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New

Senior Human Resources Business Partner

CoreTechs

This is a Contract position in Worcester, MA posted October 14, 2021.

Senior Human Resources Business Partner Possible Temp to Hire for the right candidate.

Remote
– Temporarily until the Pandemic is over.

Preferred Location is Pleasanton, CA WHAT YOU WILL BE DOING: The ideal candidate is passionate about building culture, attracting, and developing top talent while driving excellence.

You naturally seek out diverse and inclusive opinions when faced with issues, which has also helped create a strong foundation for fostering a culture of teamwork and you know building an intentional culture is key.

You’re passionate about people and want to craft your skills to help others grow in their careers.

You want to give your company a competitive advantage by fostering its reputation as a talent machine.

You know how to leverage data to create effective plans that impact results, and you use data to analyze your decisions and evaluate how you’re moving the needle on culture and people-related strategies.

You understand that an HR team member’s job is about creating a fantastic associate experience, and you work hard every day to ensure that associates are at the center of your decisions.

Your corporate campus is your local team, and you partner with other HR leaders nationwide and other functions to achieve the best results.

You’re passionate about identifying strong talent and you are fanatical about helping employees connect their goals to the goals of the company.

You are driven by the success of others, and ensure you keep yourself in touch with your own development opportunities by seeking out learning in all its forms and always asking for feedback.

Cultivate a culture centered around driving a fantastic Associate Experience by leading all people and culture-related strategies for your business units, including Diversity and Inclusion, Associate Engagement, Talent Management, Training, Education, Compensation, and Compliance Management.

Collaborate with Leadership to positively drive Culture by assisting with interpreting feedback indicators (e.g., associate survey feedback) and creating and implementing plans to impact those results.

Partner with corporate HR & COE’s to support strategies on Talent, Learning and Development, Diversity and Inclusion and Total Rewards.

Participate in your business units’ strategy process by supporting solutions to business challenges, specific skill and resource requirements, organizational structure and aligning HR programs and practices to business objectives.

Build strong partnerships with leaders by understanding business unit strategies, current and future talent needs.

Support organizational change by assessing culture, climate, and motivation, and provide leadership and consulting on change management initiatives and organization design.

Working Corporate Leadership and partnering with the Talent Development team, support succession and career planning process for your business units’ including assessing current leadership bench depth, making recommendations on readiness and potential for promotion.

Develop internal candidates for key positions through the performance management process, including career counselling and individual development planning (manages career development plans).

Participate in recruiting and selection process by supporting Company hiring and recruiting processes; drive diversity progress in all aspects of employment; and actively participate in selection process for key leadership positions.

Participate in recruiting and selection process by supporting Company hiring and recruiting processes; drive diversity progress in all aspects of employment.

Communicate and assure compliance with compensation, benefits, and leave policy and programs.

Work with business groups to manage compensation needs including merit and bonus processes.

Ensure competitive compensation for retention, manage the merit review process for designated business groups, administer performance management and succession planning processes; administer performance evaluation process for exempt and non-exempt.

Coach and guide managers in the handling of performance issues with employees.

Resolve team member issues and act as counsel to management and team members.

WHAT WE ARE SEARCHING FOR: Strong oral, written and formal presentation skills including the ability to communicate complex solutions and findings.

Effectively communicates to all levels of the organization using diplomacy and persuasive skills.

Candidly and constructively speaks up even when it’s difficult to do so.

Demonstrated success record in driving positive culture.

Sound judgment in decision making and problem solving.

Strong conflict management skills.

Strong interpersonal skills.

Ability to lead and influence others.

High degree of initiative; proven team player, excellent associate engagement skills.

Must be able to manage confidential information.

Proficient computer skills including PeopleSoft and Microsoft Office.

WE BELIEVE THE SUCCESSFUL CANDIDATE HAS THESE QUALIFICATIONS AND EXPERIENCE: Four-year college degree in business, human resources, or related field.

Professional certifications desirable.

4 or more years of HR Generalist or other related business experience, including driving positive culture, performance management and succession planning activities to drive talent, org structure design and development, diversity and inclusion, employee relations, investigations, risk management and loss control.

Minimum of 2 years recruiting experience sourcing with an eye for talent.

At least 2 year’s online recruiting software experience preferred.

HR generalist experience with an emphasis on driving positive culture, identifying talent, driving diversity and inclusion, coaching and feedback, employee relations, conflict resolution, and management/organizational development preferred.

req142 Job Requirements: The ideal candidate is passionate about building culture, attracting, and developing top talent while driving excellence.

You naturally seek out diverse and inclusive opinions when faced with issues, which has also helped create a strong foundation for fostering a culture of teamwork and you know building an intentional culture is key.

You’re passionate about people and want to craft your skills to help others grow in their careers.

You want to give your company a competitive advantage by fostering its reputation as a talent machine.

You know how to leverage data to create effective plans that impact results, and you use data to analyze your decisions and evaluate how you’re moving the needle on culture and people-related strategies.

You understand that an HR team member’s job is about creating a fantastic associate experience, and you work hard every day to ensure that associates are at the center of your decisions.

Your corporate campus is your local team, and you partner with other HR leaders nationwide and other functions to achieve the best results.

You’re passionate about identifying strong talent and you are fanatical about helping employees connect their goals to the goals of the company.

You are driven by the success of others, and ensure you keep yourself in touch with your own development opportunities by seeking out learning in all its forms and always asking for feedback.

Cultivate a culture centered around driving a fantastic Associate Experience by leading all people and culture-related strategies for your business units, including Diversity and Inclusion, Associate Engagement, Talent Management, Training, Education, Compensation, and Compliance Management.

Collaborate with Leadership to positively drive Culture by assisting with interpreting feedback indicators (e.g., associate survey feedback) and creating and implementing plans to impact those results.

Partner with corporate HR & COE’s to support strategies on Talent, Learning and Development, Diversity and Inclusion and Total Rewards.

Participate in your business units’ strategy process by supporting solutions to business challenges, specific skill and resource requirements, organizational structure and aligning HR programs and practices to business objectives.

Build strong partnerships with leaders by understanding business unit strategies, current and future talent needs.

Support organizational change by assessing culture, climate, and motivation, and provide leadership and consulting on change management initiatives and organization design.

Working Corporate Leadership and partnering with the Talent Development team, support succession and career planning process for your business units’ including assessing current leadership bench depth, making recommendations on readiness and potential for promotion.

Develop internal candidates for key positions through the performance management process, including career counselling and individual development planning (manages career development plans).

Participate in recruiting and selection process by supporting Company hiring and recruiting processes; drive diversity progress in all aspects of employment; and actively participate in selection process for key leadership positions.

Participate in recruiting and selection process by supporting Company hiring and recruiting processes; drive diversity progress in all aspects of employment.

Communicate and assure compliance with compensation, benefits, and leave policy and programs.

Work with business groups to manage compensation needs including merit and bonus processes.

Ensure competitive compensation for retention, manage the merit review process for designated business groups, administer performance management and succession planning processes; administer performance evaluation process for exempt and non-exempt.

Coach and guide managers in the handling of performance issues with employees.

Resolve team member issues and act as counsel to management and team members.