Total 28 business management project planning job vacancies in Human Resources category in isle of arran ka27 8hp

Responsibilities

• Partner with business leaders to understand their strategic goals and translate these into effective HR strategies.
• Provide insights and recommendations on HR initiatives to drive business performance.
• Develop and implement talent acquisition strategies to attract top talent in the skincare industry.
• Involve in recruitment process, ensuring a diverse and high-quality candidate pool.
• Coordinate the performance appraisal process and review appraisal results to identify strengths, and areas for improvement across the organization.
• Advise managers on effective performance management techniques and tools.
• Conduct investigations into employee complaints or misconduct allegations, maintaining confidentiality and impartiality throughout the process.
• Collaborate with relevant stakeholders to determine appropriate disciplinary measures that compliance with local labour laws and regulations.
• Support organizational change initiatives, ensuring smooth transitions and minimal disruption to the business.

Qualification

• Bachelor's degree in Human Resources Management, Industrial Relations, Business Administration, or a related field.
• At least 5-7 years of HR experience in a similar role, with a focus on industrial relations, employee relations, disciplinary actions, and performance management within a diverse workforce.
• In-depth knowledge of Malaysian labor laws, regulations, and industry best practices.
• Strong interpersonal and communication skills, with the ability to influence and build relationships at all levels of the organization.
• Exceptional problem-solving and conflict resolution abilities, with a commitment to fairness and equity.
• Fluency in English and Bahasa Malaysia; proficiency in Mandarin is an advantage.

Perks & Benefits

• Allowance (travel stipends, transportation, etc.)
• Nearby public transport
• Central location
• Casual dress code
• Medical insurance

職責

• 與企業領導者合作，了解他們的策略目標並將其轉化為有效的人力資源策略。
• 提供有關人力資源計劃的見解和建議，以推動業務績效。
• 制定並實施人才招募策略，以吸引護膚業的頂尖人才。
• 參與招募過程，確保多元化和高品質的候選人庫。
• 協調績效評估流程並審查評估結果，以確定整個組織的優勢和需要改進的領域。
• 就有效的績效管理技術和工具向經理提供建議。
• 對員工投訴或不當行為指控進行調查，並在整個過程中保持保密和公正。
• 與相關利害關係人合作，確定符合當地勞動法律法規的適當紀律措施。
• 支持組織變革計劃，確保平穩過渡並將對業務的干擾降至最低。

資質

• 人力資源管理、勞資關係、工商管理或相關領域的學士學位。
• 至少 5-7 年類似職位的人力資源經驗，重點在於多元化員工隊伍中的勞資關係、員工關係、紀律處分和績效管理。
• 深入了解馬來西亞勞動法律、法規和行業最佳實踐。
• 強大的人際溝通和溝通能力，能夠影響和建立組織各個層面的關係。
• 出色的解決問題和解決衝突的能力，致力於公平和公正。
• 流利的英語和馬來語；精通國語是個優勢。

津貼和福利

• 津貼（旅費、交通費等）
• 附近的公共交通
• 中心位置
• 休閒著裝要求
• 醫療保險

This position is located in the Human Resource Management Division, Personnel and Staff Development Branch of the Federal Bureau of Prisons, Washington, D.C.

Assists the Workforce Planning Administrator (WPA) with developing policy and advising staff in areas of human capital management.

Assist with the Bureau of Prisons’ Senior Executive Service (SES) by maintaining records of personnel actions; ensuring vacant positions are advertised; composing written justifications for selections, performance awards, and new positions; and advising SES employees regarding personnel actions and government’s policies affecting them.

Provides expert guidance on the development of SES performance work plans to ensure the plans are results oriented, measurable, and appropriately linked to the agency and bureau goals.

Assists the WPA by collecting and assembling position requests from Chief Executive Officers (CEO’s) throughout the organization; assisting in ensuring justifications for position requests are adequate; assists with obtaining input from the Administration Division regarding request to the Resource Allocation Committee; assists with consolidating historical data concerning position allocations for particular institutions and regions; assists with developing agenda for Resource Allocation Committee meetings; assists with maintaining records of deliberations and decisions made by the Resource Allocation Committee.

• Represents managers on a wide variety of procurement and contract matters dealing with OPM's Office of Contracting and Procurement.
• Oversees the formulation, development, production and evaluation of a broad range of funding policies and processes for the program.
• Provides day-to-day operational guidance, direction, and supervision of the Resource Management program.
• Helps to manage and execute internal business and administrative management processes for the organization; including human capital, space, forms, and supplies.
• Plans and prepares the justification, administration, analysis, forecasting, and monitoring of budget/financial information to ensure cost-effective support of the RS program.
• Oversees budget/financial data analysis and the assessment of financial conditions by applying financial principles, policies, methods, techniques, and systems.
• Oversees the RS administrative functions and priorities including space and facilities management, telephones, property management, and supplies.

As a Supervisory Resource Management Specialist you will:

• Identify and integrate internal and external issues affecting the immediate organization, such as those involving technical and administrative factors.
• Integrate the work of the team where each member contributes a portion of the analyses, facts, information, proposed actions, or recommendations; and/or ensure compatibility and consistency of interpretation, judgment, logic, and application of policy.
• Oversee the resource management and strategic acquisition planning as well as the development and dissemination of technical documentation to support the Division.
• Improve program efficiencies through process improvement and solution development, workforce management and development.

The primary purpose of this position is to serve as Special Assistant to the Policy and Programs Division Chief.

Major Duties Include:

• Performs work on a variety of personnel projects, either on a start-to-finish basis or on projects already underway.
• Provides direct advice and guidance on all aspects of assigned program/project areas, including senior executive performance management planning and execution; pay and compensation; employee relations and conduct issues; policy development; benefits and entitlement programs; employee awards and special recognition programs; data applications; and succession planning.
• Provides high level of customer service to support CSEMO strategic goals and objectives.
• Interpreting and applying laws, regulations, policies, and practices to provide advice and guidance to officials, supervisors, and employees.
• Interpreting and applying laws, regulations, policies, and practices to provide advice and guidance to officials, supervisors, and employees.
• Serve as a primary Freedom of Information Act (FOIA) Officer. Independently reviews and analyzes Freedom of Information
  Act/Privacy Act requests and the records responsive to such requests and consults with program officials about concerns they may have about release of those records.
• Resolves technical questions relating to FOIA requests and evaluates requests in terms of relevant legislation and content to determine legislative applicability.
• Provide personal assistance services as the primary or alternate Reasonable Accommodation (RA) Coordinator.
• Assists applicant or employee with RA related questions or requests following existing policies and procedures.
• Assists management officials at all levels within the VA with: processing requests for RA; interpreting regulations and statutes; reviewing existing policies and procedures; and recommending appropriate changes in policy and procedures when necessary to be consistent with this guidance.

HRBP II Consults with and provides guidance to SAA staff and leadership on Human Resources policies and procedures. Analyzes trends and metrics within the Human Resources department. Resolves moderately complex issues and addresses grievances. Collaborates with management and employees to improve work relationships, build morale and increase productivity and retention. Monitors and reports on workforce and succession planning. Identifies training needs for teams and individuals. Suggests and supports the implementation of new HR strategies. Other duties, as assigned. HRBP III Consults with, diagnoses, and provides guidance to SAA staff and leadership on Human Resources policies and procedures in complex or complicated situations with limited precedence. Analyzes trends and metrics and prepares actionable reports for leadership. Resolves complex issues and addresses grievances. Collaborates with management and employees to implement programs to improve work relationships, build morale and increase productivity and retention. Monitors and reports on workforce and succession planning. Identifies, develops, and delivers training for relevant to the workforce needs, both reactive and proactive. Suggests and implements new HR strategies to align with HR strategies, organizational values, and business needs. Other duties, as assigned.

As a Talent Management Specialist, you will perform the following duties:

• Serve as the liaison between management and the Office of Human Resources Management (OHRM), Talent Management Office (TMO) to assist management in the effective utilization of workforce resources.
• Perform ongoing analysis of workforce resources support as they relate to performance and effectiveness.
• Coordinate workforce actions and ensure adequate justification is provided on personnel and position actions requests. Review all Personnel Action Requests (PARs) for accuracy before forwarding to TMO for processing.
• Coordinate position reviews as required between TMO and supervisor. Advise and assist managers/supervisors in writing accurate job descriptions for position reviews. Manage and advise on the recruitment and selection process for all positions.
• Serve as the subject matter expert and coordinator on performance issues, counseling, and proper documentation. Review all requests for honorary and monetary awards, including performance awards.
• Identify problem areas, deficiencies, imbalances, or other similar factors that can affect performance, customer service and employee satisfaction.

Job title: Senior HR Business Partner

Location: Runcorn, Cheshire

Salary: Very competitive salary with performance bonus, car allowance or company car and extensive benefits package

Hours: Monday to Friday 09.00 - 17.15

The Role:

This is a fantastic opportunity to join one of the largest pharmacy businesses in Europe with a mission to improve the quality of life for millions. Phoenix is at the heartbeat of healthcare in the UK, and we’re looking for a highly engaging and commercially astute Senior HR Business Partner to lead and deliver the HR plan for our Rowlands pharmacies.

Reporting to the Director of HR, you will partner with a people centric leadership team and collaborate with our HR shared services teams. Your goal will be to attract, develop, engage, and retain pharmacy colleagues at all levels.

Key Responsibilities:

• Develop and execute HR initiatives that deliver both people and commercial results.
• Build trusted relationships with stakeholders.
• Focus on employee relations, TU relationships, performance, and reward.
• Manage acquisitions and harmonisation programmes.
• Ensure our pharmacies are great places to work.

About You:

• Previous experience as a HRBP/Senior HRBP in a large, multisite organisation, ideally within a national retail or pharmacy business.
• Proven ability to develop and execute HR initiatives.
• Strong relationship building skills.
• Generalist HR experience with a focus on employee relations and performance management.
• Experience in acquisitions and harmonisation programmes is a plus.
• Be pacy and driven, with the ability to work in a fast paced environment.
• Articulate and able to simplify complex issues.
• Results and change oriented with a continuous improvement mindset.
• Flexible working approach, with the ability to work from our head office in Runcorn, in the field, and from home.

Compensation and Benefits:

• Very competitive salary
• Performance related bonus
• Car allowance or company car
• 25 days holiday plus bank holidays. This increases to 32 days with length of service
• Private healthcare
• Access to extensive wellbeing initiatives
• Market leading employee discount programme across hundreds of retailers and services
• Access to MediCash, allowing you to reclaim money on a wide range of medical services
• Cutting edge finance management app to control your salary as you see fit
• Annual Christmas bonus

HR Business Partner, 12 Month FTC, £85k, Wealth Management, Hybrid working (2-3 days a week in the office, Bank)

Your new company Working for a Wealth Management firm in London with 500 headcount, and £18bn AUM. This FTC is due to maternity leave, and a high workload due to organisational change. You'll be apart of an HR team with centre of excellences. Aligned to senior leaders in the business, you'll be supporting on change management, talent mapping, employee relations and various HR annual projects.
Your new role

• Employee relations - Lead on employee relations cases- supporting management team. Provide policy and procedure advice, whilst mitigating future risk.
• Change management - Support Firm wide change programmes, provide training and communication
• Employee engagement - Promote companies' values, support on programmes such as employee engagement survey, ED&I
• Strategic planning - Support with strategic plans by operationally working with the business on programmes such as talent mapping & succession planning

What you'll need to succeed
You'll need to be an HR specialist, operating at HRBP/Senior level, having supported senior leaders within a financial services environment.

• Ideally, recent background in a Wealth or Asset Management reporting into HRD or CPO
• Experience of resolving senior employee relations cases
• UK Employee Law knowledge needed
• Excellent written and verbal communications

What you need to do now
If you're interested in this role, click 'apply now' to forward an up-to-date copy of your CV, or call us now.If this job isn't quite right for you, but you are looking for a new position, please contact us for a confidential discussion about your career.

Hays Specialist Recruitment Limited acts as an employment agency for permanent recruitment and employment business for the supply of temporary workers. By applying for this job you accept the T&C's, Privacy Policy and Disclaimers which can be found at hays.co.uk

As a Human Resources Specialist, GS-0201-11/12, you will be responsible for:

• Provides oversight of staffing and recruitment activities to ensure Delegated Examining and Human Resource Operations are conducted in a manner consistent with SBA strategic goals and policies, and governmentwide laws, rules, and regulations.
• Provides advice and guidance to the servicing HR offices and OHRS divisions in development of their corrective action plan to address the required and recommended actions.
• Collaborates with other staff in the development of new or revised policy guidance for review by the Strategy Director and other HR managers, staff and serves as the point-of-contact for the division during the review and concurrence process, prior to finalizing the policy.
• Develops written training materials and reference guides for complex training programs. Assists in the development of training plans for other facets of HR training, as appropriate to ensure the content is compliant with laws, regulation, and policies.

What will I do in this position if hired?

In this HR Specialist (Compensation) position, you will be working in the Payroll Section within the Office of Chief Human Capital Officer.

Typical assignments include:

• Interpreting and applying time and attendance and pay rules and regulations to analyze employee and
  payroll information to identify and resolve pay-setting errors or discrepancies.
• Analyzing pay, time and attendance, and leave laws and regulations to assist in developing guidance and other
  informational and training materials for managers and employees.

What else do I need to know?

At FEMA, our mission is to help people before, during and after disasters, and every employee at FEMA has a role in emergency management. Every FEMA employee has regular and recurring emergency management responsibilities, though not every position requires routine deployment to disaster sites. All positions are subject to recall around the clock for emergency management operations, which may require irregular work hours, work at locations other than the official duty station, and may include duties other than those specified in the employee's official position description. Travel requirements in support of emergency operations may be extensive in nature (weeks to months), with little advance notice, and may require employees to relocate to emergency sites with physically austere and operationally challenging conditions.

This announcement is for a position as a CORE (Cadre of On-Call Response/Recovery Employee). CORE employees are full-time employees hired to directly support the response and recovery efforts related to disasters. Employees are hired under the Robert T. Stafford Act and are excluded from the provisions of title 5, United States Code, governing jobs in the competitive service. They can be hired under a streamlined process instead of a competitive process. After three years of continuous service, Stafford Act employees may be granted competitive eligibility to apply for permanent full-time positions at FEMA.

This position will be hired into a temporary 2-year, excepted service appointment. Appointments may be renewed based on workload, funding, and supervisory approval.

FEMA is committed to ensuring that its workforce reflects the diversity of the nation. At FEMA, our workforce includes the many identities, races, ethnicities, backgrounds, abilities, ages, cultures, and beliefs of the people we serve. To learn about FEMA's ongoing diversity and inclusion efforts, reasonable accommodation process, and the FEMA Core Values, please visit www.fema.gov.

• Oversee a group of employees responsible for facilitating the recruitment and staffing for OPM Organizations.
• Provide position management services to OPM executives and managers, advising on organizational structuring and reorganizations.
• Ensure that OPM has the automated systems it needs to support the hiring process to include the management of updates for USA Staffing, USA Jobs, Onboarding Manager.
• Implement staffing policies and programs, including merit promotion, delegated examining, excepted service hiring, position classification, onboarding and records management.

• Provides guidance to the Lead, Specialists and Assistants on the operation and activities of the Delegated Examining Unit, merit promotion procedures, and pay administration.
• Upholds merit systems principles and develops and issues personnel instructions and policies.
• Studies and determines solutions to unusually complex or broad operating problems involving Recruitment and Staffing issues; leading innovative HR initiatives in an effort to develop and implement strategic Recruitment and Placement plans.
• Provides sound, technical advice and communicating technical HR concepts effectively to management.
• Performs the full range of supervisory duties, particularly facilitating work by maintaining good working relations and by coordinating with others on the goals, priorities, and organizational needs.
• Works closely with HQ Leadership to advise and make recommendations that lead to problem solving and solutions.

What will I do in this position if hired?

In this position, you will serve as a Human Resource (HR) Specialist, responsible for providing advice, assistance and guidance to customers, supervisors & managers on human resources problems & issues of a conventional or non-conventional nature.

Typical assignments include:

• Advising management on recruitment strategies, sources, and special programs that emphasize affirmative.
• Providing continuing technical services involving the identification and cultivation of recruitment avenues and strategies, determining rating and ranking factors, developing crediting plans and assessing applicants' qualifications.
• Processing recruitment actions including rating and ranking applicants and preparing and issuing referral lists.
• Providing advice, assistance & guidance to customers, supervisors & managers on a wide range of HR problems.

What else do I need to know?

At FEMA, our mission is to help people before, during and after disasters, and every employee at FEMA has a role in emergency management. Every FEMA employee has regular and recurring emergency management responsibilities, though not every position requires routine deployment to disaster sites. All positions are subject to recall around the clock for emergency management operations, which may require irregular work hours, work at locations other than the official duty station, and may include duties other than those specified in the employee's official position description. Travel requirements in support of emergency operations may be extensive in nature (weeks to months), with little advance notice, and may require employees to relocate to emergency sites with physically austere and operationally challenging conditions.

FEMA is committed to ensuring that its workforce reflects the diversity of the nation.? At FEMA, our workforce includes the many identities, races, ethnicities, backgrounds, abilities, ages, cultures, and beliefs of the people we serve. To learn about FEMA's ongoing diversity and inclusion efforts, reasonable accommodation process, and the FEMA Core Values, please visit www.fema.gov.

Promotion Potential: Future promotions will be dependent on your ability to perform the duties at a higher level, the continuing need for an employee assigned to the higher level, and administrative approval.