, strong interest in project management methodology acceptable
Expertise and/or experience with several of the following solutions are preferred: Workday, Workday Reporting, Taleo, Plateau, Kronos, Advanced Reporting Solutions, etc
Experience managing and implementation and supporting HR SaaS or cloud based solutions and vendors
Strong understanding of HR, Payroll, and Finance business processes as well as intra and inter-departmental functions and interdependencies
Acquisition experience preferred: HR systems, reporting, and business process changes

Change Management Director HR Resume Examples & Samples

Change and Stakeholder Management
Adoption of New Ways of Working
Proven years of experience in HR transformation and change management, either in a corporate HR role or in business consulting
Excellent track record with delivering change management around large-scale HR transformation programs; specifically focus on people assessment and transformation
Thorough knowledge of HR operating models and HR organizational designs; understanding of the various HR functions across the HR life-cycle
Specific experience in target operating model design (incl. service modelling); proven track record with implementing refined HR operating model and structures
Experience with rolling out HR service delivery models, preferably in HR SaaS environment, including (offshore) HR shared service centers, manager/employee self-service and HR portal
Ability to quickly adapt to different situations, provide guidance and control
Outstanding communication and presentation writing skills; ability to write presentations and documents in a clear and concise manner to senior management
Excellent analytical skills, business management capabilities and strategic problem solving abilities
Delivery focused, with attention to detail and quality mindset is a must
Ability to work under pressure, bring a calm and measured tone to high-stress situations, with tight deadlines in a fast-paced and dynamic environment, and take decisions in accordance with established procedures
Establishing credibility with all levels of management, showing discretion and diplomacy where needed
Proficient English language proficiency required; German is a distinctive plus

Director HR Information Services Resume Examples & Samples

Responsible for managing/developing/maintaining HR solutions across the various platforms/systems supported by HRIS (i.e. PeopleSoft, Avature, CrossKnowledge, ADP eTime, Org Plus, RedCarpet, SharePoint, Business Objects)
Manage a team of analysts that will oversee the process design activities on key HR initiatives; key activities include but are not limited to managing source coding standards, defining processes, defining workflows, identifying business rules, and designing user reports and/or interfaces (50+ interfaces supported at this time), where required
Ensure technology solutions meet needs of the business; collaborate with Corporate HR/Division HR resources to identify business requirements. Partner with IT where necessary to insure HRIS solutions comply with IT standards
Manage requirements definition and application design by reviewing and approving business requirements documents, functional specifications and other related documents with project sponsor; manage User Acceptance Testing. Identify and implement best practice QC standards to insure highest quality launch
Oversee the management of business and configuration data in hosted applications, including content management in HR portal solution. Ensures applicable system updates are made in hosted and on premise solutions based on new or modified statutory requirements
Manages third party HR application providers. Collaborates with Corporate HR functional areas and IT to identify/escalate issues. Manages third party provider performance. Oversees change control process related to the implementation of new features and functionality. Insures contractual obligations are met. Oversees issue resolution related to third party interfaces
Oversee major employee and/or data batch transactions, including acquisitions, synchronizations with other systems (ex. SAP Finance, SAP Global HR system), data efficiencies, etc. Ensure highest level of data integrity
BA/BS degree in Management Information Systems or related field with a minimum 10 years of experience in HR applications required
Explicit knowledge in L’Oreal’s software solutions (i.e. PeopleSoft, Business Objects, Avature, RedCarpet, ADP eTime, Org Plus), standard data manipulation tools (SQL, MS Access, Excel)
Demonstrates excellent leadership, interpersonal, and communication skills at all levels. Must be able to communicate with technical and non-technical users
Coordinate and assign work assignments to various staff, manage conflicting priorities, using excellent customer service skills and strong analytical, process, and problem solving skills

Director, HR & Payroll Divisional Solutions Resume Examples & Samples

Serve as the escalation point of contact for business areas of applications managed by application owner/pm on as need basis
Monitors application development through the systems development life cycle from initiation through closure managed by application owner/pm
Attends and reviews weekly operational metrics meeting facilitated by GDC teams
Review final scope for all development/change events
Review/approve business technical requirements for high profile/high dollar value projects/initiatives
Review Statement of Work provided by vendor/GDC partners
Complete weekly Ops/Metrics Scorecard
Develop and deliver presentations to executive, business stakeholders and IT Management
Define/Scope Strategic Enterprise wide programs with business users; deliverables include high level – timeline, costs, stakeholder lists, scope
Bachelor’s degree and/or minimum 10 years relevant work experience in an Information Technology function
Minimum 10 years managerial work experience in leading Information Technology teams specializing in servicing Labor & Resource Scheduling, Facility Services, Time and Attendance, Liquidation and HR / Payroll
Minimum 7 years work experience in business consulting, or technical support role
Ability to travel 25%, including overnight stays
Must be willing to work onsite at group’s New York, New Jersey and California offices
Must be willing to work nights and weekends as part of ongoing business support, as needed
Work experience in either a business consulting or technology services in the Media Entertainment industry
Work experience managing Labor Scheduling, Facilities, Liquidation, Time and Attendance or HR / Payroll systems
Excellent written and verbal communication skills and ability to interface and influence at all levels in the organization
Strong Time Management skills to address issues and complete assigned tasks in set deadline
Ability to communicate effectively to business and technical teams
Demonstrated ability to prioritize and handle multiple projects and initiatives
Demonstrated negotiation and problem resolution skills
Experience with managing technical solutions vendors
Experience with software and load testing processes
Experience / Familiarity with digital media concepts: encoding, transcoding, streaming, rights management, watermarking, media formats, media transfer technologies, etc
Familiarity with Labor & Resource Scheduling, Facility Services, Time and Attendance, Liquidation and HR / Payroll systems and concepts
Knowledge of production/post-production workflows (Scripted & Reality)
Familiarity with enterprise system rollouts
Demonstrates Executive Presence
Ability to think analytically, strategically, not just tactically
Ability to estimate project effort and maintain project budgets
Ability to generate and review Statement of Work (SOW) documents and software agreements
Ability to manage multiple applications servicing different functional areas
Ability to analyze and review service level agreements reports and service quality
Proven ability to manage a software development virtual, offshore, and onsite teams
Six Sigma or equivalent methodology experience

Associate Director HR Resume Examples & Samples

Driving execution of strategy
Creating and executing workforce plans including driving the hiring plan for the site
Partnering with the HR team and COEs to execute training strategy
Indentifying key organisational issues, change management needs and the appropriate HR levers to maximise current and future organisation performance
Building client relationships at all levels
Actively partnering with clients to execute HR and talent management processes tp attract and retain talent
Key processes including talent assessment, performance management, staff, employee engagement
Actively managing and overseeing multiple projects
As the position grows , we expect the position will also provide direct management to a HR Coordinator and a HR Generalist
A Bachelors degree
Proven experience as a HR Generalist coupled with expertise in a HR Speciality - Staffing, OD or working cross functionality across multiple locations
The successful candidate must have demonstrated an ability to work in a complex, changing , matrix environment and have delivered value added results in their previous roles

Director HR Corporate Functions Resume Examples & Samples

Providing strategic planning and support to the client group’s senior management team to identify and plan HR priorities for the coming year
Ensuring ongoing contact with the client group’s senior management team to keep abreast of new/changing priorities and aligning HR initiatives/priorities accordingly
Providing advice, guidance and/or coaching on sensitive confidential and complex HR issues
Ensuring HR knowledge is up-to-date and lines of communication are open with Manager, colleagues, policy/servicing groups as required; and,
Successfully implementing corporate HR programs while ensuring effective two-way communication between client groups, policy groups, Shared Services and other RM’s and partners by
Ensuring the client group’s senior management team is kept abreast of existing/new/changes to corporate policies and programs
Persuading client group’s of the importance of new policies/programs and/or changes due to regulatory/compliance/other factors, when necessary; and,
Actively participating in RM meetings which are focused on sharing information and/or include a guest speaker
Provide strong leadership to motivate individual and team performance by
Sharing knowledge, experience and responsibilities when coaching employees to create a team environment and support increased learning
Motivating and contributing to the development of subordinate/team performance in current job and future opportunities

Director, HR-wbg Montreal Resume Examples & Samples

Develops organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives
Works with managers to help define and clarify roles and responsibilities. Partners with management regarding department organization and staff responsibilities to ensure effective utilization of resources. Reviews job descriptions and provides guidance and feedback regarding levels. Ensures consistency of levels across WB Games. Partners with Corp Compensation to level positions. Interprets and implements HR policies, practices and company philosophy to ensure effective administration of the same. Maintains current knowledge of state and federal legislation and regulations pertinent to the WB Games employee population and ensures corporate compliance
Handles employee relations issues in a timely and effective fashion. Counsels employees and/or managers regarding a variety of issues. Serves as advocate to both employee and company regarding policies, employee performance, work environment and conflict issues. Serves as primary contact for receiving and investigating employee concerns. Conducts thorough and impartial investigations and determines solutions and/or necessary action
Oversees the performance management process through partnerships with management and executive staff. Coaches management on how to best communicate expectations and performance feedback on an ongoing basis. Develops performance plans to correct performance deficiencies, writes disciplinary documentation, partners with Corp. employment attorneys and handles necessary terminations
Works with managers and employees to ensure the effectiveness of the ongoing feedback and performance appraisal process. Educates management and employees regarding the process and methods for giving/receiving effective feedback to ensure consistent application of the programs. Communicates timelines and measures completion, addressing any issues and ensuring consistency. Oversees the administration of the annual merit and bonus programs to ensure equity
Manages overall development budget and spend for the studio. Implements plans to ensure the achievement of business objectives and local requirements. Tracks spend and provides required reporting to Emploi Quebec
Oversees Talent Acquisition function for the studio. Works with studio leaders to set and maintain hiring plans under WB corporate objectives. Utilizes a combination of in-house, contract and agency recruiters to effectively manage recruitment needs. Works with recruiters on compensation issues throughout the recruitment process. Proactively identifies issues and works with WB Games Manager, Talent Acquisition and local Recruiter to implement strategies to attract/retain top talent. Reviews salary justifications against compensation ranges, market data and internal comparators and works with Corp Compensation to get necessary approvals
Manages the development of relationships with local universities to develop a pipeline of talent through internships and other programs

Director HR Project Management Office Resume Examples & Samples

Global thinking, networker, customer/Consumer focus, end-to-end thinker, international mind-set
Proactive and effective communication
Strong integrator skills, such as a keen interest and desire to build connections among people that goes beyond support,
A willingness to listen, observe and learn from teams and individuals, a value base that recognizes and celebrates the diverse abilities of people
Capability to reduce complexity and to identify / manage dependencies
Business acumen: Proven project management experience with high levels of business and process knowledge
Capability to build further understanding in strategic HR topics
Ability to work in and thrive in a changing business environment
University degree in Business or related field
Minimum of 8 years of relevant work experience, preferably in a global management consulting business and relevant work experience in HR
International, cross-functional and intercultural experience
English fluent (written and oral), German is a plus
Strong MS-Office skills (Word, Excel, PowerPoint), MS Project

Director, HR Manila Resume Examples & Samples

Professionally qualified, or equivalent, with 10+ years progressively responsible experience in Human Resources leadership with exposure to an innovative business, one that continues to reinvent their business proposition. Experience in Global Contact Center environments is highly desirable. Multi-company experience is strongly preferred. Bachelor’s Degree required; Post-graduate coursework/degree preferred
5+ years of successful business partner leadership experience at a divisional/executive level, with proven success in linking HR strategies to the business
Experience in a growing global business and positive reputation for working effectively across levels of an organization
Set up of a business entity and call center previously
Strong local employment relations/labor law knowledge
Team Management - proven experience in managing teams (HR or other functional teams)
Proven project management and execution/delivery experience
Agile thinker, ability to identify solutions creatively and in a robust manner
Tenacious approach with a strong sense of drive and discipline
Proven execution

Director, HR-organizational Development Resume Examples & Samples

Partner with HR Business Partners and operating leaders to build a strategy and an actionable plan focused on improving the overall effectiveness of the talent and organization within the operations & technology divisions of NBCUniversal
Work with HR colleagues and business leaders to help the organization accomplish strategic organizational and talent priorities
Conduct organization needs assessments to identify opportunities and drive desired changes and outcomes
Support talent planning efforts by facilitating calibration discussions, capturing themes, and ensuring that the talent review process is ‘operationalized’ and integrated into other talent-related activities
Begin to curate a catalogue and curriculum of training and development programs tailored to our unique technology and technical operations workforce
Form collaborative relationships with the NBCUniversal internal corporate university, the TalentLab. Build on enterprise offerings to provide tailored approaches for the business that promotes a learning culture; including design and delivery of a suite of learning programs, vendor management, resources and budget allocation
Own the strategy and day-to-day oversight of the organization’s talent pipeline programs, including the Technology Internship program as well as NexTech, an entry-level program for media technologists. Continue to evaluate programs and organizational needs to ensure they are aligned
Work closely with NBCUniversal’s Talent Acquisition teams on all talent and pipeline-related efforts and programs, ensuring that they are aligned with the direction of the business
Partner with key individuals at Comcast on programs and efforts in the Technology, Operations and STEM spaces and take advantage of opportunities to work together as one company
Identify universities and other learning institutions for potential partnerships around talent pipeline and learning & development programs
Organize and steer key HR processes across the broader HR team, including efforts such as compensation planning, employee surveys, diversity programs, talent reviews & succession planning, performance feedback, diversity programs and HR team development activities
Evaluate talent and organizational development strategies and programs to measure the achievement of established goals
Understand dynamics , key business priorities and talent needs of the various operations & technology groups in order to effectively develop a roadmap and programs to best support them
Minimum 7-10 years of relevant HR experience including recruiting, talent management, learning & development and organizational development
Prior experience in HR Generalist/Business Partner role(s)
HR experience working in a technology organization/company or with a technology workforce
Experience developing learning and development curriculum and utilizing multiple, state-of-the-art delivery methods and distance learning options
Strong facilitation skills required
Branding or employee communications background is a strong advantage
Strong client-focused orientation, and the ability to work effectively with all levels of the organization and with a wide range of clients, individually, and in groups
Must be detail-oriented and organized, with excellent follow-through and analytical skills
Sense of humor appreciated, quick thinking and approachable nature needed
Actively partners and collaborates towards best solutions
Enlists others and leads change through building rapport and demonstrating passion
Self-starter that demonstrates leadership with or without formal authority, evidences strong influencing skills
Translates talent development and OD methodologies into practical business applications
Possesses a high degree of emotional intelligence and can be flexible and adapt easily
Strong change management skills
Global perspective and ability to work with diverse cultures

Director, HR Services Europe & Asia Resume Examples & Samples

Sets direction and vision of the team by developing the team’s capability and leveraging individual capabilities and strengths to achieve business objectives
Manages performance through established performance measurement tools
Promotes reward and recognition of top talent
Coaches and mentors direct reports on an ongoing basis, ensuring development plans are in place
Promotes innovative methods to get the work done and implements best practices
Promotes a mindset for sustained success and growth
Builds Influence
Works Collaboratively
Makes Work Simpler, Better, Faster
Develops Self and Others
Embraces Change
Delivers Personal and Team Performance
Prioritizes Work for Self and Others
Post secondary education at the undergraduate level,
Knowledge of HR Technology, HR Shared Services operating models an asset
Operations Management experience an asset
Knowledge of Operational Risk and Control processes and requirements an asset
PC Literacy (Word, Excel, PowerPoint)

Director, HR Resume Examples & Samples

Provide leadership and partner with management to drive processes in support of the associate and leader life cycle. These include talent management, change management, performance and compensation planning, talent development, succession planning, employee relations, associate engagement, organizational design and development
Lead effective human resources programs and processes, using metrics to evaluate progress, and taking actions as appropriate to achieve improvement
Drive the Performance Management and Compensation Review processes for client groups, ensuring consistency and appropriate rigor for talent calibration and succession planning
Partner with client group leaders on the Talent Review process, and the creation of development plans for leaders and associates within the group
Collaborate in the development and implementation of Fiserv wide Human Resources programs and initiatives in support of organizational priorities
Maintain knowledge of industry trends and employment legislation
Bachelor’s degree in Human Resources, Business or a minimum of 8 years of progressive human resources generalist experience
Minimum of 5 years human resources generalist experience
Extensive knowledge and understanding of the technical areas of Human Resources
Ability to travel up to 10%
MBA, Masters in Human Resources or related field
Experience in functional HR roles (compensation, talent management, organizational development) and field HR roles
Experience managing an HR team
Ability to balance business needs with the role of employee advocate
Ability to multi-task, establish priorities and work independently
Effective interpersonal skills with the ability to build relationships and influencing with all levels in the organization

Director, HR / TM Business Partner Resume Examples & Samples

Provides strategic HR consulting and problem resolution to the head of the ICS and BMO leadership team; demonstrates an unbiased and neutral posture in decision making and problem resolution to ensure that risk to the company is mitigated
Leads implementation of human capital strategy to successfully execute business priorities and goals
Understands the importance and consults with the business on strategic talent management including organizational design, business readiness, change management, driving employee performance, talent acquisition, leadership development and succession planning
Manages complex initiatives/projects and having the natural ability to flex to manage several different businesses within a business on an ongoing basis
Ability to collaborate across HR and other functions, particularly our Compensation, Talent Acquisition and Talent Management teams. Is a team player and positive net promoter of forward thinking on the team
Strong interpersonal skills evidenced by the ability to relate to people in an open, friendly, accepting manner; shows sincere interests in others and their concerns; initiates and develops relationships with others as a key priority
Ensures all relevant and required processes and procedures are followed; ensures the presence of standards and procedures to support operational needs of the business in a flexible, efficient, and secure environment
Individual will support the ICS and BMO teams located primarily in Charlotte, N.C., Denver, Colorado, and Lewisville, TX. Both organizations represent approximately 700+ employees
Must have a minimum 8 years of general management experience in human resources
Must have a minimum of 3 years professional experience as a Talent Management Business Partner, or a Human Resources Business Partner
Must have a minimum of 3 years professional experience in organizational design, organizational development, and change management experience
Must have a minimum of 3 years professional Experience designing and leading effective organization effectiveness, leadership development, performance enablement, executive engagement & assessment, and talent management strategies
Bachelor's Degree required, preferably in Business or Human Resources related field
Must be comfortable with 20-30% travel
Professional designations, e.g., CCP, SPHR, etc., preferred
Previous experience supporting an AML or Fraud group is a plus
Must have process and project experience, including the ability to execute flawlessly and meet deadlines

Director, HR Resume Examples & Samples

Contributes in HR leadership and business management meetings to provide human resources perspective on key organizational issues
Close collaboration with other HR site leaders to ensure coordination and consistency around HR processes
Operates HRIS system(s) to maintain appropriate data integrity
Develops Human Resources strategies and implements plans that align with Company and Division business objectives

Director, HR Resume Examples & Samples

Drive the performance management and compensation review processes for client groups, ensuring consistency and appropriate rigor for performance rating calibration
Minimum of 8 years of progressive human resources generalist experience required
Experience managing an HR team desired
Sound judgment, ability to balance business needs with the role of employee advocate
Effective interpersonal skills with the ability to build relationships and interact with all levels in the organization
Ability to travel periodically (10%)

Director, HR, Open Solutions Resume Examples & Samples

Partner with client group leaders on the talent review process, including the creation of succession and development plans for leaders and associates
Evaluate and identify internal and external talent to build organizational bench strength and create competitive advantage, while providing compelling growth opportunities for associates
Collaborate in the development and implementation of Human Resources initiatives in support of organizational priorities
Guide management on associate issues relating to performance and other employee relations matters
Increase knowledge of HR best practices and industry trends
Manage projects for client groups, such as performance review process, compensation/merit review cycle, associate engagement survey, organizational restructuring and job standardization
Twelve years of progressive human resources generalist experience required
Experience in functional HR roles (compensation, talent management, organizational development) and field HR roles are desirable
Track record of delivering high quality results
Excellent verbal, written and presentation skills
Excellent teamwork and collaboration skills

Director HR-distribution Center Resume Examples & Samples

Single point of contact for senior customers and business leaders of the WE DC Operations and Logistics team
Trusted advisor on people issues to Senior Leadership Team; Coach and mentor Senior Leaders to be empowered around people, engagement and performance topics and decisions
Drive and execute the People Strategy for the area of responsibility, focusing on any areas of strategic importance
Lead the works council, trade union and legislative topics affecting the Distribution Centers in Germany. Liaise regularly and collaborate with the HQ Labour Relations team
Lead the harmonization of HR processes and systems across all Distribution Centers in Germany
Lead the harmonization and further standardization with external temp labour providers
Define with the business leaders future oriented shift systems
Work with the Senior Leadership Team and Works Councils to build, execute and sustain a strong and robust community program
Work closely with the Performance Management teams to ensure optimal budget tracking
Drive change and transformation programs as determined by strategic objectives
Identify and build skills and capabilities against strategic initiatives, lead strategic workforce planning process
Ensure consistent execution of core HR Processes in full compliance with adidas Group policy, legal & regulatory boundaries
Quickly respond to complaints, questions or needs from senior managers, employees or Works Council
Highlight business priorities so that Rewards, Talent and Strategy Office can embed needs and requirements in new initiatives, programs and systems
HR Capabilities: Employee Relations, Labour relations (DCs in Germany), HR Subject Matter Expert, Use of HR Metrics, Set up of new DCs
Business Capabilities: Distribution Centre knowledge and experience, Business Acumen, Customer Focus
Knowledge in the German shift systems and future oriented solutions
Deep knowledge in the German tariff agreement (MTV)
Deep knowledge in cooperating with different works councils (local to European)
Deep knowledge in the German labour law (individual and collective)
Deep knowledge in creating and negotiating company agreements
Experience in building up new facilities and running new DC’s
Passion for the “blue collar” world
Consulting Capabilities: Trusted Advisor, Impact & Influence, Facilitation & Coaching, Project Delivery
A team leader with excellent supervisory and management skills and an ability to Lead
Articulate and clear in written and verbal communication, both in English and German
Strong convincing and influencing skills. Communicates clearly, has a clear opinion and conveys ideas to the point
Diploma or degree focusing on Business Administration, Human Resources Management, or related field
Min. 8 years of progressive experience in a multinational company, Logistics/ Distribution center environment, ideally with experience in HR Management
Proven strategic HR partner, who supported business partners in Distribution centres and contributed to their further development and expansion programs

Director, HR, ETG Resume Examples & Samples

Strong business acumen, customer focus and team orientation
Extensive knowledge and understanding of the technical areas of HR and interdependencies
Strong analytical, problem solving and decision making skills
Strong interpersonal skills with the ability to build relationships all levels in the organization

Senior Director, HR Comm-mktg Initiatives Resume Examples & Samples

Lead a team of direct reports to develop and oversee HR Communications initiatives designed to support key business objectives, long-term goals, and projects within the HQ HR portfolio
Leverage marketing strategies, tactics and principles including positioning, messaging, research, audience requirements and branding, and apply these tactics to HR Communications
Align communication strategies with the Company's change management and organizational readiness methodology
Lead and support the development of broad-based HR Communications tools, providing messaging and industry/competitive context for all key business initiatives
Collaborates with the HR Communications team to establish company best practices and tools for communications and persistently researches new industry tools and practices
Collaborate with the HR Communications Operations leader to measure communication programs against key performance metrics; benchmark, analyze and apply results
Collaborate to evaluate, select and cultivate strategic internal and external partnerships and vendor relationships, including consultants, vendors, agencies, attorneys; negotiate rate and terms with vendors and consultants
Writes, edits, and directs company-wide communications
Works directly with individual systems and functional areas to build awareness and use of HR communications vehicles
Develops, mentors, and oversees staff. Participates in training and performance reviews
10+ years of experience in communications and/or marketing roles; agency and brand experience a plus
Experience launching new products, programs or strategies
Proficiency in project management and change management concepts, tools and processes
Strong writing and communication skills

Director, HR Sales & Marketing Resume Examples & Samples

Oversee all aspects of employee relations; ensure Company policies are administered fairly and consistently; provide consultative support to managers and supervisors
Conduct employee investigations and oversee all escalated employee issues, including ethics point reports
Establish local procedures to ensure compliance with Company and regulatory agency requirements
Review and oversee unemployment and workers compensation claims
Possess comprehensive knowledge of employee benefit programs, and oversee annual enrollment
Support Merger and Acquisition activity working closely with the Corporate Shared Services Team
Ability to communicate effectively with executive management and company personnel
Ability to effectively delegate and develop team members
Ability to effectively plan/manage/lead projects
Ability to mentor, develop and motivate team members to the success of the department and business
Ability to maintain confidentiality of information
Demonstrated negotiating skills
Ability to analyze and interpret data in order to build a business case
Expert knowledge of local, state and federal employment laws and procedures
Expert knowledge of recruitment trends and technologies
Expert knowledge of wage and hour laws
Expert project management skills
Strong communication skills including public speaking
Expert knowledge of staffing and employment practices
Expert knowledge of employee relation's procedures and applicable law
Strong Knowledge of broadband services industry/subscription based business model
7 - 9 Human Resource Generalist experience, in a multi-location environment, required
5 plus years management experience

Director, HR Comms Operations Resume Examples & Samples

Evaluate the intake and delivery process needs for the HR communications COE team, internal communications partners and HR stakeholders to inform the operations structure for the HR communications COE
Partner with the team to identify opportunities for greater efficiency within existing processes, and/or development of new processes, tools, and operating rhythms; collaborate with key HR and communications stakeholders to align with their processes and tools. Help the team and stakeholders with relevant transition
Lead and manage the intake/delivery process, roadmap/project status, calendar, team meetings, budgeting, invoice and contracting, People Leader processes, and other on-going activities shared across the HR communications COE
Support the team to construct project plans and establish processes for complex projects
Identify, measure/track and analyze metrics for how the HR communications COE demonstrates impact and manages improvements in efficiency and quality; help the team translate data into shared knowledge and/or actions as relevant
Partner with HR communications UX and Technology leader and key communications stakeholders to explore and introduce technology to support processes for how the team executes and delivers HR communications
In collaboration with HR Communications COE people leaders, identify and coordinate training, learning and development opportunities across the team
Develops and oversees HR Communications initiatives designed to support key business objectives, long-term goals, and projects
Works directly with individual systems and functional areas to build awareness and use of corporate HR communications vehicles
Collaborate to evaluate, select and cultivate strategic internal and external partnerships and vendor relationships, including consultants, vendors, agencies, attorneys
7+ years of experience in an operations or process management role
Competency managing budgets and staff resourcing
Competency applying project management and change management concepts, tools and processes
Project management and change management formal training or certification a plus
Strong professional demeanor and comfort interacting with senior executives across the organization and external contacts
Ability to work within a deadline-driven environment
Proficiency in Microsoft S Office applications (Project Office, Smart Sheet, Word, Excel, Powerpoint)
Proficiency in Graphic Design applications (Photoshop, Illustrator, In Design, etc) desired, but not required

Director, HR Talent Resume Examples & Samples

Lead and oversee all aspects of the Talent function for the entire market including successful execution and implementation of global processes and programs
Provide a consolidated perspective about the Rewards situation in the EM and drive the harmonization and standardization of Rewards programs and processes between EM, and for all employees of the adidas Group in EM
Responsible for the talent strategy specifically for the market or global function (aligned with global direction)
As part of the Global Talent Network, input and influence the design and development of global Talent programmes
Maintain a close working relationship with the HR Directors and Senior Managers, Talent in the Markets to ensure that all relevant aspects of markets EM are visible to the global organization and to ensure that global and local programmes are well aligned and coordinated
Ensure clarity on roles and responsibilities and accountabilities between Global HR Talent, HR Talent EM and the HR Organisation in EM, by involvement & influencing via the Talent Network
Ensure minimum Standards are adhered to and implemented and communicated for the entire market
Implement and support in the execution of globally defined initiatives, policies and procedures in EM
Act as a single point of contact for HR leads located in EM in Talent matters and oversee the daily operations of the Talent teams to ensure successful delivery of respective initiatives
Own communication and training of all Talent topics in EM
Identify opportunities for improvement and further integrations of Talent Teams across the Market
Ability to communicate effectively to all levels of the organization
Problem sensitivity and excellent organization and problem-solving skills
Conflict, complaint and escalation management skills
High level of affinity to and experience with Business computing solutions
6+ years of overall work experience in Talent Management in International
3 years + of experience in people management
Excellent command of written and spoken English

Director, HR Services Resume Examples & Samples

Contribute to the strategic direction and formulation of corporate-wide HR policies, procedures, systems, and initiatives
Coordinate HR and HRIS teams for updates and upgrades to products and systems and, when necessary, issue resolution
Define and communicate internally-set quality standards; ensure that all aspects of HR Services work to achieve satisfactory quality and consistency
Direct, coordinate, and advise HR Services-related activities
Obtain feedback regarding the effectiveness of HR Services and activities and, when appropriate, modify activities
Ensure that current and future business needs are reflected in the development and implementation of HR strategies or plans and that all projects and deliverables are aligned with strategic enterprise objectives
Manage initiatives to drive operational excellence across HR Services
Prioritize projects and activities and appropriately delegate and allocate work among team members
Provide vision, leadership, planning, project coordination, and management for the development of a cost-effective department
Supervise the development of actionable, proactive metrics that drive forecasting capabilities and strategic insights
Support larger HR initiatives by ensuring continuity and successful delivery of functional services
5+ years experience in Human Resource Services or related field
3+ years supervisory experience
Extensive knowledge of and experience with HR Services, including workflows / processes, hire to retire
Accomplished Project Management skills
Proven experience in managing of various large, complex teams in a Service Center environment
Success in operating in a tiered service delivery model, including self service, contact center and transaction components
Experience in managing to Service Level Agreements in a metrics driven organization
Ability to develop and maintain 3rd party vendor relationships and contracts, add input to relevant contract negotiations in partnership with procurement and legal colleagues as needed

Director, HR Sales Operations Resume Examples & Samples

Lead the Sales Human Resources team to drive people strategies in order to support business needs and growth plans
Act as a key contributor to the development of the Sales operations strategy to drive profitable growth
Work closely with Sales Directors in supporting and driving key business strategies
Provide leadership in change management execution in the store network
Facilitate Sales structure optimization and people changes
Collaborate with the Sales Leadership team in developing strong store Leaders and succession plans
Identify opportunities to increase operational efficiencies and people practices
Drive strong engagement through impactful strategies and initiatives
Analyze/monitor key people metrics and develop needed action plans to improve talent development and retention
Serve as an expert business resource on HR processes and people practices
Provide inspirational leadership/coaching to key partners and dedicated HR team
Undergraduate degree in Human Resources or related discipline
Graduate degree is an asset
Minimum of 15 years experience in an HR Generalist role, including 5 years in team leadership capacity
Retail industry experience is an asset
Strong computer skills (Word, PowerPoint, and Excel)
Dynamic with strong facilitation and coaching skills
Exceptional interpersonal skills with an ability to work collaboratively with cross-functional teams
Business acumen and ability to think outside the box is a must
Ability to balance strategic focus with need to execute action plans in a fast-paced environment
Results oriented, customer centric and influential
Ready to travel (up to 20% of time)
Bilingual: French & English (written and spoken)

Director, HR Advisory Resume Examples & Samples

Experience leading business transformation projects including process improvement and change management
Deep understanding of business processes, project management methodologies, and leading practices
Ability to travel extensively

Director, HR Business Partners Resume Examples & Samples

Responsible for overall management, direction, and effectiveness of the North America HR Business Partner function and resources (across all business units)
Serve as the primary strategic HR partner for SMB, Sales Services, Engineering, and Product Management
Develop strong relationships with key partners including Sr. Executives, Hiring Managers, and HR Business Partners
The successful candidate must have strong strategic capabilities as well as be comfortable with tactical execution
Understands and speak the language of the business, cross-functionally competent, delivers constructive advice, diagnoses and resolve problems and capable of influencing top decision makers
Fosters a culture that builds and promotes a positive, issue free highly engaged workforce with an emphasis on open communication, innovation, and recognizes achievement and success
Resolves issues quickly and directly in order to maximize performance, and change behaviors
Ensures compliance with federal and state regulations and company policies
Champions organization design and change processes
Work collaboratively with team to review, recommend and implement changes to HR processes to ensure optimization, streamlining, and compliance
Partner with organizational leaders on talent management to ensure employee experience and performance is aligned with company culture and objectives
Provide support and information to employees on basic human resources issues and processes
Lead various special projects and HR initiatives as required
Educate and guide colleagues on effective change management techniques and processes
Support the business unit leadership in creating a culture that is consistent with organizational business strategies and AdRoll’s culture
Successful at advancing ideas that promote a positive culture
Maintain the highest level of integrity with personal and sensitive information
Assist the organization with development of leaders through coaching and partnering with influence
Ensure that the people-perspective is included in all business decisions and that there is an understanding of decision implications. Proactively helps to manage the workforce. Challenges leadership when appropriate using HR's knowledge of the workforce population and regulations
Champion AdRoll's mission, vision and values
10+ years of experience as a strategic human resources business partner. 5+ years of experience leading teams, Candidate will have a breadth and depth of knowledge in Human Resources and business with multiple areas of focus
Demonstrated track record of effectively leading teams, coaching, building partnerships and managing and resolving challenges
Demonstrated a high degree of customer service orientation and business acumen
Excellent ability to work in both a fast paced team and individual environment
Working knowledge of employment regulations and legislation
Extreme attention to detail, follow-through skills and resourcefulness
Strong ability to lead and motivate; an open communication style, collaborative approach, natural team player
Proven knowledge of all core HR processes including performance management, leadership development, talent management, compensation succession planning, training and organizational development and creating issue free work environment
Big picture perspective influenced by data and analytics to address issues such as talent management strategies and establishment of linkages between employee engagement and business costs
The successful candidate must have both strong strategic capabilities as well as be hands-on and comfortable with tactical execution
Strong personal presence and self-confidence, capable of working effectively with the executive team as well as with all levels
Cross culturally aware and able to work in several different cultural environments
Bachelor's Degree in Business Management, Organizational Development or related field of study

Associate Director HR ISC Resume Examples & Samples

Business Results: Drive business results through key HR initiatives and the People Plan, which support the leadership team to reach and exceed their targets
Coaching: Provide guidance and coaching to both leadership team and managers around HR issues such as organization health, talent discussions and leadership development
Organization Design and Development: Partner with functions to ensure their organizations are structured in a way that will enable them to meet or exceed business targets today and in the future
Talent Resourcing: Ensure the function is attracting, recruiting and retaining the right level of talent in a consistent manner which enables us to internally drive our future succession needs. Define needs for early career talent and address talent gaps. Fulfil role as talent pipeline for winder MDLZ
Team Effectiveness: Provide coaching and facilitation to the leadership teams on how to drive effective teams
Learning and Development: Identify areas of development for the functional area, work with the relevant COE to source or create supporting programs and build our leadership capabilities and pipeline for the future
Performance Management: Continuously educate our business partners on the importance of the Performance Management program including training, communications, participating in calibrations and driving the message of ongoing quality feedback
Engagement: Working with management teams, assess and develop activities and initiatives to meet our overarching Engagement strategy
Process Improvement / change management: Continuously look for new ways to drive our business to achieve and exceed our targets while creating even further engagement with our employee population
Organization effectiveness and ways of working: Work with leadership and teams to develop effective and efficient ways of working with a particular focus on relationships into other functions
Reward: Ensure function leaders leverage reward programs to motivate and recognize their colleagues. Hold a position on competitiveness of reward for the function(s) and ensure function reward issues are addressed
Partner and nurture relevant HR community: to deliver HR services that meet the needs of the function. As a member of the HRLT actively drive our purpose – Inspire people to be at their best at the heart of growth in a business we love
Supply Chain Reinvention: Partner with Project Leads for SCR initiatives ensuring the proper strategic plan for people is developed and executed in line with appropriate timelines
Bachelor’s Degree required. Preferred concentrations: BS/BA in Business Administration, Human Resources or related field
Broad generalist HR skills across a range of populations, with increasing responsibility
Interpersonal savvy: Strong interpersonal and relationship building skills as responsibility is based less on formal power but on sound professionalism
Drive for results: Can be counted on to exceed goals successfully, steadfastly pushes self and others for results

Director, HR Program Management Office Resume Examples & Samples

Key responsibilities include direction, facilitation and quality assurance of day-to-day operations and projects relating to HR and provide management and direction to the PMO team
Responsible for designing and executing project management prioritization, toolkits and activities for all repeatable/ scalable HR programs aligned with business priorities. Works with Project Sponsor and stakeholders to complete project charter outlining scope, goals, deliverables, required resources, budget, and timing
Assesses overall project, break it down into logical/manageable pieces
Analyze relationships/dependencies between pieces and can identify critical path between pieces
Effectively sets priorities, understands critical path, can identify needs for and re-establish priorities as required
Represent HR on company-wide project management initiatives as appropriate; Ensure alignment with company-wide project management protocols and keep abreast of external best practices
Define key performance indicators. Develop metrics and service level agreements for core programs and processes, and track delivery against program objectives
Raise awareness to all leaders and employees existing services, tools, policies and employee development opportunities and maximize individual engagement and participation
Design and maintain project dashboard for communication of status, risk and next steps to HR leadership
Defines risks and develops the executable risk mitigation strategy to redirect the project back on target
Achieves operational objectives by contributing information and recommendations to strategic plans and reviews; preparing and completing action plans; identifying trends; determining system improvements; and implementing change
Executes and implements LEAN Process Improvement initiatives, including training on methodology

Director, HR Information Systems Resume Examples & Samples

Develop and manage mutually productive relationships across companies through a "solve globally, serve locally" organizational mindset?
Get energized by asking questions and solving for growth in a company that continues to scale and define the future of how companies connect with their customers in a whole new way?
Thrive in a fast-paced, consultative environment?
Possess excellent communication skills that can be tailored to cross-functional audiences at every level?
Develop and maintain Salesforce's HRIS strategy across 1-, 3- and 5-year outlooks through strong stakeholder relationship management within Employee Success itself and with Information Technology (IT) leadership and staff
Manage the current HRIS portfolio to ensure operational excellence and optimization of existing technology solutions
Guide and manage the overall strategic direction of Salesforce's HRIS by driving optimal utilization of ES-dedicated resources within the Salesforce IT organization
Provide leadership of and support for all HRIS-related initiatives/processes/interfaces; direct the creation of technical solutions and tactical execution of complex global HR technology projects
Lead translation of our primary HR system of record (Workday's) roadmap into detailed actionable HRIS priorities and understand the detailed HRIS system(s) implications along the way
Coordinate the delivery of technical and business support to ES staff and managers on our HRIS technologies to optimize technology investments
Partner with ES colleagues as well as internal compliance, legal, IT, payroll, and other process owners to maintain compliance standards and mitigate risks from an IT perspective
Lead overall approach to data access levels to ES systems (e.g., Workday, etc.) by employees across the company; manage other organizations' integration of human resources information into their electronic database/data processing systems (e.g. Payroll, Benefits, etc.)
Work with ES leaders to scope IT projects in terms of goals, timeframes, budget, staffing requirements and project constraints
Apply knowledge of project management and information technology principles in interpreting, organizing, executing, and coordinating projects
Partner with the ES Planning, Delivery and Continuous Improvement Team (PDCIT) to oversee formulation of the project scope and objectives including functional business requirements and process flows, communication and training plans, functional design, testing, quality assurance; assist in a smooth transition to production/support with IT
Serve as a principal subject matter expert between functional subject matter experts and the IT organization; identify and recommend areas for process and/or cost improvements
Lead response to inquires about and internal audit (IA) findings pertaining to the global data governance framework and global HR data standards
Manage applicable vendor performance as and when related to established contractual agreements
Manage team budget for assigned areas of responsibility to ensure that staff and program budget goals are met
Lead the HRIS team to achieve optimum staffing effectiveness and to build bench strength within and without the HRIS function itself
Bachelor's Degree in Information Technology, Business or related field
7+ years' professional work experience in the IT and/or HR industries
3+ years' experience with cloud-based HRIS platforms (Workday strongly preferred)
Demonstrated knowledge and application of IT enterprise management methodologies (ITIL, etc.)
Excellent communication and interpersonal skills across all levels of the company; ability to manage by influence
Adept presentation skills with the ability to tailor a presentation to the audience
Solid organizational, analytical and problem-solving skills with a high level of attention to detail
Experience working in or with a systems implementation practice or management consulting firm, and in a high-growth environment
Experience with mergers and/or acquisitions (either as acquirer or acquired)
Successful track record of strong project management across a series of competing priorities
Demonstrated ability to work with partners of diverse backgrounds both in and outside of the organization
Flexibility to adapt work style to be successful with colleagues across time zones and geographies
Ability to manage change across a broad and diverse population through strong stakeholder relationship management
Proficiency in Microsoft Office Suite including PowerPoint, MS Project, Excel, Word, Visio, SharePoint and Google apps. Must have experience using project and program planning tools and software packages to create, manage and track project results
Ability to work both independently and to provide guidance and support to direct and indirect report team members
Other skills and experience that are preferred but not required
Professional in Human Resources (PHR) Certification or Senior Professional in Human Resources (SPHR)
Experience with Salesforce applications (Sales Cloud, Service Cloud, Marketing Cloud, etc.)
LI-RH

Director, HR Practices Resume Examples & Samples

Lead HR Practices team and delivery of services from these areas
Lead development of the HR Practices strategy for the HR function globally and delivery of services in these area
Lead efforts related to compliance with employment law and HR Practices
Lead efforts to develop and implement HR policies
Lead development of training programs to ensure HR, leaders, managers and employees receive appropriate training and communication regarding Stryker’s HR Practices and compliance related to employment laws and regulations
Lead efforts to design pro-active practices HR practices, including policy development, communication strategy and training of applicable employees, managers, leaders and HR personnel
Lead Stryker’s efforts related to data privacy associated with employee information
Lead process development and oversee all human resources matters in the company’s Ethics Hotline. Manage HR and other investigations as may be appropriate
Lead HR Compliance function responsible for development of compliance related to HR Policies and procedures, preparation and response to HR-related audits (OFCCP, Dept. of Labor), affirmative action plans for all U.S. Locations, immigration matters)
Provide counsel and advice to HR professionals regarding employee relations issue, policy development, and other matters related to HR practices or compliance
Lead team responsible for immigration matters coming to the United States. Lead development of policies relating to immigration matters
Communicate and train HR professionals on HR Compliance policies, employment issues and other policy and procedure changes
Ability to lead and drive collaboration across a large global organization and across functions with respect to areas of HR practices

Director, HR-global Is-br-en Resume Examples & Samples

Lead organizational design and development for Global IS in partnership with CIO
Provide HR advice and counsel to CIO and IS leaders on HR matters, accurately diagnosing issues and/or interpreting policies, developing solutions and implementing them
Talent Management – Interview and select the best talent for the right roles, and align internal moves for employee development, while properly managing Global IS headcount. Ensure appropriate utilization of contractor and managed service resources vs. FTE resources
Lead Global IS’s key HR processes
Demonstrated ability to build high levels of engagement at all levels of the organization
High level of flexibility and resiliency in managing and adapting to change
Demonstrated expertise in written and verbal communication; organizational and interpersonal communication; and developing and maintaining key internal and external professional relationships
Operates with honesty and integrity and has strong professional and personal values which enhance the corporate culture

Director, HR Analytics Resume Examples & Samples

Employs strong consulting skills and business acumen to advise business leaders on workforce opportunities to drive optimization of our investments and global talent management decisions
Ability to communicate complex quantitative analysis in a clear, precise, and actionable manner
Quickly designs, hires and creates a new HR Analytics team for the Company and then leads, motivates, manages, develops, and engages the team to ensure alignment of the work to the most impactful projects
Supports the HR Leadership Team to identify business challenges; use fact-based solutions and data analysis to help influence changes to operations, process or programs; and, champions movement to an organizational ‘Lead with Data’ mindset
Leads HR-specific program evaluation and program outcomes analyses. Conduct evaluations of benefits, compensation, training, recruiting, and diversity design and program outcomes
Provides guidance, training and subject matter expertise to teams and employees in asking appropriate questions, selecting the right metrics, interpreting the data and translating data into actionable recommendations
Builds partnerships with People Services and HR IT teams and vendors to deliver necessary data management tools and system solutions
Creates, maintains and ensures quality assurance of key HR data sets, reports and metrics that are relevant and insightful and highlight key trends in human capital dynamics
Collaborates with subject matter experts across BI&A and HR to promote data governance and stewardship and to improve overall strategic and operational performance and insight
Actively participates in external professional organizations and builds a powerful network to understand and shape the emerging analytical trends
10+ years strategic business consulting with demonstrated capability in engaging business leaders while developing the necessary industry business acumen to contribute beyond just HR-related metrics
Deep experience in statistical analysis; understanding of HR program and human capital delivery system processes with HR-specific analytics experience a plus
Experience in supporting new capability development, pilots, and integration preferred
Experience in leveraging methods such as Design Thinking and Human Center Design to generate high value questions
Proven track record of coordinating and cooperating across multiple teams to prioritize varying business objectives and drive action to meet business requirements; recognized as influential leader and credibility in conflict management and expectation management
Intellectual curiosity, creativity, strong attention to detail and execution skills, good communication skills
Experience and knowledge of data security and privacy issues for a global company
Ability to work in a fast paced global environment with multiple competing priorities while ensuring adherence to deadlines
Ability to lead and work in ambiguity and uncertainty
Experience working with tools across the analytic stack including data management, modelling and visualization tools; such as MapReduce/Hadoop, SPSS/R, SAS and Tableau, Workday
1602350

Director HR Initiatives Resume Examples & Samples

At least 7 years of experience in HR, consulting, operations, or project management
Bachelor’s degree or equivalent education and experience
Demonstrated ability to communicate key business issues and develop appropriate action plans
Proven leadership skills in project management and consulting
Must exhibit collaboration, candor, openness, and results orientation
Demonstrated understanding of financial and operational metrics of our business
Ability to exercise good judgment and political astuteness. Comfort with challenging up
Ability to work with senior leadership
Ability to adapt to constantly, changing priorities in managing a wide range of projects
Knowledge of HR systems, project management, problem analysis and trouble shooting
Must have extensive experience in Excel and PowerPoint and experience with project management software
Able to effectively communicate in English, in both oral and written form

Associate Director, HR Site Lead Resume Examples & Samples

Serves as a consultant to site business leaders on Human Resources related issues
Employs effective change management strategies to aid in business transformation initiatives
Supports organizational change and design by working with senior management and Global HRBPs to identify business requirements and implement appropriate solutions
Formulates partnerships across the HR function (with multiple Global HRBPs, Centers of Expertise and HR Operations) to deliver value-added service to leadership and employees that reflect the business objectives of the organization
Works closely with leadership and employees to improve engagement, retention, and organizational effectiveness aimed at delivering stronger business performance
Leads annual processes related to talent management and succession planning, performance management and compensation planning for the site population
Oversees all recruitment activities for the site and takes proactive steps to ensure there is a robust talent pool. Collaborates with Talent Acquisition colleagues accordingly
Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. In partnership with leaders, develops Performance Improvement Plans for employees with substandard performance
Provides employees and management with coaching and counseling, ensuring objectivity and professionalism in dealing with sensitive issues

Senior Director, HR Consulting Resume Examples & Samples

A minimum of six (6) years of experience at the Director level
Strong written and interpersonal skills
Exceptional critical thinking skills
Client oriented mind-set
Ability to travel up to 40% of the time
MA/MS Master’s Degree
A minimum of fifteen (15) years of professional experience
A minimum of eight (8) years of experience at the Director level

Director, HR Technology Support Services Resume Examples & Samples

Provide Tier 2 general support for all payroll, benefits, and HR technology related questions/matters/issues
Developing and implementing a timely and accurate data analysis and reporting strategy with respect to service requests
Identify trends and implement processes to improve efficiencies within the HRT Support team and the support centers within the operating divisions
Defining and implementing quality standards for the HRT Support team
Enhance utilization of the enterprise case management tool (ServiceNow) through building processes, governance, and a knowledgebase to more efficiently address customer needs
Primary Responsibilities and Essential Functions
Directs the operations of the HRT Support team, including responsibility for defining the strategy for providing high quality customer and employee experience, defining and meeting service level agreements, and measuring and driving operational and performance metrics
Works to develop processes, training and coaching for employees, cultivate the culture, and build relationships with key internal customers and external partners
Develops programs, policies, and resource plans in order to maximize the efficiency and productivity of the organization
Design, develop, and implement training and documentation processes that ensure superior, repeatable and scalable customer service experiences

Operations Director HR / Membership Resume Examples & Samples

Bachelor's degree in business, human resources, recreation or a related field or equivalent
Professional experience in all aspects of human resources management and staff development and/or equivalent combination of education and experience preferred
Knowledge and professional experience in planning and policy, talent management, selection, compensation, benefits, training, staff development, employee relations, and performance management
Ability to direct assigned operations including volunteer development, supervision
Must be able to complete CPR, AED and First Aid certification and Blood Borne Pathogens training within 30 days of employment
Positively models and reinforces YMCA’s core values, mission statement, and relationship-building skills in all interactions. Implements membership strategies that support recruitment of new members and retention of existing members. Creates a member-focused culture and models relationship-building skills (including Listen First) in all interactions. Fosters a climate of innovation and resolves problems to ensure member satisfaction models and reinforces YMCA’s core values, mission statement, and relationship-building skills in all interactions
Supervises assigned Program Directors, including training and leadership development, retention, recognition, employee communication, and career development. Assesses and evaluates training and staff development programs to meet needs. Remains current with continuing education when applicable
Develops and maintains performance management and appraisal programs. Provides assistance to employee supervisors with questions and workplace problems
Assist overseeing compensation and benefit programs, including job description and classification, salary structure and salary adjustment. Oversees benefit plan communication, enrollment and administration and makes recommendations for improvements and changes
Maintains accurate employee records. Develops, manages, and controls budgets related to the position. Ensures department operates within the budget and that department fees are collected
Assures compliance with state and local regulations and laws as they relate to employment, while adhering to deadlines for YMCA of the USA, Department of Labor, and Department of Workforce Development, etc. Ensures YMCA department standards are met and safety procedures are followed while making revisions for policies and procedures
Expands awareness of the YMCA within the community in accordance with strategic and operation plans. Develops and maintains working relationships with organizations and agencies related to human resources within the community
Continually cultivates relationships to support fundraising. Provides leadership support for annual fundraising campaign and volunteer committees/boards as assigned. Supports special events and activities. Identifies and writes grants (when applicable)
Develops and nurtures collaborations with other organizations in order to strengthen programs, increase efficiency, enrich the value of each organization, and share in various infrastructure and administrative expenses
Perform all other duties as assigned by the Executive Director

Associate Director HR Services Procurement Resume Examples & Samples

Procurement - 7 or more years global procurement or global business management experience, Strategic Sourcing, consulting, Finance
Technical – Broad base of indirect procurement category knowledge, including global experience in Professional and/or Human Resources Services
Experience managing multiple simultaneous and complex projects requiring frequent communication, organizing/time management and problem solving skills

Director, HR Due Diligence Resume Examples & Samples

Work with KPMG’s integration and separation teams on HR integration engagements, focusing on the establishment and merging of compensation and benefits platforms
Oversee and drive development of staff, including being mentor and coach to junior team members
Eight (years of actuarial or other experience in the valuation, design, and implementation of pensions, post-retirement medical, health and welfare, and/or compensation plans with a top accounting or benefits consulting firm
Extensive experience in project management including planning, organizing, coordinating, and managing staff, clients, and/or partners towards the successful completion of a project; Experience in M&A due diligence and HR integrations, including implementation of compensation and benefit plans

Senior Director HR & Payroll Systems Resume Examples & Samples

The Sr. Director initiates and directs projects as required to support their business segment across countries & regions. They will also support projects in other business areas, such as interfaces to systems outside of their area
The Sr. Director participates in the development of the IT Strategic systems plan
The Sr. Director is expected to develop and review development & integration standards that align with PVH IT policies as well as those required for compliance by supported platform vendors. They are expected to ensure adherence within their staff
The Sr. Director recognizes and identifies potential areas where existing policies and procedures require change, or where new ones need to be developed, including regulatory driven changes to respective countries
The Sr. Director will work closely with other groups to coordinate plans and activities. This includes coordination with the other Application Development groups, Infrastructure groups (eg., Ops, Network, Tech), Information Security/Audit areas, and business units, regarding new system implementations. The Sr. Director will also coordinate applications system changes as needed in support of business changes or other IT changes, such as a system upgrade
The Sr. Director is responsible for understanding the potential use of new technologies in their area as driven by PVH initiatives, vendor capabilities or industry best practices & trends
The Sr. Director is expected to provide value added services to the business in the form of making business process improvement recommendations
The Sr. Director is expected to serve as an expert resource for their area, to other IT project teams
The Sr. Director is responsible to understand and set direction regarding the strategic position of their application(s), including ensuring the company has the required expertise in-house or external, to support it
The Sr. Director is responsible to ensure that appropriate compliance requirements are met in their area (eg., Sarbanes Oxley, HIPAA, etc..)
The Sr. Director fulfills departmental requirements in terms of providing work coverage and administrative notification during periods of personnel illness, PTO or education
The Sr. Director prepares & tracks budgets and related financial documents, and is responsible for managing financial accounting on new projects to be undertaken
The Sr. Director must be able to act for their SVP/GVP in their absence, as well as handle any duties assigned by management
The position will be based out of our New Jersey office, with frequent travel to all PVH offices globally, as required

Director, HR Analytics & SAP HCM BW Lead Resume Examples & Samples

Leads and manages the SAP Human Capital Management Business Warehouse, including Business Objects, through partnership with divisions, HR Centers of Excellence, Business Units and Technology groups, implementing new data sources as prioritized by the business. Manages a governance support model for ongoing improvements and maintenance
Provide management support to HR in the areas of people metrics, reporting, and advanced analytics
Support HR leadership team to identify business challenges and use fact-based solution strategies and data analysis to help influence changes to operations, process or programs
Use technology, analytical and quantitative research tools and models to develop and analyze enterprise-wide people and cross-functional data as needed and assist in interpretation and development of implications to address business problems
Create, maintain and ensure quality assurance of key HR data sets, reports and metrics that are relevant and insightful and highlight key trends in human capital dynamics
Responsible for the design and implementation of self-service analytics tools (leveraging SAP HCM BW and, Business Objects) and dashboard development along with the associated communication and training
Design, develop and generate reports, analyzing the data to ensure accuracy and that the content meets departmental needs and requirements (including Leave of Absence Reporting). Compiles analytics and monitors other relevant business impacting metrics
Partner with HRIS/IT development teams and vendors to deliver tools and system solutions
Assess current analytics capabilities and makes recommendations for improvement. Lead implementation of new systems, and participate in assessment of new technology tools
Collaborate with subject matter experts across the HR service areas (learning and development, recruiting, talent management, diversity, compliance) to promote data governance and stewardship and to improve overall strategic and operational performance and insight
Provide guidance, training and subject matter expertise to teams and employees in asking appropriate questions, selecting the right metrics, interpreting the data and translating into actionable recommendations
Work as the key representative to external benchmarks and key surveys supporting the HR function
Develops and communicates goals, strategies, tactics, project plans, timelines, and key performance metrics to reach goals
Ability to work in a fast paced environment with multiple competing priorities while ensuring adherence to deadlines
Strong quantitative, statistical and analytical skills
Strong attention to detail and execution skills, good communication skills, intellectual curiosity, creativity
HRIS experience: SAP and SAP HCM BW (preferred); SAP Business Objects (preferred); HANA (preferred); SuccessFactors (recruiting, succession planning and learning tools preferred); SAP Data Services and Near Line Storage a plus
Analytics and Reporting tools: SAP Business Objects (preferred); Tableau (preferred)
Microsoft PowerPoint, SQL and Advanced Excel experience
Experience with project management and large scale implementations a plus

Director, HR Integration Resume Examples & Samples

Work with KPMG’s cross-functional integration and separation teams on the HR integration engagements, focusing on the establishment and merging of compensation and benefits platforms including health and welfare plan establishment and alignment
Lead and manage the engagement process from start to finish, including setting scopes, budgets, staffing resources, creation and coordination of client-ready deliverables with KPMG’s engagement teams, and direct communication of results with clients
Direct business development initiatives
Eight years of consulting experience in the design and implementation of compensation and benefit plans with a top accounting or benefits consulting firm, with experience in an HR M&A due diligence and integration environment
Has either attained, or is on track to attain, FSA, EA, CEBS, CCP and/or CEP designations
Highly motivated, self-starter, team player, with positive attitude and strong quantitative, communication and relationship-building skills, with the ability to travel up to 25%

Director, HR Resume Examples & Samples

Serve as a talent solution provider and business partner across the Ecommerce team
Lead change management efforts and initiatives across the Ecommerce team
Build and foster partnerships with the Ecommerce team’s top leaders, hiring managers and the Global Talent Acquisition Center of Excellence to execute the company’s workforce plan and ensure the effective sourcing, evaluating, securing and on-boarding of key talent for the Ecommerce team
Enable effective movement of internal talent by focusing on continuously improving the experience associated with the internal candidate process
Partner with the Global Talent Acquisition team to build and foster an employment brand that attracts key talent to the Ecommerce team
In partnership with the Company’s Talent Development Center of Excellence, accelerate the Company’s performance culture by setting clear and meaningful objectives for the entire Ecommerce team, aligning rewards to performance, providing role clarity, driving impactful learning and development opportunities and holding regular functional talent reviews that will inform succession planning and career pathing across the Ecommerce team
Oversee the compensation and performance appraisal and objective-setting initiatives for the Ecommerce employee population to include annual and mid-year reviews, manager feedback, coaching and facilitation of performance management training
Provide coaching and support to the Ecommerce team’s employees on performance improvement plans, conflict resolution and career development
Drive an efficient and effective Human Resources operating structure within the Ecommerce team
Deploy key talent in key areas to ensure the achievement of desired business outcomes for the Ecommerce team
Provides clear and effective communication across the Ecommerce team
Demonstrate managerial courage and provide timely and actionable constructive feedback across the Ecommerce team
Drives continuous improvement across the Ecommerce Human Resources team
Ensure appropriate health and safety policies are developed, continuously updated and deployed
Provide oversight to labor relations, grievance and contract negotiations as required
BS/BA or University degree
8-12 years of experience developing and deploying impactful talent solutions
3-5 years of experience leading large teams
Initiative & follow-up, including a strong sense of autonomy
Demonstrated problem solving skills

Director, HR Business Partnership Resume Examples & Samples

Responsible for developing effective relationships with key business leaders by providing strategic, integrated advice and direction on business issues with HR implications. The Director, HRBP, drives complex, leadership initiatives with limited direction and independent decision making, supporting multiple senior level leaders (often Sr. Staff). Builds and maintains effective collaborative relationships with business leadership team, HR partners and external & internal strategic networks. Maintain an effective level of business literacy about the client’s business strategy, financial position, mid-range plans, culture and competition, marketplace challenges, trends, etc
Collaborate with business leaders, COEs and Shared Services to develop plans and actions that align to client goals and strategies while positively impact talent strategies (workforce planning, succession planning, retention, etc.) organizational design, employee engagement and organizational culture. Manages talent planning and succession planning activities identifying gaps and critical roles so that the organization is prepared for the future. Develops a deep understanding of existing COE programs and practices in order to recommend strategic solutions aligned to client goals. When a program does not exist, the HRBP will collaborate with the COE to develop a specialized solution
Implement and interpret human capital metrics to support business objectives. Proactively utilize data to identify issues and predict outcomes. Partner with leaders to recognize trends and develop recommendations
Challenge thought processes and norms, presenting HR point of view, expertise and best practices. Act as an active voice on senior business leadership teams
Understand HR industry trends in order to provide cutting edge solutions aligned with strategic business objectives
Serve as a point of contact in escalated cases in the areas of employee relations, performance management and legal/contractual requirements which have been escalated by the Shared Services and COE
BA/BS and 10-14 years of relevant experience
MS/MA and 8-12 years of relevant experience
Experience in HR Generalist/HRBP capacity supporting large, complex client groups
PHR/SPHR certification or SHRM CP or SCP Certification preferred
Prior human resources or business experience that was heavily involved in human capital strategy including driving cultural change, change management, talent strategy and organizational design
Demonstrated Experience working strategically with business leadership building partnerships, relationships and in-depth understanding the business strategy and how it links to talent & HR strategy
Demonstrated ability to be a leader within the business
Ability to understand complex situations and present recommendations with limited direction which require independent decision making and analysis
Prior demonstrated experience in business/process/HR consulting role
Prior experience in presenting, facilitation and coaching demonstrating strong communication skills
Influencer, coach and consultant to senior leaders as a trusted advisor
Strong skills in analysis, interpretation and judgment of data
Significant knowledge of HR policies, processes (e.g., workforce planning and talent management), and talent management practices and employment law

Director, HR M&A Support Resume Examples & Samples

Supports the Vice President, Global Total Rewards in all aspects of planning and delivery around mergers, acquisitions and divestitures work
Partners with divisional/group HR professionals to deliver coordinated, efficient and effective service to the business in representation of the HR function
From a project management perspective, leads relevant Stryker employees, outside consultants, vendors and all HR related activities across a deal cycle (deal discovery/concept, due diligence, deal scribing, integration planning and facilitation)
Serves as both a strategic partner to the business as well as a person doing roll-up-your-sleeves analyses and detailed content delivery
Actively leads all aspects of due diligence and integration planning activities, partnering with both internal and external support. Coordinates functional findings, indentifying dependencies, risks and costs, and compiles recommendations in timely submission of due diligence reports
Reviews and works with legal counsel and consultants on the drafting and development of proper language in sale and purchase agreements
Guides divisional HR on all integration planning and facilitation activities, including Day One planning and execution, communication, issue resolution, etc. On some deals, may assume lead role in integration, absent divisional HR involvement
Coordinates with HR functional area partners (compensation, benefits, stock plan administration, payroll, HRMS) as well as other functions (communications, legal, finance, tax, risk, IT, GQO, etc.) on all relevant aspects of M&A work
Regularly reports on the M&A portfolio of ongoing activities, deal status, key risks, anticipated timing, etc., to relevant HR leadership
Proactively solicits divisions and consults with them on potential, pending and in-progress deals. Maintains regular communications to ensure that proper planning and resourcing is achieved across the portfolio of assigned deals
Develops communications and conducts presentations and training with divisional HR community and global M&A teams to ensure methods, processes and resource application are understood
Attends and represents HR at the monthly global Business Development Pipeline and Status Meeting
Remains current on new laws, regulations, M&A approaches and tools. Advises on best practices related to M&A discipline
10+ years of progressively responsible HR experience, ideally within the med tech industry
Past assignments ideally to have included HR generalist experience as well as specialist experience in compensation, benefits, HRMS, mobility and/or employee relations
Previous roles ideally would include providing support to non-US locations, including Europe and/or Asia, with familiarity with differences in labor/employment/legal systems
Strong understanding of HR, Payroll and Finance business processes a plus
Strong project management skills a must
Solid MS Word, Excel, and PowerPoint skills required
Must thrive in an environment where it is necessary to balance competing, often time sensitive commitments

Director, HR Customer Care Resume Examples & Samples

Provide consultative support to managers and supervisors
Partner with respective client group in order to understand the business challenges and to ensure effective and timely HR support
Oversee recruiting and staffing process ensuring compliance with EEO, FCC and Affirmative Action; design and implement employee retention strategies
3 plus years management experience required

Director HR Project Brand Leadership Acceleration Resume Examples & Samples

Develop, lead and manage the central project plan of both head and heart aspects of Brand Leadership across Brands HR
Partner with the lead for HR Brands to drive and manage executive stakeholders across the business. Position, coordinate and align consistent processes and approaches to delivery aligned with Brand Leadership principles
Define and facilitate the operational rhythm for the execution of brand leadership people related plans across all brand adidas
Design, prepare and facilitate results-oriented alignment meetings against key milestones of Brand Leadership People Change plans
Keep main stakeholders informed about project execution through the creation of regular status and project KPI reporting
Be the single point of contact for works council for all Brand Leadership related topics. Co-manage the execution plans are compliant with legal regulations and obligations
Lead project team meetings to ensure key initiatives for Brand Leadership are aligned, consistent and delivered to a high quality
Lead and manage the HR Brands project team on all Brand Leadership people related topics
Closely collaborate with Brand Finance where needed to deliver against the plan for brand adidas
Partner with stakeholders and the HR Brands team where necessary to ensure a consistent application of org design principles are adhered to
Drive and facilitate all communication activities to all relevant stakeholders aligned with key milestones
Drive and support any other change related activities beyond brand adidas that are connected to Brand Leadership should they need alignment and execution with the Brand Leadership principles and people plan approach
Plan and manage any budget for the brand leadership people project execution
Pioneer and share change management project tools/ processes and approaches across the HR community as ‘best/great’ practices which can be adopted more broadly to enable us to become a more effective, efficient and unified global HR community
Strong project and process skills
Ability to work under pressure- resilience
Positive and optimistic attitude
Solutions orientated, ability to be flexible and deal with ambiguous situations
Proven ability to manage multiple complex international projects
Organizational Design and development experience would be an advantage
Very strong analytical and conceptual thinking and expertise in HR strategy and organization
Proven track record of leading and implementing larger-scale programs and projects
Strong influencing and communication skills
International mind-set and English fluency. Ideally can speak German but not mandatory
Strong integrator skills, such as
A keen interest and desire to build connections among people that goes beyond support
A willingness to listen, observe and learn from teams and individuals
Minimum of 8 years of relevant work experience, preferably in a global management consulting business. HR experience preferred but not mandatory
Proven strong track record in change and project management as well as process excellence
MBA in a field related to change or project management and / or process excellence is an advantage

Senior Director HR-global Data & Analytics Resume Examples & Samples

Provide comprehensive HR support to 500+ employees spanning across 15 countries in the Data & Analytics organization. Develops human capital plan to address specific needs of both the business and workforce
Responsible for the implementation of enterprise HR programs including: talent management, talent acquisition, rewards, recruiting, training, employee and labor relations, safety, and/or human resources research
Consult with and liaise between departments/divisions, all levels of line and staff management, compensation and benefits department, legal counsel, and outside service providers
Coach managers to drive greater productivity and high engagement
Works closely with COE's in the U.S. and regional locations to ensure optimal deliver of HR services
Sets HR initiatives for D&A and directs the efforts of international colleagues to execute on the D&A human capital plan
Serves as a change agent and leverages best practices to move the organization to the next level

Senior Director, HR Business Partners Resume Examples & Samples

Higher education in business administration and/or HR management with 12+ years progressive experience in HR disciplines with a strategic focus or equivalent experience in comparable organizations
5+ years’ experience managing HR teams and/or previous experience managing people
Experience supporting a sales organization
Previous managerial experience working with a diverse group of individuals
Excellent interpersonal, written, and verbal communication skill
Ability to handle multiple projects and deadlines and effectively work in a fast-paced environment
Ability to adapt easily to change and to lead others through change
Ability to work with all levels of management effectively
Ability to travel as needed (up to 25%)

Director, HR-customer Care Resume Examples & Samples

Ensure legal compliance with all applicable local state and federal employment laws, including but not limited to FLSA, FMLA and ADAAA to minimize risk/exposure to the company
Manage organizational change
Manage Labor Relations Programs, coordinate and participate in Labor Relations Negotiations as needed
5 plus years Human Resource leadership experience for 200+ employees required
Experience supporting HR functions for call center employees preferred

Director HR Services Resume Examples & Samples

HR, Payroll and Benefits Administration and Processing
Continues Improvement and Change Management
Technology Enablement
A bachelor’s degree in HR or business administration preferred. A minimum of 8 years of progressively responsible human resources experience with three to five years if supervisory experience
Prior experience in a HR shared services environment and knowledge of enterprise-wide HRIS/Payroll systems and call center operations is preferred
Relevant industry experiences a plus
PeopleSoft experience, preferred
Strong leadership and management skills as demonstrated by employment in positions of progressive responsibility and expertise
Solid planning and analysis skills
Self-motivated and independent problem solving ability
Ability to manage multiple tasks with frequent interruptions
Computer skills, including word processing, excel spreadsheet and database within a Windows environment

Senior Director HR Business Partners Resume Examples & Samples

Onboarding and Engagement
Excellent knowledge of HR and Employment Laws, Policies and Procedures, talent and performance management systems
Ability to provide excellent customer service to a variety of individuals on all organizational levels
Strong interpersonal and communication (verbal & written) skills

Director HR Services Resume Examples & Samples

Implement the roadmap for a HR Services set-up with a special focus on striving towards operational excellence
Design and confirm the requirements and detailed solution proposals, deployment timelines and business case proposals for HR Services US
Ensure a proper execution and implementation of the roadmap
Partner with HR Services peers on thriving for global harmonization and standardization of HR Services in all aspects (e.g. processes, (org.)structures, people practices)
Define, document, and prioritize HR business process requirements, system processes and work flows for HR Services based on input from Group/Market HR
Define and document required roles and responsibilities of HR Services
Defines and agree HR systems needs together with HR Rewards, Group/Brand/Market HR and Global IT
Develop, implement and ensure that policies and guidelines of HR Services business processes and workflows are in place and used consistently within HR Services
Adhere to global policies and guidelines, as well as to global and local data protection and data privacy regulations
Define and document service level agreements for services provided by HR Services in collaboration with Global HR Services
Fosters open communication & on-going 2-way operating rhythm with key Rewards & HR partners to understand their current and future needs and provide transparency about services and value proposition of HR Shared Services
Maintain sound business relationship between HR Rewards, Group/Brand/Market HR Ensure constant information flow from global to local rewards and vice versa and ensure aligned work on key topics
Participate actively in benchmarking exercises and networks with other experts in the area of HR Shared Services to ensure best practice knowledge
Process improvement mindset, understanding of key HR operational processes
Ability to breakdown complex initiatives into manageable action plans
Excellent customer and stakeholder change management skills, including deep influencing skills
Cultural awareness & sensitivity: ability to flex style to suit differing cultural norms
Strong collaboration skills with the ability to create effective, deep and successful working relationships across all levels of the organization
10+ years’ experience in Human Resources, with specialization in Rewards Management
4+ years of leadership experience

Executive Director, HR Technology Resume Examples & Samples

Lead the design, development, and deployment of the firm’s Human Capital Management (HCM), talent and Learning and Development (L&D) technology vision and strategy
Oversee all efforts and performance executed by the Human Resources Information Systems (HRIS) and L&D technology teams
Provide strategic leadership to KPMG’s eLearning and Performance support organization (focus on technology within learning)
Develop and maintain strong professional relationships with HR, L&D and technology organization
Manage onshore and offshore teams supporting HR/L&D technology initiatives (i.e. resourcing, budgeting, security and risk)
Provide guidance and expertise in HR, Learning and Talent Management technology to senior leadership; serve as the liaison from HR and Learning to KPMG’s technology organization
Minimum 10 years of Technology, HR and Learning and Development experience; preferably in a professional services organization (or support of a professional services organization) with strong knowledge in end-2-end HCM technology (ATS, Learning, Core HR, and Payroll)
Minimum of 5 years of experience selecting, implementing, integrating and operating Cloud/SaaS HCM and learning technologies with organization(s) of 20,000+ employees; Minimum of 5 years of experience successfully recruiting and managing onshore and offshore technical teams
Demonstrated advanced knowledge with key technologies such as Oracle Cloud, Success Factors, PeopleSoft, Saba Cloud, and Cornerstone Cloud
Deep understanding of talent, HCM, and learning technology trends and the acumen to transform this understanding into meaningful strategy and action
Highly collaborative, with an ability to work with leaders at all levels

Director, HR Business Partners Resume Examples & Samples

Develop the next generation of Cox Automotive People Strategies leaders. Build a high-performing organization and deliver effective leadership to the HRBP team and function
Develop and lead people strategy opportunities and choices to compete and succeed. Drive the creation, execution and alignment of the People Strategies and plans as part of the overall business strategy; to optimize the contribution of Team Members to the business needs to drive competitive advantage. Lead local and global Cox Automotive People Strategy Initiatives. Collaborate with and influence senior leaders to prioritize strategic people priorities and solutions that accelerate the achievement of business priorities through talent management, diversity and inclusion, rewards and recognition, and organizational effectiveness
Design and create the organization that will deliver business success. Proactively challenge the established organizational design to drive superior performance. Work with the market/business/function leadership team to define the organizational development needs, design and facilitate solutions. Lead smooth organizational transitions using best practice change management methodologies. Shape the culture to align to CA goals and initiatives through supporting and coaching Senior Leaders
Create the culture that enables the business to be successful. Develop and drive the employee engagement strategy to help make Cox Automotive the very best place to be. Be the cultural enabler for your business. Lead promoting a culture that is productive, open, empowering and equitable. Be a role model and coach Senior Leaders to behave and make decisions in line with our management and leadership principles
Resource the organization to enable current and future success. Lead the continuous improvement of the overall performance and talent management of the organization in line with the overall business strategy. Develop and execute resourcing and talent strategy for market/business/function that ensures we have the right people in the right place at the right time. Build capability to ensure long term success. Ensures People Strategies function provides all People Managers with the tools and support to drive individual and team performance improvement at all levels
Interpret data insightfully and generate original insights for strategic talent priorities. Analyze qualitative and quantitative data to solve problems and drive continuous improvement of talent priorities. Be an insights advocate that reviews external data and trends and provides relevant insight back into the business. Creating winning solutions to keep the business ahead of the competition
Deliver better, quicker results through the expertise, resources and connections of your network. Work collaboratively with People Strategies Centers of Excellence to optimize the effectiveness of the business. Be the account manager for the rest of People Strategies, ensuring market/business/function receives the best support to support the delivery of the business and people strategies
Anticipate and respond to changing business needs. Influence lasting change in assigned businesses by serving as a change advocate on companywide strategies and initiatives. Lead smooth organizational transitions using best practice change management methodologies
10+ years progressive experience in HR disciplines with a strategic focus or equivalent experience
5+ years’ experience managing HR professionals and/or people leaders
Experience working with, coaching and influencing senior leaders
Proven experience in a leadership role in a growing, evolving organization
What We Look For
Experience with diverse portfolio management in a fast-paced environment
Successful experience in creating, implementing and executing People Strategies for a business or function

Associate Director, HR Analytics Resume Examples & Samples

Defines process for developing standard cross-brand metrics and templates for all HR services while enabling customizability and flexibility
Analyzes output of HR Analytics services against executive stakeholder needs to ensure identified needs are addressed appropriately
Proactively anticipates HR Analytics requests to improve upon demand management processes and utilization
PhD or Masters in a quantitative major or concentration preferred
7+ years of experience developing and using advanced analytics and reporting techniques in the pharmaceutical industry or human resources function
Significant experience manipulating and interpreting secondary data and unstructured data sources
Deep knowledge and functional expertise of HR processes and HR technology applications
Professional experience in HR or supporting HR analytics (e.g., report creation, dashboarding, scorecards, etc.)
Creative business problem solving skills to design processes and deliver timely results for requests
Highly developed analytic and information integration skills
Ability to learn new tools quickly
Working knowledge of HR technology and processes and HR industry specific metrics
Proficiency in a broad range of methodologies including qualitative and quantitative design and data analysis
Knowledge of the pharmaceutical industry and healthcare marketplace dynamics within responsible markets
Microsoft Excel, Access and PowerPoint
Proficiency with Spotfire and Tableau required

Director, HR Consulting Hrcc Resume Examples & Samples

A minimum of ten (10) years of general business experience
A minimum of seven (7) years of experience in a large corporate, matrixed environment
A minimum of three (3) years of Consulting experience
Must have strong computer skills in Microsoft PowerPoint, Word and Excel
Broad global understanding of relevant legislation
Experience in a business partnering environment
BA/BS Bachelor’s Degree in Business, Finance or related background, with a strong understanding of budgets, reconciliation and forecasting, and risk and compliance
A minimum of five (5) years of Human Resources experience
A minimum of five (5) years of Consulting experience

Director, HR Resume Examples & Samples

Manage staff in accordance with organization’s policies and applicable regulations
Responsibilities include planning, assigning, and directing work; appraising performance and guiding professional development; rewarding and disciplining employees; addressing employee relations issues and resolving problems
Approve actions on human resources matters
Lead implementation of projects and process improvement activities for the day-to-day development of redesign and new local and global HR initiatives
Act as Business Partner to assigned business areas and ensure that HR delivery adds value to the business
Lead and direct activities and initiatives associated with change management involving reorganizations, mergers/acquisitions and transfers to ensure compliance to local legislation
Excellent problem solving, judgment and decision making skills
Excellent leadership skills
Bachelor's degree or educational equivalent and 8 year experience as a generalist or combination of generalist and specialist experience including 3 years direct line management experience and experience operating with senior/executive management teams; or equivalent combination of education, training and experience

Senior Director HR Global Operations Resume Examples & Samples

Leadership responsibilities for the HR Strategy & Operations team
Sets the strategic design, integration and delivery of HR Strategy & Operations initiatives and programs
Analyzes situations and issues, recognizes strategic implications, and applies both specialized expertise and a broader HR knowledge framework to define problems, priorities and desired outcomes
Seeks, identifies and shares HR best practices throughout the HR organization
Provides leadership and management oversight implement and evaluate HRP growth programs and plans that result in increased organizational efficiencies
Performs due diligence on the business needs and aligns programs to business requirements and situations
Creates a road map in alignment with business and communicates proactively against roadmap
Acts as a change agent and promotes innovation and continual improvement

Director HR-stores Resume Examples & Samples

7 years progressive HR experience, with 5 years Human Resources generalist experience
5 years working in a multi-unit environment with exempt and non-exempt staff
3 years replacement and/or workforce planning experience
3 years talent acquisition (recruiting, interviewing – including behavioral interviewing using targeted interview guides – and selecting)
3 years succession, career and development planning experience for employees in exempt positions
7 years experience interpreting and applying HR policies, procedures, programs and processes, including general compensation policies and practices
Bachelors Degree—Business, HR or HR-related field
10 years progressive HR experience, with 7 years Human Resources generalist experience
5 years managing / supervising people
7 years working in a multi-unit environment with exempt and non-exempt staff
2 years working in a corporate headquarters environment
5 years replacement and/or workforce planning experience
5 years talent acquisition (recruiting, interviewing – including behavioral interviewing using targeted interview

Director, HR Business Partners Resume Examples & Samples

Greets Owners/passengers pre-flight, briefs them on the specific flight / trip and verifies itinerary
Acts as a liaison for Owners/passengers and NetJets Command Center from the time the Owners/passengers arrive at the FBO until they have safely landed at their final destination and have departed the final FBO
Must properly stow on aircraft all carry on cabin luggage as needed. This may include the carriage of human remains in the form of a container after cremation; a coffin or a body bag which will ride in the cabin of the aircraft, and handling of various animals that are "pets" to our owners
Anticipates and prepares for Owners and guests needs and expectations and tailors service to create an exceptional flight experience. This includes setting the appropriate ambience for each phase of the flight (e.g., meals, movies, sleeping, etc.)
Delivers the finest level of food preparation and presentation including by setting/clearing tables and plating and serving meals in a timely manner
Must be able to work varying hours including day and night, weekdays, weekends and holidays. Duty may last for as long as fourteen hours per day for up to eight days and may span different time zones and extreme weather differences in the course of a trip. While on duty may be away from home for six or more days and nights, staying in hotels
Work environment is subject to frequent changes in cabin altitude from sea level to 8,000 feet, variable positive and negative G loads and turbulence in-flight
Must be able to interact and care for Owner pets. May be subjected to potential allergens
Work environment is subjected to second hand smoke
Acts as the final authority on his or her aircraft with respect to all areas of operation including the applicable safety and regulatory guidance. Must follow all FAA, Company and other applicable safety regulations
Must be punctual and dependable and report to work on a regular and timely basis
Prepares the airplane for flight per FAA guidelines, Original Equipment Manufacture's (OEM) Checklists and NetJets Flight Attendant Manual (FAM) utilizing pre-flight checklists
Conducts detailed examination of interior of aircraft, operating and testing various equipment. Reviews any discrepancies and advises PIC for safe flight operation
Stocks airplane cabin with required equipment and materials and other emergency equipment as well as linens, blankets, magazines and other amenities for passengers
In the event of abnormal or emergency situations, coordinates with the flight crew to determine if immediate action is required or landing is necessary
Must be prepared to effectively and summarily act in emergency situations while remaining calm and responsive to PIC Authority and FAA communication as well as alert and sensitive to Owners/passengers safety and concerns
Responsible for preparing the aircraft for the next flight segment or properly securing the aircraft for shutdown when it is the last flight for the day
Responsible for cleaning including vacuuming, restocking of commissary, and removal of refuse
Responsible for properly communicating any maintenance abnormalities or discrepancies to the PIC. Additionally must properly complete any paperwork associated with any discrepancies or events that could have or did affect the flight
Must be 21 years of age or older
Must have 3 or more years in varied high-end luxury customer service roles, providing individualized customer service
Must have an unwavering commitment to providing the highest possible levels of safety and service and a friendly, service-oriented attitude
Must be able to safely fit in both the 3rd crewmember or FA assigned seat positions for Flight Attendants with seatbelt and shoulder harness fastened, as well as the aircraft aisle way; also be able to safely and effectively operate fully all equipment and or/window exits at each position of all Flight Attended aircraft operated by NJA and perform the essential job functions
Must be able to perform CPR and First Aid (Certification required or must be obtained within training period)
Must have a valid passport and be able to travel internationally without restrictions
Must have a valid State drivers licence
Must have yellow fever shot immunization prior to beginning training
*Flight Attendants are required to be based out of one of the locations noted below. Upon conditional offer of employment, a base must be selected from one of the following locations: Teterboro NJ (TEB), White Plains NY (HPN), Chicago IL (MDW), Dallas TX (DAL), Atlanta GA (ATL), Washington DC (IAD), Charlotte NC (CLT), Philadelphia PA (PHL), Denver CO (DEN), Houston TX (IAH), Los Angeles CA (LAX),Ft. Lauderdale FL (FLL), Boston MA (BOS), San Francisco CA (SFO), Las Vegas NV (LAS), Phoenix AZ (PHX), Orlando FL (MCO), Nashville TN (BNA), Raleigh/Durham NC (RDU), Detroit, Michigan (DTW), West Palm Beach, Florida (PBI), Baltimore, MD (BWI), Miami, FL (MIA), Seattle, WA (SEA) and Columbus Ohio (CMH).***

Director, HR Business Operations Resume Examples & Samples

Bring your vision and passion for systems and processes to transform the way HR services are delivered to the organization.Help drive the selection, implementation and upgrade of all people systems and processes to ensure we are maximizing our use of technology in streamlining people operations and scaling with the growth of our business. Play a leadership role in the architecting and implementation of employee and manager self-service, leading to greater business access to employee information and reducing HR time spent on transactional activity
Collaborate with the Talent Management & Workforce Analytics function on the creation and delivery of people-related reports and information to the business
Oversee the members and activities of the US HR Shared Services team, which provides first-line HR support to employees in the US

Senior Director HR Resume Examples & Samples

As Strategic Business Partner, craft and implement enterprise-wide strategies
Develop the next generation of leaders
Redesign organizational structures based on strategic objectives including socializing and gaining stakeholder feedback and agreement for changes and implications to the broader organization, designing communication and change efforts to support implementation of change and monitoring employee engagement and productivity post change implementation
Create and execute a talent strategy in the business unit, identifying talent needs and issues and addressing before they impact the business
Identify HR implications of new business strategies and adjust HR strategies to respond to changing business needs including assessing HR implications of strategic options
Prioritize HR needs and work efforts
Identify, monitor and communicate progress against critical HR metrics
Represent the business Unit’s talent interests within the organization
Create sustained solutions to individual employee challenges aligned with broader HR policies and practices
Manage competing personalities in the organization and conflict between employees/managers,
Resolve political problems in the execution of business plans
Measure, monitor and adjust approaches to address the effectiveness of existing HR policies and procedures
Plan, design and lead HR programs and communication efforts to support organizational culture change to employees
Assess employee attitudes and track trends in employee behaviors; design and deliver initiatives to positively impact employee engagement and productivity
Communicate HR policies and procedures to employees
Keep the line updated on HR initiatives
Effectiveness at achieving his/her individual tasks and assignments
High level output
On-time task completion
Error-free work
Effectiveness at improving others performance and using contributions to improve his/her own performance
Introduction of improved processes
Implementation of new product or service ideas
Improved working methods, techniques or tools
Transfer of great ideas from other parts of the organization
Transfer of skills and knowledge
Business Acumen – able to using insight about the business environment to improve talent and business outcomes
Global Delivery Experience – ability to understand and partner with a Managed Service Provider is imperative
Talent Management Acumen – able to apply workforce planning knowledge, engagement strategies, and succession management
Organizational Acumen – use insights about the organization to improve talent and business outcomes
Data Judgement- apply judgement to data to support business decision making
Problem Solving – develop and evaluate solutions to problems and implement solutions
Proactivity – Anticipate and prevent future problems, take charge to bring about change, and take initiative within the role
Continuous Learning – Seek opportunities to learn new and necessary skills and knowledge to perform work effectively
Leveraging Networks – Use professional networks in strategic activities to achieve better talent outcomes
Leadership – lead a team of HR Business Partners as well as offer value to leaders within the business
Innovation – Apply systems thinking to identify new solutions for the broader enterprise
Conflict Resolution – Manage disagreement and diffuse tension among employees/leaders
Matrix Management – Manage individuals and processes across business and functions
University undergraduate degree required; Master’s degree preferred
SPHR Certification required; GPHR Certification preferred
15+ years’ experience as HR Business Partner for a business unit of 500+ FTE’s in multiple countries
Experience working in a global matrixed organization
Demonstrated ability to understand and translate business strategies into appropriate HR goals, objectives and tactics
Demonstrated track record of managing change in a complex, matrixed organization
Articulate and concise communicator
Demonstrated skills employee relations, internal consulting, recruitment/talent acquisition, compensation and benefits, training and development, organizational development and change, performance management systems and succession planning
Demonstrated ability to influence and attain credibility with leaders at all levels of the organization
Strong relationship building skills with good understanding of different cultures and how to work across cultures to deliver business results in a timely manner
Demonstrated ability to represent HR initiatives and messages to all levels of management and employees

Director HR Resume Examples & Samples

Sets Business Unit (BU) people strategy that aligns with the business ambitions
Deploys global HR strategy, processes and toolkits in the Business Unit (BU) in line with the business agenda
Leads and develops BU HR team(s); drives own team’s engagement
Drives talent development and performance management in the BU
Provides coaching and operational support to managers at different levels ensuring culture of high performance and engagement
Leads change programs and functional projects in the BU
Ensures compliance with the internal Company policies and procedures (HR, compliance training, functional codes etc.) and supervises adherence to the external laws
Delivers HR metrics and ensures efficient and quality HR service within a BU
Ensures delivery of business results through capable engaged and empowered HR professionals
Works closely with Country HR organization (SSC and CoE) and broader HR community ensuring delivery of the global HR plans and strategies
Ensures HR partnering and delivery of processes to all employees within the BU
Education: degree in human resources, legal or other related areas
Length of service: at least 10 years of work experience in multinational business environment
Geographic Experience: worked in China; additional working experience in Asian region will be a plus
Business Experience: preferably worked in 2 or more different industries
Functional Experience: has working experience in 2 or more functional areas of HR expertise
Project Experience: led at least one major project across 2 or more units, countries or functions
People Management: managed direct teams of 3 or more; led departments of 10 or more employees
Work Scope: has been exposed to an international work environment; has a track record of impacting regionally
Management Team (MT): preferably was previously a member of local or regional MT(s)
LI-DLI

Director HR Talent Resume Examples & Samples

Develops and coordinates strategies, programs, policies and procedures encompassing various aspects of talent management
Keeps abreast of human resource trends and maintains knowledge of federal and state laws regarding employment practices
Develops the strategy for full-cycle hiring including, designing a talent network/talent community strategy that allows Boyd Gaming to cultivate passive candidates
Builds community relations to increase brand awareness and the perception of Boyd Gaming as an employer of choice and best place to work
Envisions and develops a best-of-breed onboarding program that ensures our newest team members quickly contribute to our performance-driven culture
Ensures that the human resources activities are in full compliance with federal and state laws and that Boyd Gaming’s policies and procedures are administered in a uniform and equitable manner
Ensures departments are properly staffed and develops multifaceted full-cycle recruitment strategy and programs to support staffing
Recruits and recommends qualified internal and external candidates for open positions using a variety of effective approaches while automating distribution of our jobs to the most effective boards, social sites and aggregators
Drives process improvement within team. Recommends process changes and identifies opportunities to improve existing procedures, tools and incorporates these into standard workflows and processes
Collaborates with key stakeholders to proactively support engagement initiatives and translate these into achievable action plans and deliverables
Partners with Leadership to translate the organizational strategy and to develop and implement Talent management strategies, systems, processes and structures that align with the overall mission, vision and Boyd Style
Ensures the team member experience from the policies to the Intranet reflects the culture and the team member brand of the organization
Improves manager and team member performance by identifying and clarifying problems; evaluating potential solutions; implementing selected solution; coaching and counseling managers and team members
Leads, directs and drives talent development strategy, includes coaching the executive leadership team, partnering with other leaders to strengthen leadership/management effectiveness, facilitates talent review (succession planning), performance management, individual planning and enable organization learning, development and effectiveness
In concert with other key leaders at Boyd Gaming, the role will build and sustain high team member performance and an agile workforce, promote team member engagement, build transparency and inclusion
Drives and facilitates career development, competency development, individual development plans, new manager integration process, leadership and skills development, coaching and mentoring programs
Provides assistance and counsel to staff members to ensure rewarding relationships with the company, their work and their co-workers

Associate Director, HR Resume Examples & Samples

Develops and administers various human resources plan and procedures for company personnel
Monitors the performance evaluation program and revises as necessary
Develops, recommends and implements personnel policies and procedures; helps maintain handbook on policies and procedures
Conducts new-employee orientations and makes adjustments/improvements as needed
Monitors career-path program, competencies maps, and updates job descriptions as necessary
Employee relations counseling
Conducts exit interviews in partnership with the broader 360i HR team and utilizes when applicable to develop initiatives that increase employee retention
Establishes and maintains department records and reports. Participates in staff meetings and attends other meetings as necessary to align Chicago office with other 360i offices. Maintains organizational charts and employee directory as needed
Evaluates reports, decisions and results of department initiatives in relation to established goals. Recommends new approaches, policies and procedures to effect continual improvements in efficiency of department and services performed
Works with resource management and recruiting to provide supplemental staffing when needed
Partners with 360i’s immigration firm to manage current Visas and application processes for Chicago office
Additional responsibilities as required
Must be willing to work in Chicago, Illinois
Must be willing to submit to a background investigation
SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential
Demonstrated ability to resolve complex problems with creative solutions

Global Director, HR Systems & Processes Resume Examples & Samples

Drive the definition, communication and implementation of the global HR system strategy and roadmap, including project plan, budget and timeline
Manage demand management, design and release for global business processes
Develop HR reporting in new HR system based on existing global HR reporting, defined enhancement requests and future requirements
Steer and control the definition and communication of global HR processes, data management and reporting standards and guidelines
Provide management reporting on global project progress
Oversee the design of training concepts and materials, as well as development of communication material related to global processes and reporting tools
Manage and control the definition and deployment of global HR system authorization concepts, as well as authorization request and approval processes
Steer and control audit measures to ensure global HR systems and reporting tools are compliant with global HR data model
Ensure that core data privacy standards and guidelines are taken into account during design of new HR systems and tools
Participate actively in benchmarking exercises and networks with other experts in the area of HR systems to ensure best practice knowledge

Director, HR Corporate Functions Resume Examples & Samples

Maintaining a solid understanding of the client group and their annual objectives/strategies
Working with Corporate HR, other RM offices and Shared Services to ensure seamless delivery of annual programs (i.e. Viewpoint, LRP, Compensation, etc) to all client groups including the control functions located within multiple business lines with dual reporting relationships
Providing input and direction on overall HR issues and represent the views of the client groups on these issues
Liaising with HR peers, both within and outside of Scotiabank to ensure policies and procedures stay current and market competitive
Sharing information with peers when appropriate
Results focused to identify and take action on issues that include recruitment, learning and development, career and leadership resource planning, performance management, total compensation plans and employee relations programs

Director, HR Project Management Resume Examples & Samples

Provides project management expertise, consultation, training, knowledge transfer, and resource support to project teams throughout the HR organization
Deploys a consistent project management methodology to include template-drive approach to analysis, scheduling, tracking, and reporting within HR
Develops strategy, prepares proposals, negotiates contracts, and executes projects
Manages people who lead projects supporting company-client relationship, ensuring customer satisfaction
Provides budget analysis, labor planning, and coordination of activities between project teams, identifying interdependencies and potential risks/rewards
Monitors project completion from initiation through delivery to meet desired outcomes such as revenue or cost projections
Makes decisions concerning approved expenditures to meet project budget, preventing the need for write-offs, and maximizing project margin
Identifies and highlights need for appropriate company resources to accomplish project goals
Serves as mediator to internal issues and conflicting priorities for members of cross-functional teams
Selects, develops, and evaluates staff and project resources to ensure the efficient operation of the function and/or a project team
Responsible for planning and managing resources to execute projects or project components from inception through implementation
Interprets requirements, identifies and communicates project scope and ensures program milestones and objectives are met
Ensures effective communication between technical and non-technical functions
Keeps select management informed of issues and changes which may impact expected business results
This role will be cross-functional and operates across multiple disciplines
BS + 10 yrs. related experience OR MS + 10 or more yrs. related experience
Leads, integrates and coordinates activities of HR Project Management office
Establishes and achieves strategic goals, objectives and deliverables for multiple programs and manages team/project/program to achieve them
Facilitates resolution of team issues, builds consensus, maintains project/process focus, overcomes barriers, trains, encourages and inspires other team members and fosters relationships with other team leaders and department managers
Ensures that the team has a clear mission aligned to the broader vision and mission of the company
Provides effective leadership to staff and project members
Initiates efforts to overcome barriers
Drives team’s open communication environment and ensures timely flow of information, ideas and solutions
Coordinates activities/efforts of internal organizations, external vendors and/or customers
Plans and achieves organization’s overall business goals
Influences direction, decisions and outcomes, through presentations to various levels of staff and executive management
Fosters relationships with other functional team leaders and managers
Advance knowledge of project management methodologies and processes as well as corporate and executive communications inclusive of both internal and external constituencies
Extensive experience in managing internal and external cross-functional project teams
Read, write and speak effective English
Respond effectively to sensitive or controversial business situations
Effectively present complex topics to all levels of employees and management
Strongly influence and gain respect of peers, management and other team members
Lead/mentor/advise team members
Interact and communicate with exceptional effectiveness with all levels of employees, contractors, and management
Work effectively in a team environment and demonstrate track record accordingly
Anticipates how business program/product strategy impacts customers
Establishes quality and performance standards
Promote positive customer relations while observing company policies

Senior Director, HR Business Partners Resume Examples & Samples

Bachelor’s degree in business, HR or a related field
12+ years progressive experience in HR disciplines with a strategic focus or equivalent experience
5+ years’ experience managing HR leaders and/or previous experience managing people leaders
Experience coaching and influencing senior leaders
Exceptional leadership attributes with proven leadership track record in a growing, evolving organization and complex matrix environments
HR certification such as PHR, SPHR or GPHR

Director HR-data & Analytics & Marketing Resume Examples & Samples

Possess analytical skills, with the ability to manage multiple projects under strict timelines, work well in a demanding dynamic environment and meet overall objectives
Demonstrate an understanding of the business, the impact of talent initiatives and the resources required to achieve key deliverables
Excellent written and verbal communication skills, interpersonal and collaborative skills, and the ability to communicate HR concepts to a broad audience
Strong interpersonal, motivational and leadership skills with gravitas
Ability to lead and motivate cross-functional, interdisciplinary teams in a matrix environment to achieve tactical and strategic goals and effectively manage complex situations
Poise and ability to act calmly and competently in high-pressure, high-stress situations
Global mindset; thinks across disciplines, industries, cultures, scenarios, etc
Unquestionable integrity, objectivity & discretion; committed to core values and ethical business conduct in all business practices
Ability to multi-task and prioritize activities
Translate strategic insight into delivery
Excellent people management skills, including team development, leadership, coaching and strong change management skills
English language skills required; Spanish language skills preferred
High proficiency in MS Excel and MS PowerPoint

Senior Director HR Business Partners Resume Examples & Samples

Higher education in business administration and/or HR management with a 12+ years’ progressive experience in HR disciplines with a strategic focus or equivalent experience in comparable organizations
Excellent interpersonal, written, and verbal communication skills
Team player
Customer service orientated

Director, HR Resume Examples & Samples

12+ years direct Human Resources and People Operations experience, with 5+ years leading HR/People Ops/Talent Acquisition teams in high growth companies
Bachelor’s degree and/or Masters in a relevant field and appropriate HR certifications
Track record of developing innovative and forward-thinking talent strategies and initiatives, and successfully scaling a compelling company culture
Proven success leading people/talent function
Senior business executive who can add perspective and leadership beyond functional responsibility
Strong program/project management orientation to develop streamlined human resources programs and processes

Director, HR Home Office Resume Examples & Samples

Assists in the design, planning and implementation of Human Resources programs and policies
Administers HR programs and practices relating to recruitment, employee relations, EEO reporting, grievance procedures, compensation, training, benefits administration and payroll
Demonstrates a strong working knowledge of the business and provides creative solutions to HR issues to maximize success of the business
Makes recommendations to assist in the development of changes in employment procedures, policies and forms to better facilitate the recruiting process
Provides assistance and training to HR Assistants, HR Generalist and Recruiters
Provides coaching on talent management, performance management and compensation matters
REQUIREMENTS
10+ years of progressively responsible HR experience, required
Talent management, and leadership development experience, required
Ability to develop successful relationships with leadership teams and influence key stakeholders across multiple functions, required

Senior Director, HR Clinical Diagnostics Resume Examples & Samples

Plan, develop, implement, and administrate HR processes and programs to increase the productivity, competence, and effectiveness of the organization
Consult with business/functional leaders to provide and make recommendations in such areas as talent acquisition, organizational assessment, performance and career management, compensation, succession planning, organizational structure, work force planning and change management
Provide direct supervision to the Niche Diagnostics HR team and partner closely with HR centers of excellence functional teams, regional teams and peers within the Division to meet the goals of the business unit and overall CDD. This includes leading Division level initiatives as assigned
Proven consultative HR experience, with a strong bias for action and results
Experience successfully operating in a decentralized, matrix organization environment. Ability to execute and influence across geographic/functional lines

Associate Director, HR-foodservice Resume Examples & Samples

Highly Ambitious, Intrinsically motivated, and always fighting to be the Best
Communication Skills – must have excellent written and verbal communication skills
Leadership Abilities – must be able to make difficult decisions and challenge leaders/managers/employees
Influencing & Collaboration Skills – record of partnering at all levels in an organization to drive priorities
Strong Financial Acumen as we are NOT Traditional HR
HR related experience in a process-driven environment
5+ years of progressive Human Resource experience
Bachelor’s Degree; Master’s Degree preferred
Ability to understand business financials and how HR can impact
Influencing/aligning strategy around talent capability and behaviors
Record of partnering at all levels in an organization to drive priorities
Ability to assess, design and recommend organization changes & simplification

Director, HR & Organizational Development Resume Examples & Samples

Demonstrated leadership, organizational development, strategic planning and team management skills. Demonstrated ability to provide effective consultation on a variety of complex personnel issues at the executive level
Extensive experience as a Human Resources generalist, in a university or similarly complex setting. Areas of demonstrated expertise include compensation and classification, labor relations and bargaining unit knowledge, staff development and welfare program development, incentive programs, diversity programs, and employee/labor relations
Knowledge of current trends, theories and practices in Human Resources management
Knowledge of state and federal laws and regulations pertaining to Human Resources
Demonstrated experience in producing complex, high quality written reports and other documents
Demonstrated record of achievement in analyzing financial issues and data, recognizing complex interactions and potential impacts, identifying alternative solutions, and making recommendations
Knowledge of computer systems and applications, including advanced skills in the use of databases, spreadsheets, word processing, presentation and statistical software
Demonstrated expertise in analyzing and interpreting data gathered from large central data depositories
Demonstrated experience providing work direction to staff and student employees
Strong verbal, collaboration and written communication skills with the ability to communicate effectively, persuasively, and diplomatically at all organizational levels. Ability to make effective presentations before small and large audiences
Ability to successfully and effectively represent Aquarium on task forces and committees and to participate in meetings and conferences involving senior University officials
Exceptional interpersonal skills to interact effectively and tactfully with individuals at all levels
Demonstrated leadership and organizational skills to prioritize assignments, set goals, and effectively manage multiple priorities, while meeting deadlines
Ability to use discretion, exercise good judgment, and maintain strict confidentiality
Thorough knowledge of administrative systems including payroll, financial operations, and budgeting
Bachelors degree in relevant field or equivalent combination of education and work experience

Director, HR Analytics & Services Resume Examples & Samples

HCM/Data Analytics
Create and implement common methodology and tools for project management, data management and testing
Be the primary business leader for the coordination of testing and migration for HR technology upgrades
Serve as the point of contact to Technology for HR platforms and systems and partner with them to ensure successful integration with other systems
Identify and execute opportunities for improving the effectiveness of processes, systems, and reporting. Drive system implementation of the Workday HCM platform using project management methodology. Continually review processes to identify and optimize systems
Ensure HR data integrity and accuracy. Oversee maintenance of data and assure its timely availability
Provide guidance on complex or escalated HR systems issues; act as a resource to troubleshoot all HR system related discrepancies and provide effective resolution
Manage the Workday HCM platform including monitoring of system and user experience
Lead the development, delivery and maintenance of the Workday end-user training and education as well as for other relevant platforms
Oversee all aspects of corporate compensation programs
Lead the evolution of and manage compensation strategy and recommended enhancements
Work with the Compensation Manager to ensure jobs are priced according to market; participate in external compensation surveys
Partner with peers and Department Heads to manage equity compensation
Coordinate with Retirement Manager or Corporate Counsel to administer the Deferred Compensation Program, BEP and Top 50 List to ensure 409A compliance
Work in partnership with Retirement Manager on annual reporting for 5500’s and non-discrimination testing
Benefits Administration
Maintain records of benefit costs and compile data for proactive analysis
Leverage the Workday functionality to reconcile, process and track all benefits related invoices and disability payments
Partner closely with the Health & Welfare Manager to ensure strong controls and processes are in place to support all benefits plans
Manage and oversee all activities for employees, including open enrollment, employee changes, and activities related to new hires and terminations
Work in partnership with the Health & Welfare Manager regarding communications to employees on benefit changes and updates
7-10 years Human Resources experience with expertise in compensation and benefits with knowledge and experience in Workday (implementation experience strongly preferred)
Bachelor’s degree; accounting experience preferred and CCP/CBP/CEBS/PHR certification strongly preferred
Experience in benefit program administration with current knowledge of applicable federal, state and local regulations regarding employment and employee welfare

Senior Director HR-outdoor Products Resume Examples & Samples

Partner closely with Outdoor Rec business leaders to provide strong HR thought leadership across the business unit always maintaining linkages to segment or corporate resources
Contribute to the development and execution of business strategies through excellent HR/people strategies
Partner with leaders on organizational design, succession planning and talent assessment and development
Provide coaching to leaders, managers and employees to build leadership capabilities and manager effectiveness
Consults with leadership to influence and facilitate the development of organizational/people priorities and related change initiatives then lead the execution of those initiatives within the business unit
Able to identify trends and proactively recommend, gain support for then drive solutions to improve performance, retention, and the overall employee experience
Partner with Talent Acquisition team to staff the organization with the best talent available to scale the business
Responsible for managing the HR budget within the Outdoor Rec Business Unit and monitoring people related spend to be as efficient as possible without sacrificing effectiveness
Excellent oral, written and presentation skills
Strong interpersonal communication skills with the ability to develop rapport/credibility with diverse groups
Solid comprehension and listening skills
Excellent time management, multi-tasking and organizational skills
Ability to rely on experience and judgement to plan and accomplish goals
Ability to manage multiple complex projects simultaneously and work independently within deadlines
Strong teamwork skills with the ability to establish and maintain positive and effective working relationships both internally and externally
Excellent analytical and data analysis skills
Ability to think strategically and creatively
Strong intuitive, problem-solving and decision-making skills
Careful attention to detail and accuracy required
Self-motivated, self-directed and results-oriented
Ability to maintain a high level of energy and focus

Program Director, HR Services Resume Examples & Samples

Prioritize projects
Align project resources
Lead technology focused projects
Consult with team on most complicated process flows, administrative summaries, and standard operating procedures
Lead overall risk mitigation strategy for own domain
Prioritize issue resolution
Assist in resolving complex issues
Regular client interaction in planning and governance of projects
Defines path to meet business objectives; assigns responsibility across functional leaders
Responsible for team technical proficiency
Designs effective and efficient solutions using existing system architecture
Identify need and evaluate new technology solutions
Aid in establishment of technical vision
At least 10 years of experience in implementing and/or maintaining benefits administration is required, as well as in depth knowledge of Defined Benefit plans
Familiarity with the BA7 platform is a plus

Director HR Resume Examples & Samples

Manages personnel planning, annual salary rounds and promotions/salary adjustments for defined areas in accordance with GSMS-processes
Lead HR team members in Portland & Spartanburg to give functional direction on global and regional strategies ensuring a harmonized approach to all relevant HR programs (one voice to the customer)
Experience in managing complex mid to large size projects within HR
Ability to handle complicated employee relations issues including union drives/organizing attempts, discrimination claims, sexual harassment investigations and downsizing
Ability to coach, guide, manage and develop direct reports
Ability to effectively delegate work as appropriate and provide individual goals and development plans to staff
Minimum 8 years of progressive experience in multi-national Human Resources Management with experience in HR Management, Rewards and Development
Proven strategic HR business partner, with experience supporting business partners and contributing to the further development of standard/global HR tools and programs

Associate Director, HR Analytics Resume Examples & Samples

Enables seamless development and execution of all US and World Wide leadership HR Analytics requests, including, but not limited to: report generation and maintenance, ad hoc reporting, dash boarding, and data interpretation
Executes evaluation of HR Analytics activities to ensure continuous quality improvement
Develops standardized KPIs and works with leadership and other relevant business stakeholders to define streamlined performance management services for executive-level stakeholders
Works as a Liaison between HR and various stakeholders to standardize and streamline deliverables, set up processing business rules and ensure efficient delivery of reports
Acts as Liaison between HR teams. Ensures that reporting and analytical best practices from HR analytics are appropriately shared and implemented
Executes the HR Analytics vision and strategy, in alignment with leadership priorities and executive stakeholder requirements
Responsible for generation and management of executive HR services and reporting tools, including: executive dashboards, monthly demand reporting, brand scorecards and monthly chart pack
Ensures appropriate service delivery to US and World Wide Business team executives as defined by stakeholder need and HR leadership direction
Centralizes and streamlines executive reports, ad-hoc querying and HR requests
Performs QA/QC for all executive deliverables and is responsible for issue escalation to HR Analytics leadership where appropriate
Ensures detailed understanding of global HR data and provides advisory support for reporting and analytical projects. Assists in the integration of global talent data into reporting and analytics
Assists IT and HR with the evolution and transformation of technology and operations platforms
Works directly with HR Analytics leadership to define executive stakeholder needs and adhere to the process for fulfilling ad-hoc requests
Partners with HR Analytics to ensure adherence to appropriate demand management methodologies
Partners with technology and operations leadership to further develop Reporting capabilities
Proficiency in a broad range of methodologies including qualitative and quantitative design and data analysis)

Director HR Business Transformaion Resume Examples & Samples

Minimum of 10 years of relevant experience in human resources required. Experience supporting manufacturing/supply chain operations
Comprehensive HR experience, including a complete understanding of all hands-on exposure to the full mix of HR functions
Ability to influence others and partner cross functionally
A track record of strong performance relating to both goal achievement and change management
Strong interpersonal skills with ability to work within a diverse, cross-functional team across multiple sites
Demonstrate Thermo Fisher Scientific values – Integrity, Intensity, Innovation and Involvement

Director, HR Resume Examples & Samples

Provides consultation on organization design, team effectiveness strategies, and change management programs
Works closely with the local leadership teams in the creation and implementation of organization design and scaling initiatives
Serves as the Business Partner for the EMEA General Manager and associated leadership team
Leads the implementation of business initiatives including talent management, succession planning, total rewards and incentive compensation, and employee development
Serves as a key liaison in facilitating cross-functional and multi-site project management initiatives
Provides consultation on employee engagement and satisfaction techniques designed to build the desired organizational culture
Provides advice and guidance on all aspects of performance management including leadership development, accelerated development, coaching, and dismissals
Drives the regional compensation and benefit strategies within the global framework to address local needs
Partners closely with the Regional Talent Acquisition leader to ensure the timely hiring of key staff within region
Serve as the liaison with the company’s HQ HR team to ensure a strong advocacy of regional needs, opportunities and challenges
10 – 12 years of functional and people leadership experience in HR
Experience in life sciences, biotechnology or medical device industry is strongly preferred
Background in a company that has gone through large growth and scaling in a short period of time
Strong communication skills with a demonstrated capacity to effectively communicate complex ideas and business concepts
Strong demonstrable record in HR Business Partnering and other relevant HR experience
Experience providing HR leadership to sales, marketing and/or field support organizations is essential
Mid to senior level experience in developing and supporting programs related to talent development, staffing and organization effectiveness practices
Familiarity with current and leading practices related to talent management and organizational effectiveness techniques
Proven track record of leadership with demonstrated ability to develop talent
Ability to effectively interact and communicate with multiple levels and disciplines
Familiarity with employment/labour and workplace safety laws and compliance requirements
Strong business acumen is essential

Director, HR Ops Resume Examples & Samples

Oversees the development, implementation, and maintenance of the company compensation and benefits strategy and programs
Prepares job descriptions, conducts job evaluations, participates in salary surveys, establishes salary range structures, develops salary budgets, and prepares policies and procedures to insure the achievement of equitable and competitive employee compensation
Is responsible for incentive, stock option plan design and administration
Maintains a working knowledge of countries legislation influencing compensation and benefits
Monitors and evaluates the company’s benefits programs including: insurance programs, retirement plans, sick leave, time off and vacation policies
Manages the global mobility policy and provides specialist advice on international relocations
Ensures programs are current with regard to trends, practices, tax treatment and costs
Coordinates vendor management, wellness and health education initiatives. Negotiates coverage services and costs with carriers
May have a role in the selection, administration and maintenance of performance management systems and HRIS management
Selects, develops, and evaluates personnel to ensure the efficient operation of the function
Defines the overall HRIS and HR tools strategy
Responsible for CCP HRIS
Plans and directs the establishment and ongoing administration of Human Resources Information Systems to support short and long-range Human Resources goals
Oversees the specification, development and implementation of new or redesigned systems, reports, policies and procedures for internal use. Develops training plans and training documents for HRIS users
Trains HR team and others utilizing HR information systems to ensure they have the competence and knowledge to use HRIS correctly and effectively
Manages relationships with software and hardware vendors and ensures the development of proper training and documentation for system use and maintenance
Often consults with other division or department management in developing company-wide use of HRIS salary planning and reporting functions. Establishes data tables, structures, files, interface requirements and data integrity protocols for ongoing administration
Plays a key role in the administration and maintenance of electronic performance management systems
Selects, develops, and evaluates team members to ensure the efficient operation of the function
Supports senior management team and department heads with in-depth analysis related to HR matters and investments
Analyzes current and past trends in key performance indicators, including all areas of employee productivity, employee engagement and related business planning
Monitors performance indicators, highlighting trends and analyzing causes of unexpected variances
Assists with systematic and analytical support in measuring, evaluating, and improving the quality and efficiency of HR processes
Ad-Hoc HR reporting and analysis
Up to 10 years’ experience in Compensation & Benefits and HRIS or Information Systems
Experience working within an international company is essential and an understanding and appreciation of different cultures
Experience in HR reporting and information needs analysis, including creating and manipulating complex queries
The ability to handle sensitive and confidential information and interact effectively with management and staff
Demonstrated quantitative and analytical orientation to compile and interpret statistical data
Highest standards of accuracy and precision; highly organized and detail oriented
Ability to work both independently and closely as part of an integrated international team
Intermediate to advanced proficiency with Microsoft Word, Excel and Outlook
Understanding of financial reporting is required
Ability to think creatively, be highly-driven and self-motivated and to present pragmatic solutions

Regional Director HR Resume Examples & Samples

Analyzes trends and metrics in partnership with the Vice President of HR to develop solutions, programs and policies for the company
Coaches HR talent on complex leadership and HR issues including development, engagement, and talent performance and issues which could have the potential to create a competitive advantage for the business
7-10 years of progressive HR experience in the healthcare industry, with a concentration on Employee Relations, Labor Relations, and Change Management
Strong verbal and written communication skills
Availability to travel to hospitals throughout the region on a regular basis

Director, HR Business Intelligence Resume Examples & Samples

Independently plan and conduct applied research projects; includes appropriate research methods and sampling plan, data collection strategies, statistical techniques, and project management. Perform statistical analyses and make recommendations on complex issues such as employee engagement driver analysis, mitigating adverse impact, and turnover forecasting (to name a few). Using a variety of established survey design and statistical methods (regression, predictive modeling, data mining etc.) to gather, analyze, and interpret research data and derive useful information for HR initiatives. Analyze internal HR data and perform research on external labor market and demographic trends. Present methodology and conclusions of analyses directly to HR Sr Leadership, HR team members, leaders and/or the senior executives
Develop, build, prepare and analyze metrics to measure the effectiveness of HR outcomes globally. A critical component of this role will be working across multiple data sources and applying established statistical methods to gather, analyze, and interpret research data to derive useful information for a business audience
Work with the reporting team to design and develop HR metrics, dashboard, analysis and data reporting to support HR and business unit needs. Format data, and develop & prepares charts, tables, and other related documents and graphics. Produce clear, concise dashboards, reports or presentations
Provides training to internal HR stakeholders on analytics tools, data interpretation, data evaluation, and statistical techniques, as required. Transfers knowledge and skills to HR clients in the area of analytical technique and designs approaches and processes for effective use of metrics and analytics across HR to drive business results
Bachelor's degree in mathematics, statistics, finance, Industrial/Organizational Psychology or other analytical field with 10 or more years of experience in HR analytics, HR metrics, business intelligence (BI)m multivariate statistics and predictive modeling
Strong applied mathematical, statistical, and analytical skills to interpret descriptive and inferential statistics is needed
Demonstrated expertise in SAS or SPSS statistical software packages
Experience in HR analytics, HR metrics, business intelligence (BI), balanced scorecard methodology, statistical reporting and broad problem solving skills needed
Must be skilled in communicating with business stakeholders, both verbally and in writing and capable of communicating complex analytical information to HR and business audiences
Experience in applying business analytics in one or more business domains (Human Resources) preferred
Must have strong written and oral communication skills, strong facilitation skills, strong project management skills, high business acumen, strategic and systems thinking skills, flexibility, and the ability to prioritize and manage multiple projects/tasks
Must be very analytical with the ability to put data and information together to understand trends, recommend solutions to close gaps and begin the process of building predictive capabilities
Must be able to work independently and in collaboration to achieve goals
Strong leadership and influencing skills required
Must be creative in adapting to changes in direction and be able to move around barriers

Director, HR Resume Examples & Samples

Develops HR strategy and solutions for the N. America operations function that align to the business and functional objectives whilst ensuring that the wider MBD Americas region and global functions are aligned
Facilitates organizational diagnosis and metrics to drive organizational effectiveness across the Americas region
Acts as a catalyst for change; guides and directs organizational design development and change management solutions
Fosters a culture of strong accountability, ownership and flawless execution
Coaches senior leaders on complex leadership and HR issues and create a competitive advantage for the business
Develops robust talent management plans to attract, develop, engage and retain top talent
Works closely with leaders to drive team effectiveness and build high performing teams
Influences COEs owners in the shaping innovative HR solutions for the business
Provides leadership & management in order to build a talented, engaged, and high performing human resources team
Evaluates work requests from the organization and determines prioritization in collaboration with the business and in alignment with the HR model. Represents HR on the Lenexa Site Leadership Team
Bachelor’s degree from an accredited higher learning program, with majors in Business, human resources, psychology, or a related discipline. Master’s degree desired
Ten years of progressive experience in Human Resources
The ability to develop solid and positive professional relationships with senior leadership, subordinates and peers in a heavily matrixed environment
A proven track record of positive results and an ability to show his/her programs and initiatives have contributed to the growth and bottom line profitability of the organization while enhancing and driving cultural change
Experience supporting operations sites with multiple functions including commercial
Expertise/ understanding of contemporary practices around talent, performance, change leadership and employee engagement
Evidence of working within a matrix managed environment with proven ability to influence and drive change
Strategic thinking and consulting skills
Executive presence; Strong business partnering skills
Self motivated with a bias for action

Director, HR Resume Examples & Samples

Develops HR strategy and solutions for the N. America operations function that align to the business and functional objectives while ensuring that the wider MBD Americas region and global functions are aligned
Coaches senior leaders on complex leadership and HR issues and creates a competitive advantage for the business
Bachelor’s degree, with majors in business, human resources, psychology, or a related discipline. Master’s degree desired

Senior Director HR IGT Systems Resume Examples & Samples

BS/BA degree, MBA preferred
Minimum of 10 years strategic HR experience with recent experience supporting a large, complex organization
Demonstrated success in all HR functional areas within a technically focused environment. Must be hands on and capable of delivering work with a lean organization
Leadership expertise – strong conceptual ability to set clear direction, strategies and goals for a geographically dispersed HR team with a strong track record of execution
Demonstrated success conducting comprehensive needs analysis, organization design and development initiatives, implementing change and transformation efforts, and organization structures while providing ongoing optimization efforts
Outstanding interpersonal skills and deep people insights
Able to collaborate cross-functionally and globally
Strong intellect, strategic and conceptual skills

Director, HR Service Advisory Resume Examples & Samples

Serves as overall service owner of the HR service advisory client base as it related to the delivery of World class services
Responsible for driving client retention and delivering message to clients and associates regarding the HRSA value proposition; creating and executing HR service strategy that will help develop a value-based relationship with each client
Sets and manage client expectations and activity, including identifying and developing additional service opportunities and coordinating delivery of HRSA
Works with the service team, consults with clients and ensure HRBA's are evaluating needs that will directly impact HR effectiveness of client companies
Empowers service teams to engage clients as a partner, keeping short and long-term HR best practice opportunities in mind. As necessary, act as escalation point person for client issues, concerns and questions
Works with enterprise learning to ensure HRBA's understanding and expertise on the HR suite
Develop/Review field service model, which includes operating policies, procedures and standards required for the support of the HRSA portfolio
Collaborates with Implementation team as well as other departments on strategic objectives
Maintain high-level of knowledge surrounding legal compliance, HR best practices, policies and procedures
An undergraduate degree in business, human resources or commerce
7 + years of HR generalist & client support groups
Experience in outsourcing and knowledge HCM space preferred
A demonstrated track record of achievement; you aim to excel in everything you do
Bilingual preferred (French)
Ability to manage multiple priorities and lead other through tough situation
Ability to understand complex problem situation and effectively resolve
Must possess excellent communications skills (interpersonal, verbal, written and presentation)

100

Executive Director, HR Resume Examples & Samples

Bachelor’s degree in HR, business or other related field required
Experience in budget and financial planning, management and monitoring
Experience in developing business cases and the tools and frameworks to support this
Work experience in a fast paced multinational business environment required
Industry experience (FMCG, High Tech, Media) preferred
Act with commercial mind-set and strong point of view of the organisation and what will drive sustained organisation performance
Advanced knowledge of and ability to interpret data, benchmarks, HR and business metrics and use to make recommendations and critical decisions
Ability to translate professional and industry insights into action and apply these to influence leaders and decisions
Broad principle knowledge of relevant jurisdictional employment laws, regulations and policies
Demonstrate and foster continuous learning approach, showing genuine interest and curiosity in new ideas, trends and opportunities
Strong analytical skills and ability to evaluate information from multiple sources and distil complex data into distinct, clear, concise concepts others can understand
Demonstrate a strong understanding of organisational priorities whilst maintaining the ability and confidence to make effective decisions in the absence of complete information
Exceptional relationship building skills with key stakeholders
Ability to collaborate efficiently, navigating internal politics with skill
Applied knowledge of OD theory and OD planning experience
Demonstrate self-awareness and deep insight into own style and impact; adept at reading and influencing a variety of people
Demonstrate courage to challenge and hold own position determinedly when appropriate
Skilled in managing conflict between personal values and those of the organisation
Able to handle emotive issues objectively and with sensitivity
Fluency in English and ideally at least one other major world language

101

Associate Director HR Services Procurement External Workforce Resume Examples & Samples

Business Outcome Orientation - Uses in-depth knowledge of stakeholder needs, future industry trends and standards and proactively provides market intelligence to identify and tailor Global Procurement activities that positively impact stakeholder decision making and relationships
Category &Technical Expertise - Applies in-depth category specific/technical knowledge to propose recommendations to enhance existing and/or introduce new procurement processes or client service capabilities that incorporate emerging category trends
Change Management - Manages change management activities, identifies issues, and makes necessary adjustments to keep the activities on track and on course; Identifies comprehensive group of stakeholders from across the entire business and at appropriate senior levels to drive support for project/initiative; Builds support for proposed solutions by influencing through others and making the case for change personally relevant
End to End Supply Chain - Applies knowledge of the interdependencies within Merck and across the supply chain to execute sourcing, procurement, and Supplier Performance Management Process decisions that drive sustainable competitive advantage for Merck/MSD
Negotiation and Contract Management - Sets, leads, and implements negotiations strategies with key suppliers/partners and uses innovative solutions to resolve an issue or impasse, Manages complex agreements such as joint development of agreements across regional boundaries and across multiple business units to ensure value and reduced risks for Merck/MSD
Sourcing Management Process - Leads cross functional teams through the Sourcing Management Process and creates and implements strategy that considers the internal and external impacts of the organization and drives overall value to Merck/MSD
Supply Market Expertise - Leverages knowledge of historical and current business trends in the broader market place and pharmaceutical space, and their impact on particular product or service category pricing, material availability and supply chain issues to validate the sourcing decisions
Process Optimization - Drives continuous improvement opportunities for Global Procurement and business stakeholders based on deep knowledge of the interdependencies across the supply chain and business organization; Demonstrates the ability to work with business units to enhance their business strategy through the consideration and appropriate inclusion of externalization as a strategic lever
Procurement - 7+ years Global Procurement / Global Strategic Sourcing, HR, Staffing, Talent Acquisition, or global business management (consulting, Finance) experience
Technical – Indirect Procurement global category management knowledge, including global experience in Professional and/or Human Resources Services
Business Acumen - Demonstrates skill incorporating financial data and deep industry knowledge to identify key business opportunities
Problem Solving - Demonstrates the ability to identify and integrate patterns, trends and inconsistencies across multiple data sources to determine their broader implications
Productive Communications - Demonstrates ability to articulate complex thoughts and ideas accurately and clearly, being able to quickly detect and correct instances of miscommunication
Project Management - Demonstrates the ability to create accountability among project team members to drive on-time delivery of products
Strategic Thinking - Demonstrates active skill in challenging the status quo, offering practical alternatives
Working Across Boundaries - Demonstrates skill in developing and maintaining networks that span divisions and geographical boundaries

102

South Regional Director HR Resume Examples & Samples

Regional responsibility to attract, hire, train, develop and retain HR talent to meet business needs at the site
Manages regional HR resources and priorities, collaborates across the organization and/or third party vendors, as appropriate, aligning to business and HR goals leading to successful implementation of initiatives
Must have ability to develop solid and positive professional relationships with senior leadership, subordinates and peers in a heavily matrixed environment
Ability to communicate with employees at all levels, relationship management skills
Ability to think strategically and critically
Strong presentation, coaching, and facilitation skills

103

Director, HR Consulting Resume Examples & Samples

Intimately understands the organization and how HR strategy drives workforce success. Provides consulting insights to leadership for greater organizational effectiveness
Partners with senior Leadership to develop a proactive strategy aligned Human Capital Strategy. This plan is aligned to the institution’s FY Priorities and focuses on Talent Development, Organizational Effectiveness & Leadership, Engagement, and Change Stewardship. It is practical, measurable and drives business results
Active member of the institution’s Leadership Team and fosters trusting relationships with each senior leader
Ensures linkage to Enterprise Talent Management approaches and initiatives
Partners with Leadership to facilitate talent outcomes from the annual TRP—Succession Planning & Development, and Talent Movement including short term assignments, lateral moves and promotions Ensures the institution has quality succession planning and measures success and outcomes
Creates trusted relationships with Key Talent—knows their career aspirations and supports them in the creation and execution of their development plans. Advocates for them in identifying future roles or targeted project work
Develops and implements customized learning strategy for institution and aligns that strategy in conjunction with the broader Talent Development strategy and resources. Able to facilitate select DeVry Leadership Foundation Series courses. —exceptional training, facilitation, presentation and platform skills
Recognizes emerging workforce challenges. Partners with Talent Acquisition and Talent Development COEs to develop and execute plans for meeting the workforce needs of the institution in both the near and long term
Provides insight/input to annual workforce plans; Partners with TA COE
With the institution’s HR leader, guides Leadership through the implementation of Human Capital Initiatives—Goal Setting, Talent Review Process, Succession Planning, Engagement Survey and Action Planning, Annual Planning & Calibration, Leadership Development, and other initiatives from the organization
Partners with Centers of Excellence to ensure the requirements of the institution are reflected in program design
Stays abreast of current trends in Human Resource and shares insights with business leadership in the context of creative approaches to engagement, talent and culture
Expert in HR Delivery Strategy and is able to consult to every aspect: Total Rewards, Employee Relations, Work Force Planning, Talent Acquisition, Leadership Development and Benefits. Connects business partners to the appropriate resources
Demonstrates metrics prowess. Develops and follows key metrics of HR performance in the institution. Identifies trends and turns into actionable change to drive performance
Liaises with the Coaching Resource Center in escalated colleague relations Issues. Provides oversight of complex investigations with significant potential liability or that involve senior level employees in the region. - Utilizes data provided by CRC to create strategic interventions and improve the performance of front line leaders
Completes other duties as assigned
Demonstrates strong business and financial acumen. Understands the context in which the institution operates, the expectations of key stakeholders (customers, leaders, colleagues, communities, investors), and the strategies that give the organization a competitive advantage
Builds trust and effective working relationships easily across a broad range of people and organizations. Uses strong influencing skills to build commitment and persuade others to take appropriate action. Can challenge and confront while maintaining relationships
Works effectively in a matrix organization. With COE partners, approaches challenging issues with humility and mind set of solving problems together for the client
Has a talent mindset and is passionate about Colleague, Manager and Leadership Development
Exceptional written and verbal communication skills including the ability to facilitate and train leaders virtually. Project Management of small to complex initiatives. Demonstrates excellent problem solving skills and ability to develop win/win solutions. Has a track record of confronting difficult HR issues and developing specific action plans to address them. Demonstrates managerial courage and professional integrity when confronted with difficult issues
Demonstrates a mastery of all HR functions including employment law, total rewards, and organizational design and effectiveness
Bachelor's degree is required with a Master's degree and SPHR preferred

104

Associate Director HR Services Procurement External Workforce Resume Examples & Samples

End to End Supply Chain - Applies knowledge of the interdependencies within Merck and across the supply chain to execute sourcing, procurement, and Supplier Performance Management Process decisions that drive sustainable competitive advantage for MSD
Negotiation and Contract Management - Sets, leads, and implements negotiations strategies with key suppliers/partners and uses innovative solutions to resolve an issue or impasse, Manages complex agreements such as joint development of agreements across regional boundaries and across multiple business units to ensure value and reduced risks for MSD
Sourcing Management Process - Leads cross functional teams through the Sourcing Management Process and creates and implements strategy that considers the internal and external impacts of the organization and drives overall value to MSD

105

Director, HR Solutions & Systems Resume Examples & Samples

Offering innovative and effective programs
Providing strategic advice to region and segment leaders in support of their business goals
Delivering quality HR services to the organization
Lead, in partnership with HR Information Technology, HR system implementation programs and projects across all disciplines including talent acquisition, workforce and compensation administration, and talent management (including performance management, career planning, learning, and succession planning)
Lead cross-functional governance structure that includes participation of HR process owners, customer stakeholders, and information technology, process excellence, data and HR management intelligence, and service management
Define system roadmap for the evolution of Human Resource technologies that aligns business priorities and objectives with the evolving Oracle HCM Cloud product through its cycles of new releases and updates
Collaborate with other corporate functions, in particular Corporate IT and Finance, in developing integrated enterprise information technology

106

Director, HR Surgical Resume Examples & Samples

Strategic partner to division leaders and their business groups to help drive business performance
Counsel Managers and employees consistent with DJO policies/practices, legal considerations, etc. and facilitate resolution of employee relations issues
Adjust HR strategies & tactics to respond to changing business needs
Use sound HR knowledge and provide hands-on execution to assigned client groups in the areas of workforce planning, change management, employee productivity, recruitment and selection, and employee relations
Implement and execute employee relations programs / practices that create a positive organizational culture and enable management effectiveness
Roll out and drive corporate programs (policies, talent development, employee engagement, etc)
Through the use of HR metrics, continuously assess the effectiveness of all human resources programs relative to the achievement of desired goals and outcomes and the overall strategic business plans
Implement and execute affirmative action plans and participate in local outreach activities to promote the hiring and retention of a qualified and diverse workforce
Ensure compliance with all applicable federal, state and local laws and regulations
Bachelors Degree preferred with 10+ years of progressive HR generalist experience, with 5+ years at the management level; or equivalent combination of education and experience
Senior Professional in Human Resources (SPHR) or Professional in Human Resources (PHR) is preferred
Consultative, influential, strategic thinking and problem solving skills
Strong computer skills in Excel, Word, Outlook, and PowerPoint

107

Director, HR-rho Resume Examples & Samples

Responsible for aligning local HR products with globally & regionally predefined HR standards
Ensure involvement, information and enablement of relevant business and regional and local HR stakeholders on all hierarchical levels through open communication exchange
Ensure local business’ understanding and acceptance of new/adjusted HR concepts and initiatives by involving, informing and enabling relevant local business stakeholders fostering a translation of global/regional CoE concepts into country/area-specific context
Ensure operational and conceptual support of local business encompassing business-owned HR activities such as the facilitation of local change mgmt. programs, selection of candidates during hiring process, performance management and skill assessments, talent pool mgmt., design of development plans, planning of transfers --> promoting the indirect service model
Assume responsibility for the local implementation of global HR strategies by designing country-specific operational objectives and initiatives aligned with business
Master’s degree in areas of Human Resources or equivalent
5-10 years of experience in human resources industry and management
Detailed knowledge on states and federal employment and HR laws and regulations
Travel is required

108

Director, HR Programs Resume Examples & Samples

Identify skills, competencies, and capabilities required to deliver sustainable change for HR
Embed development capabilities in how HR initiatives/projects are prioritized
Use strong interpersonal and team building skills. Work at an individual and team level to develop project and program management skills, provide stretch opportunities to advance the team and provide career development for team members
Conduct formal hand-offs between PMO and Business HR, with overlap in involvement to maximize knowledge transfer and capability building
5-8+ years’ experience in Human Resources, project management and leadership roles preferred
Experience in designing processes for core HCM compliance using HCM technologies such as Oracle and other third party applications
Successful proven track record of building, improving and running HR operational business processes, ability to drive program effectiveness and high levels of customer satisfaction
Strong project management, planning, and organizational skills, including ability to handle multiple projects simultaneously in a fast-paced environment
Demonstrated program ownership and consistent delivery on commitments
Solid sense of accountability and sound personal judgement

109

Senior Director HR LSG Operations Resume Examples & Samples

Global responsibility to develop HR strategy, solutions and strategic workforce plans that align to the business and functional strategy and objectives
Facilitates organizational diagnosis and metrics to drive organizational effectiveness through talent and organizational capabilities and culture
Evaluates work requests from across the organization and determines prioritization in collaboration with the business and in alignment with the HR model
Represents HR on BU leadership teams and BU leadership on GSD HR Leadership team
Ensures fairness and organizational consistency with our 4-I Values in everything we do
BA/BS required, MA/MS preferred
Ability to develop solid and positive professional relationships with senior leadership, subordinates and peers in a heavily matrixed environment
Effective negotiating skills with proven ability to influence without direct authority
Executive presence; Strong presentation skills
Ability to travel up to 25% of time, as needed
Must demonstrate and drive the Thermo Fisher values – Integrity, Intensity, Innovation and Involvement (The Four I’s)

110

Director, HR Systems & Payroll Resume Examples & Samples

Manages day-to-day activities of the HR Systems & Payroll department to support human resources, payroll, and business systems relying on core demographic human resources data interfaces or reporting
Oversees and ensures the effective implementation of the HR Systems internal and external interfaces
Leads strategic planning, analysis and development of business requirements to develop and implement the Company’s long-term HR Systems Roadmap
Partners with internal stakeholders such as IT, Human Resources and Operations to ensure their needs are met
Serves as an effective liaison between HR, IT, and management
Partners with IT to create requirements definition and application design, business requirements documents, functional specifications and other related documents
Manages User Acceptance Testing
Evaluates HRIS functional/technical configuration and ensure optimization
Leads key initiatives involving HR systems and payroll administration and implementation
Oversees analysis of current processes and systems for overall effectiveness; recommends, develops and implements programs supporting business objectives
Seeks opportunities to automate and systematically improve efficiencies across human resources organization, to include process flow, employee and management self service opportunities
Manages the ongoing successful delivery of HR systems and payroll services to users and employees throughout the organization
Creates and maintains system and user documentation to ensure compliance with Sarbanes-Oxley and other federal regulations and internal audit requirements
Oversees development of training materials, provide training, and identify training opportunities
Manages HRIS and Payroll staff including directing the day-to-day activities of the HRIS and Payroll teams
Ensures HRIS and Payroll projects are prioritized and managed consistent with overall company needs
Develops plans to increase data integrity, and system compliance
Oversees system security
Supports other ancillary systems as needed, such as Talent Management System, Applicant Tracking System and Learning Management System
Works closely with SVP, Total Rewards to develop and enhance reporting and analytics capabilities of the team
Manages SharePoint site for document sharing with field human resources. Performs other job-related duties as assigned or apparent
Overall responsibility for all aspects of payroll operations for a Fortune 300 company with over 30,000 employees
Oversees the Sr. Manager HR Systems and Payroll and Manager, Payroll who have day-to-day responsibility for all aspects of the comprehensive payroll operation including, but not limited to, management of the vendor to oversee the appropriate production of all payroll calendars and processes, and accountability of the payroll processes and procedures
Partners with the Manager Payroll and Sr. Manager HR Systems and Payroll to develop and execute payroll strategy
Collaboratively works with cross functional leadership teams to represent the payroll function across Human Resources, Finance, IT and Labor Relations on strategic department and corporate initiatives
Bachelor’s Degree in Business, Information Technology or Human Resources
Knowledge of Lawson HRIS, Payroll and Lawson Business Intelligence
Minimum of 5 years leading a HR Systems team
Minimum of 10 - 12 years of in-depth experience in HRIS or an Information Technology/HR function
Exposure to Talent Management system capabilities
Excellent knowledge of the functions and services of the HRIS role
Strong ethics and ability to maintain a high level of confidentiality
Ability to work independently, prioritize workload, utilize a wide degree of creativity and latitude to accomplish goals, understand business implications of decisions, and complete projects with minimal supervision
Ability to think through HR processes and propose technological solutions to save time, improve controls and improve service quality
Ability to handle multiple tasks/projects and meet deadlines in a fast-paced environment
Strong analytical, diagnostic and problem solving skills. Attention to detail
Excellent written and oral communication skills including the ability to communicate clearly with all levels within the organization

111

Director, HR Organizational Business Partner Resume Examples & Samples

Minimum of 6 years of Human Resources experience, or significant time spent in a consulting capacity, specifically with a focus on OD work (i.e., Organizational Design) Experience providing HR consultation and partnership to business unit executives and senior leaders
Demonstrated experience driving organizational effectiveness, change expertise and workforce planning/development, as well as all other disciplines
Strong organizational design, consultation, and relationship management skills
Strong business judgment and strategic orientation, particularly in linking HR with business strategies & goals
Strong business acumen, HR and OD expertise with proficiency in multiple disciplines within HR

112

Director, HR Services Operations Resume Examples & Samples

Leads and drives a customer focused culture throughout their team to deepen client relationships and leverage broader Bank relationships, systems and knowledge
Leads the day-to-day operation, management and service levels of HR Services Operations in Canada, including Intake & Advisory, Employee Data Management, Learning Operations, Recruitment Operations and Benefits Administration
Manages escalated or high risk issues related to HR Services Operations
Works across and with other members of the Global HR Services leadership team, COEs and BHR around continuous improvement, business process improvements, workforce planning, strategy and technology in relation to HR Services Operations
Understands how the Bank’s risk appetite and risk culture is to be considered in day-to-day activities and decisions
Creates an environment in which his/her team pursues effective and efficient operations of his/her respective areas, while ensuring the adequacy, adherence to and effectiveness of day-to-day business controls to meet obligations with respect to operational risk, regulatory compliance risk, AML/ATF risk and conduct risk, including but not limited to responsibilities under the Operational Risk Management Framework, Regulatory Compliance Risk Management Framework, AML/ATF Global Handbook and the Guidelines for Business Conduct
Builds a high performance environment and implements a people strategy that attracts, retains, develops and motivates their team by fostering an inclusive work environment; communicating vison/values/business strategy and managing succession and development planning for the team
Experience leading in a global organization and strong “customer” management experience
Proven experience in service management - SLA performance management, managing a global service centre operations, and driving continuous improvement
Deep understanding and experience managing / overseeing data privacy, employee file handing and retention, government reporting and compliance in accordance with local laws and regulations
Experience or knowledge in robotics and process automation

113

Director, HR Systems Resume Examples & Samples

10+ years or more of recent experience in HR systems implementation and management
20+ years preferred
Bachelors or advanced degree in related field
Extensive experience supporting a diverse, complex, production environment required
Strong knowledge of HR Technology
Experience working with stakeholders/partners at all levels, globally, across the organization
Experience in a global team having direct interaction with European and Asian personnel preferred
Demonstrated knowledge of Human Resources business objectives
Strong skills in analyzing complex problems, processes, and systems to propose solutions
Ability to effectively manage and maintain confidentiality and integrity of information
Ability to travel globally as needed
Strong project and people management experience
Experience with Tier 1 HR providers (Workday, Oracle, SAP)
Experience setting standards for evaluating the effectiveness of HRIS team
Experience with employee migrations associated with M&A activities

114

Director, HR Resume Examples & Samples

Partners with senior management to develop strategic HR goals, policies and programs that align with business initiatives
Develops HR strategies for business groups that includes workforce planning, pay-for-performance, talent management, talent acquisition and succession
Provides support, direction and coaching for training and development programs
Oversees government, legal and regulatory requirements and/or complaints
Partners with Talent Acquisition to maintain an efficient recruitment/interviewing process to ensure adequate staffing at all levels
Leads department employees including direct supervision, hiring, training and performance management

115

Director, HR Solutions Resume Examples & Samples

Project Management Leadership: Provide leadership and guidance to other HRSD team members and external consultants in the development and execution of project plans and initiatives. Actively lead the HR Service Delivery project portfolio while partnering with IT and key business stakeholders to evaluate, prioritize, optimize and oversee project efforts. Develop/enhance project status tracking and reporting while overseeing the maintenance of project plans, status reports, risk and issue logs, and other project related materials
Effectively support the HRSD team as both member and leader. The success of HR Service Delivery is based on a highly collaborative model which requires working across technical lines. Exude teamwork, and demonstrate influence and leadership with colleagues both inside and outside the HRSD team
HR Systems Strategy: Lead the HR systems landscape strategy, partnering with HRIS Operations and the HRIT teams to outline guidance on the HR application portfolio and to enable solutions for production issues, including the flexibility for a streamlined process for acquisitions and divestitures
Identify and implement process changes that support continuous improvement for the suite of HR Applications
Lead Continuous Improvement and Change Management efforts related to HR and HRSD Technologies and processes
Leverage expertise with and knowledge of systems such as SAP, SAP payroll, Taleo, SuccessFactors, Kronos, and Workforce to identify opportunities and propose implementation of advanced features to drive additional business benefit and solution systemic issues
Partner with HR Operation Manager to keep all process documentation current
Negotiate with functional leads to meet business needs within the confines of HRIT/HRIS capacity and delivered configurable SaaS solutions allowing minimal customization
Design, document, and implement functionality in HR systems that accurately reflects internal customer requirements and supports business operations
Work closely with HRIS and HRIT to enable production support for all new or newly configured HR solutions
Prepare and perform presentations on system processes, enhancements and strategies to peers and HR Leadership
Direct management of 2 direct reports
10+ years’ experience managing HR systems and Operations
Minimum of 5 years’ experience leading HR transformation or HR project efforts
Experience with SAP required, SuccessFactors suite preferred. In depth
Knowledge and experience with, team building, project scoping, and functional requirements gathering. l
Strong knowledge and experience of Change management and regulatory compliance requirements impacting ITand HR including

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