53,290 People Management jobs in the United States

This position will follow our hybrid work model; we expect the selected candidate to work 2-3 days a week at our corporate office in Saint Petersburg, FL.
Provide timely and quality-focused business analysis and assist business stakeholders and Project Managers to ensure the success of project delivery. Identify improvement initiatives and solutions, and manage their implementation within the business. Understand business needs and opportunities, including a good understanding of business risk and the ability to perform and communicate feasibility studies. Manage work estimation and planning of analytical activities, which may include team resourcing, project timeframes, and scope of projects. Develop and execute plans delegated by managers through reporting and status updates. Create business cases for new or existing ventures the business is considering. Provide risk assessment and general information about impact on the business.
**Responsibilities:**
+ Interpret the business need and identify solution recommendations to business problems at a business unit level.
+ Document "as is" and "to be" processes and describe the changes required to migrate to the "to be" capability to record accurately the change required.
+ Execute a communications plan within established internal communication systems and procedures.
+ Plan and deliver stakeholder engagement activities to develop effective working relationships for projects and to ensure that stakeholder needs and concerns are identified and met.
+ Carry out delegated activities to support the identification and evaluation of risks, issues, dependencies, and constraints associated with the project, as well as the design of mitigating solutions.
+ Contribute to and support feasibility studies from a technological and organizational perspective, and document findings.
+ Conduct research using primary data sources, and select information needed for the analysis of key themes and trends.
+ Contribute to reviewing existing operations in own area of work, and generate new ideas to assist in identifying continuous improvements.
+ Develop own capabilities by participating in assessment and development planning activities as well as formal and informal training and coaching; gain or maintain external professional accreditation, where relevant, to improve performance and fulfill personal potential.
+ Maintain an in-depth understanding of technology, external regulation, and industry best practices through ongoing education, attending conferences, and reading specialist media.
**Skills:**
+ Experience with Workday required.
+ HR systems administration experience is preferred.
+ Skills in installing, maintaining, and upgrading application software required.
+ Ability to identify, troubleshoot and escalate application problems required.
+ Experience with talent processes, including career development, talent assessment and succession planning preferred.
+ Experience with Learning concepts and methodologies is preferred.
+ Strong Microsoft Office skills to include PowerPoint, Word, and Excel is required.
+ Strong communication and collaboration skills are required.
+ Works without supervision and provides technical guidance when required on analyzing data trends for use in reports to help guide decision making.
+ Applies comprehensive knowledge to act independently while providing guidance and training to others on using clear and effective verbal communications skills to express ideas, request actions and formulate plans or policies.
+ Works with full competence to shift into and out of a mental mindsets associated with assessing the facts and circumstances of the current situation and/or environment and making the appropriate/innovative adjustments to thinking and work habits to thrive in any scenario. Typically works without supervision and may provide technical guidance.
+ Works with full competence to analyze potential solutions and create recommendations based on the expected benefits, costs, and overall value of the solution for key stakeholders. Typically works without supervision and may provide technical guidance.
+ Independently supports business processes with comprehensive understanding and effective use of standard office equipment and standard software packages, while also providing guidance and training to others.
+ Works with full competence to conduct an enterprise readiness assessment to determine the organization's readiness for change. Typically works without supervision and may provide technical guidance.
+ Works with full competence to conduct gap analysis between current and future states to identify components of the overall change strategy. Typically works without supervision and may provide technical guidance.
+ Works without supervision and provides technical guidance when required on planning, organizing, prioritizing and overseeing activities to efficiently meet business objectives.
+ Works without supervision and provides technical guidance when required on developing, monitoring, interpreting and understanding policies and procedures, while making sure they match organizational strategies and objectives.
+ Works with full competence to prioritize components of a project, program, or portfolio work in context with risks, activities, stakeholders, etc. across the life of the project or program. Typically works without supervision and may provide technical guidance.
+ Works without supervision and provides technical guidance when required on identifying, assessing, prioritizing and managing project-related risks.
+ Works with full competence to understand business context, needs, rules, and architecture, as well as organizational structure, cultures, capabilities, and processes to document the current state of processes and the business. Typically works without supervision and may provide technical guidance.
+ Works with full competence to interpret, contribute to, or lead business case creation with client departments to quantify current costs, justify project investment, and identify the return on investment. Typically works without supervision and may provide technical guidance.
+ Works without supervision and provides technical guidance when required on analyzing the business requirements that IT solutions must meet.
+ Applies understanding of the business environment and objectives to develop solutions without supervision, while also providing technical assistance when necessary.
+ Works with full competence to envision and document the future state of processes and products by identifying the solution scope, potential value of the future state, and the changes to the process, products, organization infrastructure, capabilities, and technology necessary to achieve the desired future state. Typically works without supervision and may provide technical guidance.
+ Negotiates without supervision and provides technical guidance when required on how to help the organization by obtaining consensus between two or more internal or external parties who may have different interests.
+ Works without supervision and provides technical guidance as required on identifying, managing and controlling project-related changes.
+ Works with full competence to ensure timely and appropriate planning, collection, creation, distribution, storage, retrieval, management, control, archiving, and disposition of project information. Typically works without supervision and may provide technical guidance.
+ Works without supervision and provides technical guidance when required on measuring and reporting progress toward intermediate targets to make sure a project stays on track to achieve its ultimate goals.
+ Works without supervision and provides technical guidance when required on reviewing and creating relevant, lucid and effective reports.
+ Works with full competence to model, analyze, assess, and quantify the impact and probability of various risk scenarios and select the most appropriate course of action for the given situation. Typically works without supervision and may provide technical guidance.
+ Works with full competence to identify potential stakeholders, analyze their expectations, and develop strategies for managing stakeholders and their expectations. Typically works without supervision and may provide technical guidance.
+ Works without supervision and provides technical guidance when required on acquiring, organizing, protecting and processing data to fulfill business objectives.

**Job Description:**
The Talent Management job designs, implements, and administers programs that make the best use of an organization's human capital and ensures maximum return from their talent. Under limited supervision, this job helps the organization ensure that skilled workers are retained, developed and advanced through their career.
**Key Responsibilities and Duties:**
+ Identifies critical workforce requirements necessary to achieve current and future business results.
+ Develops and implements improved organizational effectiveness capabilities through change management, organizational design and development and training to achieve organizational objectives.
+ Implements talent review and succession planning strategies to ensure the ongoing availability of appropriately skilled employees.
+ Leads talent assessments to determine individual employee and team core competencies and weaknesses.
+ Manages performance measurement systems used by the organization to ensure their accuracy and relevance.
+ Leads employee engagement research to determine workforce morale and attitude.
+ Analyzes current organizational design and company culture to identify areas of opportunity.
+ Drafts reports for senior leadership regarding the adoption and performance of talent management and organization capability programs to promote the achievement of business strategy and accelerate change.
**Educational Requirements:**
+ University (Degree) Preferred
**Work Experience:**
+ 3+ Years Required; 5+ Years Preferred
**About US Tech Solutions:**
US Tech Solutions is a global staff augmentation firm providing a wide range of talent on-demand and total workforce solutions. To know more about US Tech Solutions, please visit ( .
US Tech Solutions is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, colour, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

Alamo Group Inc. is accepting applications to fill an HR Generalist position for Talent Management (Recruiting) at its Corporate Headquarters in Seguin, TX.

Why Alamo Group?

Founded in 1969, with its Corporate Headquarters in Seguin, TX, and 32 manufacturing locations in the U.S., Canada, England, France, The Netherlands, Australia, and Brazil, Alamo Group Inc. has been a leader in the design, manufacture, distribution, and service of high quality equipment for infrastructure maintenance, agriculture, and other applications. Seguin is located in South Central Texas along the Guadalupe River, a short distance from San Antonio, TX (25 miles), Austin, TX (50 miles), and many other small/mid-sized cities that offer a unique blend of cultural, entertainment, educational, and recreational activities.

Alamo Group offers competitive pay and a wide range of employee benefits including:

• Medical, Dental, and Vision Coverage (on the first day of employment)
• 401(k) Retirement Savings Program with a Company Match (on the first day of employment)
• Profit Sharing Bonus
• Paid Vacation, Sick Leave, and Holidays
• Company Paid Short and Long-Term Disability Programs
• Wellness Programs
• Employee Assistance Programs
• Training and Develop Programs through the Alamo Group Learning & Development Academy
• Employee Tuition Reimbursement and Dependent Scholarship Programs
• And much more!

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Alamo Group Inc. is accepting applications to fill an HR Generalist position for Talent Management (Recruiting) at its Corporate Headquarters in Seguin, TX.

The HR Generalist - Centers of Excellence (Talent Management - Recruiting) plays a critical role in delivering effective, data-driven recruitment, retention, and talent development strategies and solutions across the organization. Reporting to the HR Manager for Talent Management and Recruiting, this position collaborates closely with HR Business Partners and Payroll and is responsible for Alamo Group's day-to-day recruitment processes and assessing employee training and development needs; to include talent requisition processing, attracting and sourcing talent, conducting pre-screen interviews and pre-employment background checks. This is an ideal opportunity for a well-rounded HR professional with a passion for sourcing and recruiting high-quality talent to drive business results.

The HR Generalist will:

1. Collaborate with local HR professionals and hiring managers to understand their workforce plans and staffing needs, individual job requirements, and local culture; and develop strategies to meet those needs.
2. Partner with the HR Manager in the day-to-day administration of the Recruiting Management Platform, Custom Career Sites, and Applicant Tracking System, ensuring data integrity, timely updates, and end user support.
3. Work with cross-functional teams to align HR talent management strategies with business goals and objectives, and provide timely, solutions-focused support regarding talent acquisition and employee retention programs.
4. Oversee the creation and approval of requests for backfills and talent requisitions, post job openings, and conduct initial screenings to identify qualified candidates.
5. Utilize innovative sourcing strategies to attract top talent, including leveraging social media, internal and external job boards, and networking events.
6. Manage candidate dispositioning and maintain accurate records within the Applicant Tracking System (ATS).
7. Partner with hiring managers and local HR professionals to prepare and extend offers of employment
8. Conduct thorough background checks on potential candidates to ensure they meet the company's standards and job requirements.
9. Ensure a positive candidate experience throughout the recruitment process by responding to candidate inquiries promptly and professionally.
10. Monitor and audit the verification of employment eligibility (I-9/E-Verify monitoring) process.
11. Oversee new hire processing and orientation, including entering new employees into the HR Information System (HRIS) timely.
12. Collaborate with the HR Manager to ensure compliance with Equal Employment Opportunity (EEO), Veterans' Employment and Training Service (VETS), and Affirmative Action Program (AAP) requirements.
13. Develop and propose improvements to programs and procedures to improve the effectiveness of human resources operations.
14. Collaborate with HR managers to develop and assess career development initiatives, measure effectiveness of talent management programs, and promote a culture of continuous learning and professional development.
15. Assist the Talent Management CoE with Learning Management System (LMS) administration to include course enrollments and record keeping.
16. May assist the Talent Management CoE with Dependent Scholarship application processing and Employee Educational Assistance program processing.
17. Other duties as assigned.

The ideal candidate will have/be:

1. Knowledge of applicable laws, regulations, and agency rules pertaining to human resources management and talent acquisition.
2. Demonstrated capability to communicate effectively, both verbally, in writing and electronically, with the ability to formulate and deliver ideas and material in a clear and concise manner.
3. Able to build and foster effective business relationships with executives, managers, employees, vendors, and other internal and external customers/clients.
4. Able to manage multiple tasks and projects simultaneously, with a focus on detail and meeting deadlines.
5. Able to foster an environment where people will be motivated to work as a team and perform at their highest potential.
6. Able to effectively explain and transfer knowledge to other members of the HR staff, employees, and managers.
7. Able to make timely and effective decisions and produce results through effective management of individual and team priorities and goals.
8. Skilled and proficient with the use of personal computers, Microsoft Office, and mainstream office software, to include advanced capabilities with Excel.
9. Able to work irregular and/or extended hours including weekends and holidays as needed to meet human resources objectives, to travel approximately 10% including overnight, and occasionally on short notice.
10. Able to handle sensitive employee data with confidentiality and discretion.
11. Demonstrated ability to exhibit and model Alamo Group's Core Competencies:
    1. Leading Change / Change Management: Ability to drive improvement of team, division, and corporate goals and objectives through people. Ability to balance change and continually strive to improve business performance.
    2. Leading People / Teamwork: Ability to design and implement strategies which maximize employees' potential and foster high ethical standards in meeting the team, division, and corporate objectives.
    3. Communication: Ability to explain, advocate, and express facts and ideas in a convincing manner, and negotiate with individuals and groups internally and externally. The ability to develop internal and external networks and identify the issues that impact the work of the organization.
    4. Business Acumen: Understands and interprets business financials and metrics and utilizes latest business strategies. Focuses on outcomes and creates opportunities for success. Acquires and utilizes human, financial, material and information resources effectively.
    5. Results Driven: Ability to make timely and effective decisions and produce results through planning and the implementation and evaluation of business metrics, systems, policies, policies, and program; stressing accountability and continuous improvement.

Education and Experience:

• Bachelor's degree in human resources, business, management or related field with 3-5 years of progressive human resources experience and a deep understanding or experience in talent acquisition is required; or combination of education and experience.
• PHR or SHRM-CP certification is highly-desired.
• Experience in a manufacturing company with multi-state and multi-country operations is preferred.
• Experience in a Centers of Excellence (CoE) environment and Shared Services is a plus.

Working Conditions:

Primarily in an office environment indoors with frequent sitting for extended periods of time and occasional walking in and around a metal manufacturing plant. Occasional lifting, pushing or pulling of 10 pounds in the performance of administrative responsibilities.

Alamo Group Inc. is accepting applications to fill an **HR Generalist** position for **Talent Management (Recruiting)** at its Corporate Headquarters in Seguin, TX.
The HR Generalist - Centers of Excellence (Talent Management - Recruiting) plays a critical role in delivering effective, data-driven recruitment, retention, and talent development strategies and solutions across the organization. Reporting to the HR Manager for Talent Management and Recruiting, this position collaborates closely with HR Business Partners and Payroll and is responsible for Alamo Group's day-to-day recruitment processes and assessing employee training and development needs; to include talent requisition processing, attracting and sourcing talent, conducting pre-screen interviews and pre-employment background checks. This is an ideal opportunity for a well-rounded HR professional with a passion for sourcing and recruiting high-quality talent to drive business results.
**The HR Generalist will:**
1. Collaborate with local HR professionals and hiring managers to understand their workforce plans and staffing needs, individual job requirements, and local culture; and develop strategies to meet those needs.
2. Partner with the HR Manager in the day-to-day administration of the Recruiting Management Platform, Custom Career Sites, and Applicant Tracking System, ensuring data integrity, timely updates, and end user support.
3. Work with cross-functional teams to align HR talent management strategies with business goals and objectives, and provide timely, solutions-focused support regarding talent acquisition and employee retention programs.
4. Oversee the creation and approval of requests for backfills and talent requisitions, post job openings, and conduct initial screenings to identify qualified candidates.
5. Utilize innovative sourcing strategies to attract top talent, including leveraging social media, internal and external job boards, and networking events.
6. Manage candidate dispositioning and maintain accurate records within the Applicant Tracking System (ATS).
7. Partner with hiring managers and local HR professionals to prepare and extend offers of employment
8. Conduct thorough background checks on potential candidates to ensure they meet the company's standards and job requirements.
9. Ensure a positive candidate experience throughout the recruitment process by responding to candidate inquiries promptly and professionally.
10. Monitor and audit the verification of employment eligibility (I-9/E-Verify monitoring) process.
11. Oversee new hire processing and orientation, including entering new employees into the HR Information System (HRIS) timely.
12. Collaborate with the HR Manager to ensure compliance with Equal Employment Opportunity (EEO), Veterans' Employment and Training Service (VETS), and Affirmative Action Program (AAP) requirements.
13. Develop and propose improvements to programs and procedures to improve the effectiveness of human resources operations.
14. Collaborate with HR managers to develop and assess career development initiatives, measure effectiveness of talent management programs, and promote a culture of continuous learning and professional development.
15. Assist the Talent Management CoE with Learning Management System (LMS) administration to include course enrollments and record keeping.
16. May assist the Talent Management CoE with Dependent Scholarship application processing and Employee Educational Assistance program processing.
17. Other duties as assigned.
**The ideal candidate will have/be:**
1. Knowledge of applicable laws, regulations, and agency rules pertaining to human resources management and talent acquisition.
2. Demonstrated capability to communicate effectively, both verbally, in writing and electronically, with the ability to formulate and deliver ideas and material in a clear and concise manner.
3. Able to build and foster effective business relationships with executives, managers, employees, vendors, and other internal and external customers/clients.
4. Able to manage multiple tasks and projects simultaneously, with a focus on detail and meeting deadlines.
5. Able to foster an environment where people will be motivated to work as a team and perform at their highest potential.
6. Able to effectively explain and transfer knowledge to other members of the HR staff, employees, and managers.
7. Able to make timely and effective decisions and produce results through effective management of individual and team priorities and goals.
8. Skilled and proficient with the use of personal computers, Microsoft Office, and mainstream office software, to include advanced capabilities with Excel.
9. Able to work irregular and/or extended hours including weekends and holidays as needed to meet human resources objectives, to travel approximately 10% including overnight, and occasionally on short notice.
10. Able to handle sensitive employee data with confidentiality and discretion.
11. Demonstrated ability to exhibit and model **Alamo Group's Core Competencies:**
1. **Leading Change / Change Management:** Ability to drive improvement of team, division, and corporate goals and objectives through people. Ability to balance change and continually strive to improve business performance.
2. **Leading People / Teamwork:** Ability to design and implement strategies which maximize employees' potential and foster high ethical standards in meeting the team, division, and corporate objectives.
3. **Communication:** Ability to explain, advocate, and express facts and ideas in a convincing manner, and negotiate with individuals and groups internally and externally. The ability to develop internal and external networks and identify the issues that impact the work of the organization.
4. **Business Acumen:** Understands and interprets business financials and metrics and utilizes latest business strategies. Focuses on outcomes and creates opportunities for success. Acquires and utilizes human, financial, material and information resources effectively.
5. **Results Driven:** Ability to make timely and effective decisions and produce results through planning and the implementation and evaluation of business metrics, systems, policies, policies, and program; stressing accountability and continuous improvement.
**Education and Experience:**
+ Bachelor's degree in human resources, business, management or related field with 3-5 years of progressive human resources experience and a deep understanding or experience in talent acquisition is required; or combination of education and experience.
+ PHR or SHRM-CP certification is highly-desired.
+ Experience in a manufacturing company with multi-state and multi-country operations is preferred.
+ Experience in a Centers of Excellence (CoE) environment and Shared Services is a plus.
**Working Conditions:**
Primarily in an office environment indoors with frequent sitting for extended periods of time and occasional walking in and around a metal manufacturing plant. Occasional lifting, pushing or pulling of 10 pounds in the performance of administrative responsibilities.
Alamo Group is proud to be an Equal Employment Opportunity, Affirmative Action employer. All qualified applicants will be considered without regard to race, national origin, color, religion, age, genetics, sex, sexual orientation, gender identity or expression, disability or veteran status. We maintain a drug-free workplace and perform pre-employment substance abuse testing (where permitted by law).

Job DescriptionJob DescriptionCompany Description

Donor Network of Arizona’s mission is to make the most of life through the gift of organ and tissue donation.  We challenge ourselves and others every day to realize Arizona's potential to save and improve lives. Every employee at Donor Network of Arizona is responsible for embracing the organizational culture by upholding the Donor Network of Arizona’s core values of Positive Energy, Passion and Eagerness.

Job Description

About the Talent Management & Culture Generalist

The Talent Management & Culture Generalist partners closely with leadership, employees, and the Talent Management & Culture team to deliver comprehensive talent services that advance Donor Network of Arizona’s mission-driven workforce vision. This role is instrumental in fostering a positive employee experience by providing expert support in employee relations, assisting with the recruitment function, processing personnel actions accurately, and contributing to other key talent management functions. The Generalist serves as a trusted advisor and cultural steward, supporting organizational initiatives and ensuring compliance with HR policies and best practices. By promoting operational excellence and a people-first approach, this position helps build a talented, engaged, and mission-aligned workforce. This is a hybrid role based out of our Tempe, AZ office.

Key Responsibilities:

• Build and maintain strong, collaborative relationships with assigned departments, providing tailored talent management guidance and support.

• Lead recruitment efforts for assigned positions, including sourcing candidates, coordinating interviews, facilitating hiring decisions, and managing onboarding activities.

• Accurately process personnel action requests (PARs), ensuring timely updates and compliance with organizational policies and legal requirements.

• Advise and support leaders on employee relations issues, performance management, conflict resolution, and corrective actions.

• Facilitate and track performance review cycles, coaching leaders to ensure aligned, fair, and meaningful evaluations.

• Collaborate with departments on strategies to enhance employee engagement, retention, and overall workplace experience.

• Maintain knowledge of relevant employment laws, HR trends, and organizational policies, recommending improvements as appropriate.

• Prepare and maintain accurate HR records, reports, and dashboards to inform decision-making and measure progress.

• Participate in continuous learning and professional development to stay current on best practices and enhance HR expertise.

• Actively contribute to the organization’s culture and Talent & Culture focus areas: People & Service First, Operational Excellence, and Technical Competence & Expertise.

Requirements

Minimum Education/Certification

Bachelor’s degree or equivalent/relevant experience  

PHR, SHRM-CP, CCP or related certification/credential or a Master’s Degree in related field

Minimum Experience

3 years experience of experience performing duties across the breadth of HR functions

Required Education/Certifications

Minimum of PHR/SHRM-CP or related certification/credential

Education/Certifications

Master’s Degree in related field and PHR/SHRM-CP, SPHR/SHRM-SCP, or related certification/credential

Healthcare HR and/or compensation experience

Experience

5 years as a Human Resources Generalist

3 years of experience in specialty area:

• Compensation
• Total Rewards
• Employee Relations

Solid generalist knowledge of the various HR functions

Project management experience

We Offer

• Competitive salary (hiring range is $66,000 - $83,000 annually)
• Annual organizational incentive program
• Medical, dental & vision insurance
• Paid life and long-term  insurance
• Voluntary life insurance options
• 403(b) employer match and profit sharing
• Tuition assistance program
• Employee wellness & assistance programs
• Inclusive culture – consistently recognized as a top workplace in Arizona.
• Tobacco-free, drug-free workplace

Additional Information

Donor Network of Arizona is proud to be an Equal Opportunity Employer. We do not discriminate based on , , , (including ), , , , , , veteran status, genetic information, or any other protected characteristics as outlined by federal, state, or local laws. All employment is based on qualifications, merit and business need. If you require a reasonable accommodation due to a during the application or interview process, please contact our team are committed to maintaining a drug-free workplace.

Our client is seeking an experienced and strategic HR Business Partner to focus on Talent Management initiatives for their operations in Phoenix, Arizona, US . This integral role will partner with senior leadership and various departments to develop and implement comprehensive talent management strategies, including talent acquisition, performance management, learning and development, succession planning, and employee engagement. The ideal candidate will possess a strong understanding of HR best practices, a data-driven approach, and the ability to influence stakeholders at all levels. You will be instrumental in shaping the employee experience and ensuring the organization has the talent pipeline necessary to achieve its strategic objectives. Responsibilities include:

• Collaborating with business leaders to identify talent needs and develop aligned HR strategies.
• Overseeing the performance management cycle, including goal setting, feedback mechanisms, and annual reviews.
• Designing and implementing learning and development programs to enhance employee skills and career growth.
• Developing and managing succession plans for critical roles to ensure leadership continuity.
• Driving employee engagement initiatives and supporting change management efforts.
• Providing guidance and support to managers on HR policies, procedures, and employee relations issues.
• Analyzing HR metrics and trends to identify opportunities for improvement and report on key talent indicators.
• Supporting the talent acquisition process by partnering with recruiters to attract and retain top talent.
• Ensuring compliance with labor laws and company HR policies.
• Staying abreast of industry trends and best practices in talent management.

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or a related field. Master's degree or SHRM/HRCI certification preferred.
• Minimum of 5-7 years of progressive experience in Human Resources, with a strong focus on talent management and HR business partnering.
• Proven experience in developing and implementing talent management strategies.
• Excellent understanding of employment law and HR best practices.
• Strong analytical and problem-solving skills, with the ability to interpret data and provide actionable insights.
• Exceptional communication, interpersonal, and influencing skills.
• Proficiency in HRIS systems and talent management software.
• Ability to manage multiple projects simultaneously in a dynamic environment.

This role offers a significant opportunity to shape the talent landscape and contribute to the growth of a forward-thinking organization.

Our client is seeking a strategic HR Business Partner with a focus on Talent Management to join their established Human Resources department in **Boston, Massachusetts, US**. This critical role will support the development and implementation of comprehensive talent strategies designed to attract, develop, and retain high-performing employees. The ideal candidate will have a deep understanding of HR best practices, particularly in areas of workforce planning, performance management, succession planning, and leadership development. Key responsibilities include:

• Partner with business leaders to understand talent needs and develop proactive solutions.
• Design and implement performance management cycles, including goal setting and performance reviews.
• Facilitate succession planning processes and identify high-potential employees for development.
• Develop and execute talent acquisition strategies to attract top-tier candidates.
• Create and manage employee development programs, including training and coaching initiatives.
• Advise on organizational design and change management initiatives.
• Analyze HR data and metrics to identify trends and inform talent strategies.
• Ensure compliance with all relevant labor laws and regulations.
• Promote a positive and inclusive company culture.
• Manage employee relations issues with fairness and sensitivity.
• Collaborate with the broader HR team to ensure seamless delivery of HR services.

Qualifications include a Bachelor's degree in Human Resources, Business Administration, or a related field. A Master's degree or relevant HR certification (e.g., SHRM-SCP, PHR) is highly preferred. A minimum of 5 years of progressive HR experience, with at least 2 years in a Business Partner or Talent Management role, is required. Exceptional communication, influencing, and stakeholder management skills are essential. This role offers a chance to make a significant impact on our client's most valuable asset – its people. Enjoy a competitive compensation package, excellent benefits, and a stimulating work environment in the heart of Boston.

Our client is seeking an experienced HR Business Partner specializing in Talent Management to join their dynamic team in Charlotte, North Carolina, US . This pivotal role will focus on aligning HR strategies with business objectives to foster employee growth, engagement, and organizational effectiveness. The ideal candidate will be a strategic thinker with a strong understanding of human resources principles, particularly in talent acquisition, performance management, employee development, and succession planning. You will partner closely with senior leadership and management across various departments to identify talent needs, develop robust recruitment strategies, and ensure a strong pipeline of qualified candidates. Key responsibilities include overseeing the performance management cycle, implementing effective development programs, and facilitating career pathing for employees. You will also play a crucial role in succession planning, identifying high-potential employees and creating development plans to prepare them for future leadership roles. This role requires a proactive approach to employee relations, fostering a positive work environment, and ensuring compliance with labor laws and company policies. The HR Business Partner will contribute to the design and implementation of HR initiatives that support business goals and enhance the employee experience. Collaboration with the broader HR team to ensure seamless delivery of HR services is essential. The ability to analyze HR data and provide insights to support decision-making is highly valued. This is a hybrid role, requiring a balance of in-office collaboration and remote work flexibility.

Responsibilities:

• Partner with business leaders to understand talent needs and develop HR strategies.
• Oversee and enhance talent acquisition processes.
• Manage the performance management system and development planning.
• Develop and implement succession planning initiatives.
• Provide guidance and support on employee relations and engagement.
• Analyze HR metrics and provide recommendations to leadership.
• Ensure compliance with HR policies and employment regulations.
• Collaborate with HR colleagues to deliver comprehensive HR services.

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree preferred.
• 5+ years of progressive HR experience, with a focus on talent management and business partnering.
• Proven experience in talent acquisition, performance management, and employee development.
• Strong understanding of HR best practices and employment law.
• Excellent consulting, coaching, and influencing skills.
• Proficiency in HRIS and other HR software.
• Exceptional analytical and problem-solving abilities.
• Strong communication and interpersonal skills, with the ability to interact effectively at all levels of the organization.

Our client is actively seeking an experienced and strategic HR Business Partner to support their Human Resources department in Portland, Oregon, US . This role will partner closely with business leaders to align HR strategies with organizational objectives, focusing on talent management, employee relations, performance management, and organizational development. You will be a trusted advisor, providing expert guidance on HR policies, procedures, and best practices. The ideal candidate will possess a strong understanding of various HR functions, excellent interpersonal skills, and the ability to build collaborative relationships across all levels of the organization. Responsibilities include employee coaching and development, talent acquisition support, compensation and benefits administration, and leading HR initiatives that enhance employee engagement and retention. A Bachelor's degree in Human Resources, Business Administration, or a related field is required, along with a minimum of 5 years of experience as an HR Generalist or HR Business Partner. Professional HR certifications (e.g., SHRM-CP, PHR) are highly preferred. Strong knowledge of employment law and HRIS systems is essential. You will be a key contributor to fostering a positive and productive work environment within our Portland, Oregon, US office, driving initiatives that support our client's most valuable asset: their people.