Total 17 Director/C-Level business management project planning job vacancies in Human Resources category in Australia

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Director, HR Business Partner - Singapore (Onsite)

As our Director, HR Business Partner you will be responsible for working with employees /managers on HR programs/initiatives related to talent management, workforce planning, organizational development, team effectiveness, executing change management strategy and employee engagement solutions. In the role of Director, HR Business Partner you must be adaptable to a fluid, fast-paced environment and possess strong experience in supporting/advising executives, coupled with excellent communication, collaboration, and leadership skills.

Day-to-day Duties? Here's What You'll Be Doing

• Collaborate and consults with HR leadership/CoE teams to design and deliver effective HR programs and solutions to address business needs. Drives successful execution of program implementation, policies and initiatives.
• Advocate for and leads the talent management and development plans for the business unit with a focus on enhancing the leadership quality, building skills and capabilities of the workforce and ensuring a robust succession pipeline.
• Partner with HR Analytics team to develop and monitor regular and ad-hoc reports and dashboard to ensure HR business metrics are quantified and outcome-driven. Identify trends and proactively recommend solutions to improve performance, retention, and employee experience.
• At this level, the team is typically regional but may be multi-region, with accountability for cross BU support. Direct business leader support relationship routinely at Dir+ level but may be aligned to SVP level.
• Serve as a key advisor to the senior leadership team on organizational initiatives, employee relations, internal HR programs and industry/market best practices, suggesting integrated solutions.
• Demonstrate exceptional knowledge of local, regional and international employment regulations and best practices, customizing approaches for respective countries and streamlining workflow to fit each jurisdiction.

Key Essentials

• BA/BS or equivalent educational background is preferred
• Minimum 15 years of HR Business Partner and/or related human resource experience.
• Must have extensive experience and understanding of supporting employees/leaders in multiple countries across the APJ region, including but not limited to: Japan, Australia and Singapore
• In addition, must possess strong experience working with Sr. Leadership on org design, strategic planning and other critical business
• Multi-lingual candidates are highly desirable
• Informatica industry or market related domain experience is highly desirable

What We'd Like to See

• Use expert leadership skills in collaboration and prioritization to direct and influence operations in the areas of responsibility
• Exhibit expert-level analytical and complex problem-solving skills to influence as a leader across functions.
• Set and drive strategic initiatives in the region, as well as influence higher tiers of the organization.
• Frequently engage with top-level executives to provide HR expert advice that influences business unit strategy.
• Utilize HR strategies and guidance from senior leadership, along with long-term business objectives, to guide work and accelerate the transformation journey.
• Foster an environment that promotes the identification and development of talent, as well as planning for future talent needs of the organization.
• Champion a highly inclusive and diverse workplace culture that embraces differences and respects varied backgrounds.

Perks & Benefits

• Comprehensive health, vision, and wellness benefits (Paid parental leave, adoption benefits, life insurance, disability insurance and 401k plan or international pension/retirement plans
• Flexible time-off policy and hybrid working practices
• Tuition reimbursement program to support your and personal growth
• Equity opportunities and an employee stock purchase program (ESPP)
• Comprehensive Mental Health and Employee Assistance Program (EAP) benefit

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Responsible for Human Resources functional oversight and development of all enterprise Human Resources Information and Technology based systems and applications.

Responsibilities, not limited to:

• Responsible for the development, management, and implementation of a holistic multi-year HRIS strategy providing a technical roadmap for Code H by leveraging current technology solutions, and planning future upgrades and functionality enhancements to achieve efficiencies across HR processes.
• Develop, and enable, new service delivery model for HR (HR Solutions Center).
• Drive and manage culture change by improving the effectiveness of HR processes and systems through delivery of Employee Self Service (ESS), Manager Self Service (MSS), and Workflow. Responsible for communication of new functionality.
• Build and deliver substantial HR analytics, metrics, and KPI scorecards utilizing reporting tools and dashboard functionality to help drive business decisions. Consult with and present to senior management teams as required.
• Identify opportunities for continuous improvement of processes, systems, and reports to optimize systems solutions and potential for automation. Make recommendations for customizations as needed.
• Advise CHRO and HRLT on potential opportunities for efficiency through technical solutions.
• Overall project management responsibility for all Human Resources system projects. Partners with Process Owners/SMEs, to ensure effective and consistent change management (communication, training, etc.). Drive system enhancements using project management methodology.
• Responsible for managing the development, requirements gathering, business process mapping, data conversion, systems configuration, testing, deployment, documentation and updates for all HR systems, related process enhancements and integrations.
• Manage vendor relationships, partnering with Code I COR/ACOR and Code K, as needed, on vendor performance, renewal of contracts, and creation of procurement documents (SOW, CRF, RFP, etc.) for solicitation and execution of new contracts.
• Serve as the HR main point of contact with IT for all HR systems, partnering to ensure: successful integration with other systems (internal and external), troubleshooting inbound and outbound integrations with HCM system, and managing priorities for HR system requests including, but not limited to, new functionality, reporting, customizations as required and integrations.
• Manage HRIS system steady-state to ensure HR system data security, integrity, accuracy and compliance (PII, Segregation of Duties, etc.) Oversee maintenance of data, ensuring accuracy and correction to historic data as required; including monitoring of system for adherence to company policies and procedures. Assure that data and reports are available in a timely manner.
• Manages a team of HR Systems Analysts and Specialists, providing guidance on complex or escalated HR system issues. Act as resource to troubleshoot all HR system related discrepancies and provide problem resolution. Responsible for team's training, and the distribution / prioritization of projects and ad hoc requests.
• Lead the development, delivery, and maintenance of HRIS end-user training and education.
• Experience with all facets (process, workflow, configuration, etc.) of Human Resource systems, including but not limited to: Human Capital Management (HCM), Recruiting, Onboarding, Learning Management, Compensation and Benefits Administration. Current platforms include PeopleSoft (HCM, Pension, and Base Benefits), Taleo (Recruit, Onboarding), HUB (Intranet), and Associate Resource Center (ARC - External facing HR website).

Summary of the position:

This role is a key member of the HR team and reports directly to the Head of HR. The candidate should have proven end-to-end HR experience, ideally in Financial Services industry.

Main responsibilities:

• Work in partnership with stakeholder to deliver professional HR advisories, provide seamless HR support to its business as required and drive the implementation of HR practices and initiatives.
• Be a strategic advisor to the business on talent development matters including the identifying and grooming of hi-potential talent, talent succession, performance management and coaching managers through performance management conversations.
• Identify gaps in the existing processes proactively and drive continuous improvements to HR processes.
• Consult and advise anagement in the business planning process and provide input on organizational capability and the HR implications of business objectives so as to ensure HR strategies are aligned with business goals.
• HR operational responsibilities including developing HR policies in line with local regulations, enforcing procedures, managing processes and systems as well as ensuring compliance on day-to-day handling of HR matters.
• Manage the entire employee lifecycle including on/off-boarding briefing, compensation and benefits, employee relations, exit management, etc.
• Manage employee relations and provide solutions to enhance staff engagement and company culture
• Responsible for any other duties as assigned.

Legal and Regulatory Responsibilities:

• Comply with all applicable legal, regulatory and internal Compliance requirements, including, but not limited to, the Singapore Compliance manual and Compliance policies and procedures as issued from time to time; Financial Security requirements, including, but not limited to, the prevention of Financial Crime and Fraud including reporting obligations to the Money Laundering Reporting Officer.
• Maintain appropriate knowledge to ensure to be fully qualified to undertake the role. Complete all mandatory training as required to attain and maintain competence.

Knowledge & Experience:

• Bachelor’s degree in Business Administration, Human Resources or related discipline.
• At least 12 years of HR Generalist/ Business Partnering of HR Advisory experience.
• Ability to work in a fast paced environment, multi-task and deliver within tight deadlines
• Strong knowledge of local employment law and compliance requirements.
• Possess good interpersonal skills, confidence and maturity to interact effectively with stakeholders and all levels of staff
• Expertise in HR operations, policy development, HR communication
• Willing to collaborate, go the extra mile and demonstrate high level of integrity with ability to handle highly confidential information appropriately.
• Highly motivated and resourceful
• Prior experience in supporting the Financial Services firm would be highly advantageous
• Proficient in Microsoft Office Applications e.g. excel, powerpoint, etc.

As a Supervisory Human Resources Specialist Director of Reorganization and Strategic Position Management, you will:

• Be responsible for ensuring the Department-wide policies, training, programmatic objectives, and operational activities for assigned areas are managed efficiently and effectively to achieve Departmental objectives.
• Direct, coordinate, facilitate, execute, and manage-including ensuring that sound, authoritative advice, guidance, and recommendations are provided on the following: reorganization and restructuring efforts and related position classification; position management strategies and guidance for implementation department-wide; position management studies, evaluations, assessments, and action plans, such as HUDs triennial position management process; standardized position descriptions; the design and maintenance of the Departmental PD library; and related special projects and initiatives.
• Prepare persuasive briefing material tailored to the target audience to translate complex, multi-faceted issues into easy-to-understand terms; the requirements under law, regulation, and policy and the impact of failure to adhere to such requirements; and options (with pros and cons) and/or recommendations for management consideration where there are flexibilities, and reasonably anticipated impacts of decision-making, which will often be broad and nuanced for this type of work.
• Manage and oversee position management assessments and make significant changes to the existing reorganization processes, when required.
• Develop innovative solutions to exceptionally difficult position management matters.

Major Duties and Responsibilities:

Oversee a staff of nearly 20 ODNI cadre and joint duty detailees for the formulation and execution of the more than $70 billion budget for the National Intelligence Program (NIP), carried out by the 18 elements of the Intelligence Community.

Ensure NIP resources are allocated efficiently to maximize the effectiveness of IC programs.

Oversee the development, prioritization, and implementation of Intelligence Community (IC) budget activities, to include budget reviews, preparation of DNI budget decisions, and support for budget justification materials and appeals of Congressional budget actions.

Oversee and direct IC funds control activities, including reprogramming; funds apportionment, allotment, and allocation of appropriations; budget analysis; and budget execution assessment.

Lead the comprehensive reporting and analysis on budget data, ensuring compliance with applicable laws and regulations.

Identify and evaluate key budget issues for consideration by IC principals.

Serve as a primary interface with the IC elements, the Office of the Secretary of Defense (OSD), and the Office of Management and Budget (OMB) on budget issues.

Collaborate and liaise with OMB to direct the apportionment and allotment of NIP funds and monitor NIP execution.

Advise and provide guidance to defend the NIP budget at hearings, meetings, and other public Office of the Director of National Intelligence (ODNI) fora.

Lead, manage, and direct a professional level staff, evaluate performance, collaborate on goal setting, and provide feedback and guidance regarding personal and professional development opportunities.

Major Duties and Responsibilities:

Oversee a staff of nearly 20 ODNI cadre and joint duty detailees for the formulation and execution of the more than $70 billion budget for the National Intelligence Program (NIP), carried out by the 18 elements of the Intelligence Community.

Ensure NIP resources are allocated efficiently to maximize the effectiveness of IC programs.

Oversee the development, prioritization, and implementation of Intelligence Community (IC) budget activities, to include budget reviews, preparation of DNI budget decisions, and support for budget justification materials and appeals of Congressional budget actions.

Oversee and direct IC funds control activities, including reprogramming; funds apportionment, allotment, and allocation of appropriations; budget analysis; and budget execution assessment.

Lead the comprehensive reporting and analysis on budget data, ensuring compliance with applicable laws and regulations.

Identify and evaluate key budget issues for consideration by IC principals.

Serve as a primary interface with the IC elements, the Office of the Secretary of Defense (OSD), and the Office of Management and Budget (OMB) on budget issues.

Collaborate and liaise with OMB to direct the apportionment and allotment of NIP funds and monitor NIP execution.

Advise and provide guidance to defend the NIP budget at hearings, meetings, and other public Office of the Director of National Intelligence (ODNI) fora.

Lead, manage, and direct a professional level staff, evaluate performance, collaborate on goal setting, and provide feedback and guidance regarding personal and professional development opportunities.

This Director, Human Resources Business Partner (HRBP) position will support our Asia markets This role will be a trusted advisor to senior leaders for our SEA & Australia markets and enterprise functions, and have the ability to create positive relationships with employees through the organization. The ideal candidate will have experience of working with VPs and senior leaders on organizational design, talent development and succession planning and look at challenges as opportunities to continuously improve how we attract, retain, engage, and develop our people.

Job Description:

Strategic Business Partner:

• Working closely with the VP client group, build and implement talent strategies tailored to the changing needs of the Crocs business
• Understand the company’s strategy and goals and translate those goals into HR objectives that support the business strategy
• Represent the business unit’s talent interests within the organization and support leaders in the identification of talent risks
• Provide guidance and oversight to People Operations and Talent Acquisition regarding talent solutions, priorities, results, and accountability.
• Align the organizational structure and design with the strategic objectives of the organization/business

HR Cross Functional Collaborator:

• Contribute to the design and development of critical HR metrics and assess how trends impact the organization
• Represent the mission, vision and values of the enterprise and deliver HR programs to help support the organizational culture
• Proactively and effectively manage change, devising and implementing change management strategies
• Partner with Centers of Excellence to own the implementation of HR programs, policies, and processes for the market, including resource planning, talent acquisition, onboarding, goal setting, performance management, total rewards, employee engagement, leadership assessments and succession planning

Director and Above HR Support:

• Facilitate training, coaching, and support with business leaders in employee development, teambuilding, and performance management
• Partner with leaders on key annual processes such as budget planning, talent assessment & development, and compensation review
• Assist leaders with crafting and following individual development plans
• Provide HR assistance, support, and advice to client group(s) on various HR related issues and needs that arise. This includes collaborating with leaders and legal counsel on employee relations issues including investigating, mentoring, advising, and reporting when necessary

Job Requirements:

• 10 years of experience in HR, as a strategic business partner to senior leaders
• Bachelor’s degree in human resources management or a related field is required. Professional experience beyond requirement in a related field may substitute for degree requirements on a year for year basis.
• Solid understanding of multiple human resource subject areas, including compensation practices, organizational diagnosis, employee and labor relations, diversity & inclusion, performance management, and employment laws
• Demonstrable track record as a strategic partner to the business •Commercial acumen & ability to analyse data and draw conclusions
• Demonstrable knowledge of employment law, compliance and policy development and implementation
• Excellent communication skills and ability to optimally communicate, both written and verbal at all levels of organization
• Proficient in Microsoft Office
• Ability to facilitate meetings and training sessions
• Proven sensitivity to confidential materials/issues
• Comfortable dealing with ambiguity and responding to changing business conditions/needs
• Experience in corporate and retail (high volume) organisations preferred.

Job Responsibilities

• Provide strategic guidance and be the trusted business partner to department leaders both in Singapore and across APAC.
• Identify, prioritise and develop organisational capabilities and behaviours to build a workforce that is future ready.
• Effectively partner with, challenge and influence business leaders to deliver the right outcomes on people-related decisions, focusing on key agenda items such as workforce capabilities & performance, Diversity & Inclusion.
• Be a disruptor, collaborate with others internally within HR and others to drive culture change. Deliver and support change initiatives in the region.
• Develop and deploy talent strategy to ensure high-quality succession pipelines exist for critical roles. Play an active role in key talent decisions, rewards and welfare
• Responsible for management of employee relations issues such as disciplinary, grievances, employee litigation, redundancy and terminations.
• Provide guidance and support or participate in ongoing HR projects, ensuring that they are aligned with business objectives and practices.
• Design and support the implementation of company HR policies and procedures. Review and update our employment contracts and agreements.
• Partner with country HR teams as well as other HR specialist teams on providing comprehensive and cohesive HR services to help the business meet its goals.

Job Requirements

• University Degree
• Minimum 10 years of HRBP & Talent experience
• Experience in developing and deploying talent strategy to ensure high-quality succession pipelines exist for critical roles
• Proven track record in effectively partnering, challenging and influencing business leaders to deliver the right outcomes on people-related decisions, focusing on key agenda items such as workforce capabilities & performance, Diversity & Inclusion
• Experience in Employee Relations
• Good knowledge of the local labour law and HR practices and procedures is essential
• Effective communicator, with a drive for excellence and a principled and energetic approach to partnering the business in HR related matters.
• Is organized, able to multi-task and prioritize competing requests from different stakeholders with strong problem-solving skills

We are looking for a talented APAC HR Business Partner Director to join our team in Tuas South, Singapore.

Partners with the business to drive talent outcomes and enhance our culture to enable business success. Operates in service of, and in partnership with, the business to proactively engage, listen, and collaborate proactively with business leaders to identify strategic needs, purposefully balance enterprise and local needs, shape solutions and interventions, and determine priorities using technology and people analytics. Leverages the full HR function to deliver as ONE HR team. Developing authentic and capable leaders who embody Cummins Leadership Behaviours and bring talent strategies to life

In this role, you will make an impact in the following ways:

· Workforce Solution Developer: Builds and delivers a strategic workforce plan that directly and clearly links innovative and effective talent strategies with strategic business objectives. Identifies and assesses strategic talent concerns, risks and opportunities and designs a plan that drives solutions that meet the strategic complex needs of the business.

· Strategic Consultant: Understands the major critical issues facing the business in the present and future. Engages with business leadership to ensure the HR priorities are aligned and developed to those strategic business needs.

· Functional Facilitator: Leverages the full HR function to deliver as ONE HR team, ensuring clarity on who is driving what dimensions of work and the expected outcomes and timelines. Collaborates with all arms of HR to manage complex initiatives and regularly review impact and success. Works nimbly to adjust as necessary to enable business success.

· Organization Effectiveness & Change Leader: Partners with the business to identify and lead areas where improvement to the efficiency and effectiveness of the organization is required. Is courageous to develop and lead change management plans and initiatives that drive the business culture and performance improvements critical for future success.

· Leadership Coach: Invests time and resources into developing authentic and highly capable leaders and are always thinking about ways to bring Cummins values to life. Assists in aiding leaders to identify their development areas and building development plans acting as a confidant. Ensures succession plans are in place for key and pivotal roles to close any leadership gaps that may arise in the future.

· Culture Champion: Leveraging listening strategies to understand sentiment and drive engagement and connection. Using multiple listening vehicles ensures employee voices are being heard, and visible plans are implemented to drive improvements to the employee engagement, experience and culture.

To be successful in this role you will need the following:

· Project Management - Establishes and maintains the balance of scope, schedule and resources for a temporary effort (a “project”). Ensures results/impact from temporary effort are fully realized as possible.

· Change Management - Applies the Cummins structured process and tool set for engaging individuals and organizations through change to achieve and sustain business results and outcomes.

· Organization Design - Applies Cummins Organization Design principles and tools, whilst partnering with leaders, to determine the optimal organizational design and structure to deliver on strategic goals.

· Team Effectiveness Facilitation- Guides team to increased effectiveness through observation, facilitation and application of structured tools to enhance team and individual awareness, resulting in a capability to deliver desired business outcomes. Team Effectiveness is part of Cummins leadership development framework which focuses on developing self aware and effective leaders.

· Data Analytics - Discovers, interprets and communicates qualitative and quantitative data; determines conclusions relying on knowledge of business or functional frameworks; simultaneously applies statistics, data validity, data visualization, and problem solving approaches to effectively extract meaningful patterns and business insights; presents conclusions and outcomes that enable data driven business decisions.

· Human Resources Consulting- Collaborates with partners to observe the environment and apply sound judgment informed by knowledge, skills, and experiences to diagnose, identify and optimize opportunities to provide holistic solutions, while balancing the needs of stakeholders, primarily employees, with those of the organization. Strategic

· Workforce Planning - Leverages business insights, qualitative and quantitative data to develop comprehensive talent solutions that meet the strategic needs of the business; ensures the organization has a diverse and robust pipeline of talent that delivers the necessary mix of skills and capabilities, organizational structures, and talent placement to be successful now and in the future.

· Ensures accountability- Holding self and others accountable to meet commitments.

· Values differences- Recognizing the value that different perspectives and cultures bring to an organization.

· Financial acumen - Interpreting and applying understanding of key financial indicators to make better business decisions.

· Cultivates innovation - Creating new and better ways for the organization to be successful.

· Demonstrates self-awareness- Using a combination of feedback and reflection to gain productive insight into personal strengths and weaknesses.

· Business Acumen - Ability to integrate into the business decision making process by applying a relatable understanding of the industry, market conditions, shareholder expectations, business strategies, business value propositions, and key profitability levers.

· Strategic Problem Solving- Drives solutions to strategic problems that fall outside of past experience through a top-down, hypothesis-driven approach with frequent iteration that evolved with diverse learnings gathered through the course of the project.

Preferred Qualifications:

· College, university, or equivalent degree in Human Resources, Business or related field highly preferred.

· Significant level of experience required including managerial, and budgetary

Compensation and Benefits

· Salary rate commensurate with experience. Variable Compensation (bonus). Annual Salary Review. Life Insurance. Medical, Dental / Hospitalization Insurance

At Cummins, we are an equal opportunity employer dedicated to diversity in the workplace. Our policy is to provide equal employment opportunities to all qualified persons without regard to race, gender, colour, disability, national origin, age, religion, union affiliation, sexual orientation, veteran status, citizenship, gender identity and/or expression, or other status protected by law.

• Identify desired business insights; define, prioritize and align business analytics to key business deliverables.
• Lead and harmonise the manpower planning, budgeting, monitoring, and reporting process across all the Institutions. Monitor and implement the Manpower Planning and Budgeting systems.
• Collaborate with Institutions to define staffing norms by using modelling to determine the manpower and advise on optimal staffing requirements.
• Use advanced analytics tools (Power BI, Tableau, Machine Learning etc) for data collection and ensure integration with streamlined data flow to provide manpower insights to management to make informed decision.
• Ensure that manpower requisitions and staff movements are in accordance with the approved manpower budgets.
• Prepare monthly/quarterly/bi-annua/annual manpower reports for internal and external stakeholders.
• Partner with Group Finance and Institutions to consolidate the Institutions’ manpower budget, manpower planning parameters and staffing level at Group level.
• Explore and implement manpower planning budget and intercompany billing systems to streamline processes.

Requirements

• Minimum of a good bachelor’s degree, with expertise in data analysis, statistics, programming (phython, machine learning and domain knowledge to extract insights and knowledge from data.
• Minimally 10 years of related experience is preferred

Interested and qualified candidates, please send in your resume to ivy.yong@recruitexpress.com.sg

Ivy Yong Shi Mei

R2198995

Recruit Express Pte Ltd 99C4599

Summary of the position:

This role is a key member of the HR team and reports directly to the Head of HR. The candidate should have proven end-to-end HR experience, ideally in Financial Services industry.

Main responsibilities:

• Work in partnership with stakeholder to deliver professional HR advisories, provide seamless HR support to its business as required and drive the implementation of HR practices and initiatives.
• Be a strategic advisor to the business on talent development matters including the identifying and grooming of hi-potential talent, talent succession, performance management and coaching managers through performance management conversations.
• Identify gaps in the existing processes proactively and drive continuous improvements to HR processes.
• Consult and advise management in the business planning process and provide input on organizational capability and the HR implications of business objectives so as to ensure HR strategies are aligned with business goals.
• HR operational responsibilities including developing HR policies in line with local regulations, enforcing procedures, managing processes and systems as well as ensuring compliance on day-to-day handling of HR matters.
• Manage the entire employee lifecycle including on/off-boarding briefing, compensation and benefits, employee relations, exit management, etc.
• Manage employee relations and provide solutions to enhance staff engagement and company culture
• Responsible for any other duties as assigned.

Legal and Regulatory Responsibilities:

• Comply with all applicable legal, regulatory and internal Compliance requirements, including, but not limited to, the Singapore Compliance manual and Compliance policies and procedures as issued from time to time; Financial Security requirements, including, but not limited to, the prevention of Financial Crime and Fraud including reporting obligations to the Money Laundering Reporting Officer.
• Maintain appropriate knowledge to ensure to be fully qualified to undertake the role. Complete all mandatory training as required to attain and maintain competence

Knowledge & Experience:

• Bachelor’s degree in Business Administration, Human Resources or related discipline.
• At least 12 years of HR Generalist/ Business Partnering of HR Advisory experience.
• Ability to work in a fast paced environment, multi-task and deliver within tight deadlines
• Strong knowledge of local employment law and compliance requirements.
• Possess good interpersonal skills, confidence and maturity to interact effectively with stakeholders and all levels of staff
• Expertise in HR operations, policy development, HR communication
• Willing to collaborate, go the extra mile and demonstrate high level of integrity with ability to handle highly confidential information appropriately.
• Highly motivated and resourceful
• Prior experience in supporting the Financial Services firm would be highly advantageous
• Proficient in Microsoft Office Applications e.g. excel, powerpoint, etc.

Position Description: 

Oversees the HR Business Partner Team (HRBPs) and the Employee Relations Team (ER) to most effectively manage company talent and minimize risk and negative exposure while increasing productivity and retention for Goodwill of Central and Northern Arizona (GCNA) and its affiliated entities. This role leads the design and implementation of proactive programs to support business growth, a high-performance culture, a strong employer reputation, employee engagement, effective employee relations, and legal compliance. This role ensures the HRBP and ER teams become strategic partners with business area leaders to solve problems, leverage opportunities, and minimize risk.

Essential Duties and Responsibilities:

• Develops HR strategies that support the achievement of business goals. 
• Proactively review analytics regarding people matters; ensures the team provides appropriate intervention and/or corrective action such as training opportunities; and develops and executes proactive training and tools to support business strategy.
• Reduces risk and ensures compliance with all Federal, State, and local regulations relating to employment, such as the Fair Labor Standards Act, National Labor Relations Act, Family and Medical Leave Act, Americans with Disabilities Act, and Equal Employment Opportunity Commission (FLSA, NLRA, FMLA, ADA, EEOC), etc.
• Evaluate key emerging employment trends and use a creative approach to solutions building in addressing those trends.
• Partners with business leaders on organization design and any restructuring efforts for client groups.
• Builds high-performing teams through developing and implementing operational plans including clear goals and success metrics.
• Leads the HRBP Team to advise and coach all levels of leadership within assigned client groups in the following areas: performance management, leadership development, talent management, compensation, Team Member relations and engagement, retention, succession planning, rewards, and recognition.
• Leads the ER team to review analytics regarding ER matters proactively; ensures the ER Team provides appropriate intervention and/or corrective action such as training opportunities; and develops and executes proactive training and tools to support business strategy.
• Actively participates in the Company’s Policy and Procedure Committee; leads the ER team in annually drafting and revising employee handbooks and company policies. 
• Interprets and applies understanding of corporate policies and practices, employment law, and other regulations to provide advice, guidance, or clarification for HR inquiries.
• Collaborates with senior leadership in problem-solving to achieve organization and team goals.
• Demonstrates best-in-class customer service; builds relationships across the organization to ensure trust, confidence, and credibility remain intact.
• Leads high-profile projects to successful completion through strong collaboration with cross-functional teams.
• Manages relationships with external vendors as assigned.
• Serves as escalation point of contact for leadership and Team Members regarding HR-related concerns.
• Serves as HR Ambassador by managing multiple HR initiatives designed to ensure a positive, productive, and fast-paced work environment.
• Develops and conducts trainings related to people, and employment law.
• Maintains strict confidentiality and business logic. 
• Identifies and drives process improvement initiatives within the team/department to foster an environment of continuous improvement.
• Ensures budget adherence oversight & development for assigned area of responsibility.
• Travels to company locations as needed.
• May perform duties after hours, if needed.
• Responsible for performance management (coaching, discipline, performance improvement plans, and annual reviews), staffing, compensation, and development of Team Members.
• Plays a critical role in driving company culture change efforts and change management processes.
• Models Goodwill Core Values – Trust, Collaboration, Engagement, Ownership, and Innovation.
• Performs other related duties as assigned.
   

Minimum Qualifications (Education, Experience, Skills):

• Bachelor’s degree or equivalent work experience in Human Resources, Business, Finance, or another related field, preferred.  High School degree or GED required.
• 7+ years’ of prior leadership experience (project management experience qualifies). 
• Proven HR Business Partner experience (employee relations, investigations, strategic HR consulting, employee retention enhancement, training, and development, etc.) or leadership of HR Business Partner function strongly preferred.
• Customer-focused orientation with strong communication skills and the ability to function as an effective and respected partner to internal clients.
• Strong verbal and written communication skills with the proven ability to drive communication across a broader group.
• Proven ability to be analytical and handle confidential and sensitive data effectively with strong attention to detail.
• Attention to detail and well-organized.
• Ability to juggle multiple tasks while still delivering high-quality results in a fast-paced environment, working well under pressure.
• Proven ability to lead process improvement for human capital and/or operational issues.
• Thorough working knowledge of current state and federal rules and regulations regarding employment law.
• Demonstrated ability to manage and prioritize multiple processes with minimal supervision.
• Demonstrated ability to explain difficult issues and information clearly, ensuring communication is understood.
• Demonstrated ability to lead, coach, train, and motivate others.
• Proficient with Microsoft Office Suite.
• Valid driver's license and clean MVR.
• Must maintain auto insurance at all times, which is equal to or in excess of the state minimum.
• Ability to pass a background check and drug screen, where applicable for the position.
   

You will be eligible for a comprehensive Total Rewards package, 1st of the month following 60 days of employment that includes the following:

• 5 Medical Plans
• Employer Funded Health Reimbursement Account (HRA)
• 3 Dental Plans
• Vision Plan
• 401K (Immediate participation upon hire)
• Employer Paid Life Insurance
• Employee Assistance Program (EAP)
• Paid Time Off; Sick and Vacation
• Paid Holidays
• These are just a few highlights of our key benefit offerings!

Become a valuable part of our team and work for a company which has been named a Best Place to work by the Phoenix Business Journal 4 out of the last 5 years. Work for a company which has seen double digit growth year after year for nearly a decade. Work for a company which values diversity and is centered on success. Goodwill of Central & Northern Arizona - We Put People to Work!

Goodwill of Central and Northern Arizona endeavors to make our website accessible to any and all users. If you would like to contact us regarding the accessibility of our website or need assistance completing the application process, please contact HR Support at 602-535-4000, option 5, or RecruitingOperations@goodwillaz.org.

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Responsibilities:

1. Oversees the comprehensive spectrum of HR functions on a global scale.
2. Assumes responsibility for the delivery of region-specific projects and services pertaining to Human Resources.
3. Ensures the implementation of the global human resources strategy across various countries and regions.
4. Holds accountability for setting, measuring, and monitoring all HR-related targets and Key Performance Indicators.
5. Ensures the implementation of global processes, policies, tools, concepts, and projects within the respective region.
6. Ensures optimal service delivery across different countries and regions in accordance with defined Service Portfolio and Service Level Agreements.
7. Serves as the central point of contact and consultant for regional management, Global, and Business Head, prioritizing and coordinating requirements and inquiries from these stakeholders.
8. Ensures the implementation of the HR organizational structure in close collaboration with the executive office and fulfills regional Service Function staff requirements as per global staff planning.
9. Takes responsibility for workforce health, including best practice recruiting and workforce planning to support the business.
10. Manages and supports communication on Human Resources-related global and regional topics.
11. Ensures knowledge transfer within the region.

Requirements:

1. University Degree in Human Resources Management / Business Administration or related field, or equivalent work experience.
2. Minimum of 10+ years of professional experience in the related area of Leadership.
3. At least 5 years of leadership experience as Senior Manager for large teams in a Multinational company.
4. At least 3 years of experience working in/with intercultural teams.

The Role You'd Play as the leader of Talent Management

As the leader of Talent Management at DaVita Kidney Care, you will play a pivotal role in shaping and executing the talent strategy for our organization. This position requires an experienced, dynamic leader who can seamlessly balance strategic thinking with hands-on execution, fostering a collaborative and team-oriented environment. You will enable our entire talent lifecycle, focusing on talent management, high potential development, career pathing, and implementing structured, fair, and transparent people practices.

You’ll lead a hybrid in-office & remote team of 7-10 team members total. It is preferred that you live in Denver, though we are open to other locations with meaningful travel to Denver.

Required Qualifications to be the leader of Talent Management

• Proven experience as a strategic leader with a strong execution and process mindset.

• Demonstrated expertise in several key areas of the talent lifecycle:

  • Performance management with emphasis on performance and development review approach & process.

  • Talent calibration, including talent review, assessment and promotion processes.

  • High potential development, including assessing, identifying and tracking top talent, designing high-potential development programs, and fostering talent mobility.

  • Succession planning, from front-line field manager roles to executive level roles.

  • Enterprise job architecture and competency frameworks, both to ensure org structure supports business strategy and also to integrate talent management and career pathing seamlessly.

• Commitment to driving structured, fair, and transparent people practices, with a focus on reducing bias and promoting diverse talent pipelines.

• Excellent collaboration skills, with the ability to build strong partnerships with key stakeholders such as operations, HR business partners, compensation, recruiting, and learning and development teams.

• Data-driven mindset, utilizing talent insights to shape enterprise strategy and drive local actions.

Key Responsibilities for the Leader of Talent Management:

Overall Talent Lifecycle:

• Driving structured, fair, and transparent people practices throughout the talent lifecycle.

• Building partnerships with key stakeholders to ensure talent routines are sticky and well-integrated.

• Collaborating closely with the Learning and Development team to identify, monitor and serve training needs.

• Using data to drive talent insights that shape enterprise strategy and motivate local action.

Talent Management:

• Designing, leading, and monitoring performance management and talent calibration processes across all 60k US-based teammates.

• Identifying and tracking top talent.

• Partnering to deliver high-potential development programs.

• Designing talent routines in collaboration with business and HR business partners to drive operational excellence.

Org Design & Job Architecture:

• Maintaining new job architecture infrastructure and enterprise skill guides.

• Ensuring the integration of talent management and career pathing philosophy, programs, and routines including impact to org design.

• Charting a path for talent mobility across the enterprise over time.

Team Leadership & Culture:

• Create a special place for all members of the talent team

• Invest in the team’s growth, performance and development with the same focus that you’ll bring to the enterprise-level work

Join DaVita Kidney Care and contribute to building a culture where talent thrives and the organization continues to make a positive impact in healthcare.

What We’ll Provide:

More than just pay, our DaVita Rewards package connects teammates to what matters most. Teammates are eligible to begin receiving benefits on the first day of the month following or coinciding with one month of continuous employment. Below are some of our benefit offerings.

• Comprehensive benefits: Medical, dental, vision, 401(k) match, paid time off, and more.

• Support for you and your family: Family resources, EAP counseling sessions, access Headspace®, backup child and elder care, maternity/paternity leave, pet insurance and more.

• Professional development programs: DaVita offers a variety of programs to help strong performers grow within their career and also offers on-demand virtual leadership and development courses through DaVita’s online training platform StarLearning.

What you can expect:

• A "community first, company second" culture based on Core Values that really matter.

• Clinical outcomes consistently ranked above the national average. DaVita has more 3-, 4-, and 5-star rated centers than ever before, continuing to lead the industry in Five-Star Quality Ratings! *According to October 2020 data for the 2019 year from the Centers for Medicare and Medicaid Services’ (CMS) Five-Star Quality Rating System.

• Award-winning education and training across multiple career paths to help you reach your potential. DaVita has been recognized among Training Magazine's Top 125 for its exceptional training and leadership development programs for the 14th year in a row! 

• Dedication, above all, to caring for patients suffering from chronic kidney failure across the nation. 

At DaVita, we strive to be a community first and a company second.  We want all teammates to experience DaVita as "a place where I belong."  Our goal is to embed Diversity & Belonging into everything we do in our Village, so that it becomes part of who we are.  We are proud to be an equal opportunity workplace and an affirmative action employer.  As such, individuals are recruited, hired, assigned and promoted without regard to race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, protected veteran status, or any other protected characteristic.

Salary/ Wage Range

Compensation for the role will depend on a number of factors, including a candidate’s qualifications, skills, competencies and experience and may fall outside of the range shown. DaVita offers a competitive total rewards package, which includes a 401k match, healthcare coverage and a broad range of other benefits. Learn more at https://careers.davita.com/benefits  

The Role:

This role is an exciting opportunity to be a critical part of the talent engine fueling a high growth organization that is radically changing the biotech industry. The Lead Human Resources Business Partner – Corporate Functions will be responsible for establishing and maintaining effective relationships with one or more Sr Leaders in our Corporate Functions and their respective teams while also driving the efficient and effective delivery of key Human Resources projects and objectives.  Success in this role will draw from an established track record of successfully partnering with functional leaders to build capability and maintain effective teams, leading through Moderna’s values and Mindsets, all while delivering results. This role is a key member of the Corporate Function HRBP team and reports to the HR Executive Partner for Corporate Functions. The HRBP team is focused on being a Moderna culture ambassador, business enablement, delivering against intense people growth objectives of the company while also promoting a high-performance culture.

The Lead HR Business Partner will work collaboratively with the Human Resources team and other subject matter experts to solution and align practices and initiatives with the Company’s strategic and operational goals.

Here’s What You’ll Do:

• Provide strategic counsel to key functions and management in the areas of organizational effectiveness and development, coaching and talent management.

• Engage cross-functionally and assist staff at many levels in optimizing the performance of their teams and resolving issues.

• Contribute to creating solutions in such areas as employment, employee communication, talent and career development, employee relations, compensation, benefits, and HRIS delivery.

• Support continued growth and infrastructure by helping to identify talent gaps and development areas across the Corporate Functions and other areas as the business grows.

• Focus on relentless ability to build/re-build teams by using strong capability planning/workforce planning experience to diagnose and recommend best-fit org design frameworks.

• Provide day-to-day support to employees and managers regarding HR practices, HRIS systems, employee relations, development etc.

• Ensure system workflows and communication are efficiently executed across key functions.

• Support HR Executive Partner on key projects and initiatives as well as day-to-day tasks.

Here’s What You’ll Bring to the Table:

Basic Qualifications:

• Bachelor's degree and 10+ years progressive Human Resources Business Partnership experience required.

• Experience leading enterprise-wide initiatives in a fast growth environment is required, including skill in partnering with other members of the HR team.

• Proven experience leading and owning capability/workforce planning and re-org work in a dynamic, evolving environment.

Preferred Qualifications:

• Proven HR business partnership experience within the Finance/Corporate Functions

• Prior experience working in a dynamic global technology, biotechnology and/or pharmaceutical organization.

• Ability to form strong partnerships and trust with employees regardless of level.

• Ability to prioritize and manage multiple projects and collaborate effectively in a dynamic, cross-functional matrix environment.

• Ability to flex and demonstrate dynamic range in managing both strategic and tactical role responsibilities.

• Proven track record of assessing and selecting high potential talent for both their subject matter expertise and cultural fit.

• Experience and comfort in working with EC & VP level business leaders and in helping them tackle business and talent issue.

• Demonstrated ability to influence & represent ideas through development of compelling business cases.

• Outstanding communication skills (verbal and written).

• A natural ability to be organized in how you think, communicate, and conduct your work.

• A desire to be part of a high-growth, transformational company that is Bold, Relentless, Curious, and Collaborative.

• Strong proficiency in Power Point, Excel, and Workday.

Moderna is pleased to provide you and your family with a comprehensive and innovative suite of benefits, including:

• Highly competitive and inclusive medical, dental and vision coverage options
• Flexible Spending Accounts for medical expenses and dependent care expenses
• Lifestyle Spending Account funds to help you engage in personal enrichment and self-care activities
• Family care benefits, including subsidized back-up care options and on-demand tutoring
• Free premium access to fitness, nutrition, and mindfulness classes 
• Exclusive preferred pricing on Peloton fitness equipment
• Adoption and family-planning benefits
• Dedicated care coordination support for our LGBTQ+ community
• Generous paid time off, including:
  •    Vacation, sick time and holidays
  •    Volunteer time to participate within your community
  •    Discretionary year-end shutdown
  •    Paid sabbatical after 5 years; every 3 years thereafter
• Generous Paid Leave offerings, including 18 weeks of 100% paid parental leave for all new parents
• 401k match and Financial Planning tools
• Moderna-paid Life, LTD and STD insurance coverages, as well as voluntary benefit options
• Complimentary concierge service including home services research, travel booking, and entertainment requests
• Free parking or subsidized commuter passes
• Location-specific perks and extras!

About Moderna

Since our founding in 2010, we have aspired to build the leading mRNA technology platform, the infrastructure to reimagine how medicines are created and delivered, and a world-class team. We believe in giving our people a platform to change medicine and an opportunity to change the world. 

By living our mission, values, and mindsets every day, our people are the driving force behind our scientific progress and our culture. Together, we are creating a culture of belonging and building an organization that cares deeply for our patients, our employees, the environment, and our communities.

We are proud to have been recognized as a Science Magazine Top Biopharma Employer, a Fast Company Best Workplace for Innovators, and a Great Place to Work in the U.S.

If you want to make a difference and join a team that is changing the future of medicine, we invite you to visit modernatx.com/careers to learn more about our current opportunities.

Moderna is a smoke-free, alcohol-free and drug-free work environment.

Moderna is a place where everyone can grow. If you meet the Basic Qualifications for the role and you would be excited to contribute to our mission every day, please apply!

Moderna is proud to be an equal opportunity workplace and is an affirmative action employer.

Moderna is committed to equal employment opportunity and non-discrimination for all employees and qualified applicants without regard to a person's race, color, sex, gender identity or expression, age, religion, national origin, ancestry or citizenship, ethnicity, disability, military or protected veteran status, genetic information, sexual orientation, marital or familial status, or any other personal characteristic protected under applicable law. Moderna is an E-Verify Employer in the United States. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements.

Belonging, Inclusion, and Diversity are critical to the success of our company and our impact on society. We’re focused on attracting, retaining, developing, and advancing our employees and believe that by cultivating diverse experiences, backgrounds, and ideas, we can provide an environment where every employee is able to contribute their best.

Moderna is committed to offering reasonable accommodations to qualified job applicants with disabilities. Any applicant requiring an accommodation in connection with the hiring process and/or to perform the essential functions of the position for which the applicant has applied should make a request to the Talent Acquisition Partner or contact the Accommodations team at leavesandaccommodations@modernatx.com.  (EEO/AAP Employer) 

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