Total 221 digital art director job vacancies in Human Resources category in Malaysia

SME in the Manufacturing Industry

Roles & Responsibilities

The company has ambitious growth plans moving forward, including the hiring of more Sales personnel across several of our offices in the SEA and Oceania region.

The Group HR & Admin Director is a pivotal role, working across the parent company as well as the subsidiaries. We have over the last 1-2 years been building our HR capabilities, through various initiatives. We have revamped the way we recruit, and we have many more plans for improving and professionalizing our HR capabilities. These include how we recruit both junior and more senior, revenue-generating roles. We are also looking at continually improving our Performance Appraisal assessment processes and providing a better training offering, for our mid to senior-level employees.

This role must ensure we continue to move forward with our HR achievements, and it will suit a person who has the dedication to achieve successful outcomes in a dynamic and changeable environment.

The Group HR & Admin Director oversees the full HR and administrative functions and should expect to work closely with the Group COO, the respective subsidiaries’ CEOs, Support Functions heads, and the wider Operations teams.

Experience in a fast-paced Manufacturing industry is key, China experience is a plus. Experience in regional HR, Recruitment, and Training is essential.

• Experience working in a cross-border, global organization
• Policy and Procedures formulation and drafting
• Project launches and implementations
• Both a hands-on and strategic leader who is willing to do the operational work in HR & Admin
• Track record of running training programs across regional locations, adapted to different employee groups are advantageous
• Continuous improvement mindset
• Effective communication and interpersonal skills

Airbus is committed to providing reasonable accommodations as an Equal Opportunity Employer to applicants with disabilities. If you require assistance or an accommodation to complete your application, please contact us at USCareers@airbus.com

• Notice: Know Your Rights: Workplace Discrimination is Illegal
• Notice: Pay Transparency Nondiscrimination (English)
• Aviso: Transparencia en el Pago No Discriminación (Spanish)

Job Description:

Airbus Commercial Aircraft is looking for a HR Digital Project Manager (CONTRACT) to join our HR Digital and Transformation team.

                

This position can be based at the following Airbus locations: Herndon, VA, Grand Prairie, TX or Mobile, AL.

Meet the team:

You will be part of a team defining & delivering business oriented solutions (including policies, processes and tools) to internal customers in alignment with Business and HR strategy by involving all stakeholders in area of responsibility (CoC).

Your working environment:

The Washington, D.C. metro area is home to multiple Airbus offices: In our nation’s capital you will find the Airbus Experience Center, a collection of interactive, multimedia exhibitions highlighting the extensive role the company plays in the aviation, aerospace and defense industries in the U.S. and around the world. The D.C. area is also home to our regional corporate headquarters – located adjacent to Washington Dulles International Airport (IAD) - it makes flying in a breeze!

Your challenges:

• Support HRIS implementation projects for 2024 and onwards by ensuring the coordination between stakeholders, working closely with the SMEs (subject matter experts). 
• Executes full cycle project management for large projects on HRIS systems and digital tools to provide solutions to a variety of HRIS operational challenges and needs. 
• Facilitates and leads project teams, develops project charters, work breakdown structures, project schedules and milestone plans, risk management, communication plans, issue logs and decision logs.
• Prepare dedicated change management plans: define the roadmap, propose relevant change activities, define and execute change deliverables and monitor the change plan implementation.  
• Acts as a local key user of the new HRIS platform (Workday) and supports the team when relevant, interfacing with relevant stakeholders within the group.
• Develop various business workflows based on the implemented platform.
• Prepare clear, concise and detailed reports providing clear and logical presentation of facts and evidence. 
• Communicates with HRLT and other stakeholders to understand the statistical trends and how they change. 

Your boarding pass:

• Bachelor’s degree in a related field or a combination of education and experience.
• 1 year experience in managing and completing an HRIS implementation project
• Experience with project management tools (required). 
• Experience in Change Management, and facilitation techniques and tools (required)
• Experience managing project-orientated teams and work groups (preferred.)

Certifications:

• Data Analytics is a plus.
• SHRM or HRCI certification (or seeking) is a plus.

Travel:

• 10% Domestic.

Eligibility:

• Authorized to Work in the US.

This position is a temporary (contract) position with no specific time period but could be extended or shortened as needed. Contractors are employed by a 3rd party vendor and placed on assignment to Airbus in America.

Take your career to a new level and apply online now!

A full job description will be provided to candidates who progress to the interview stage or any candidate upon request.

This job requires an awareness of any potential compliance risks and a commitment to act with integrity, as the foundation for the Company’s success, reputation and sustainable growth.

Company:

Airbus Americas, Inc.

Employment Type:

Agency / Temporary

Experience Level:

Entry Level

Remote Type:

Flexible

Job Family:

HR Expertise <JF-HR-CC>

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Job Posting End Date: 03.04.2024Airbus provides equal opportunities to all individuals seeking assignment with Airbus without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetics, pregnancy, marital status, veteran status or other legally protected status. In addition to federal law requirements, Airbus complies with applicable state and local laws governing nondiscrimination in every location in which the company has facilities. Airbus expressly prohibits any form of workplace harassment based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetics, pregnancy, marital status, veteran status or other legally protected status. This assignment description does not constitute a written or implied contract of employment.

By submitting your CV or application you are consenting to Airbus using and storing information about you for monitoring purposes relating to your application or future employment. This information will only be used by Airbus.
Airbus is committed to achieving workforce diversity and creating an inclusive working environment. We welcome all applications irrespective of social and cultural background, age, gender, disability, sexual orientation or religious belief.

Airbus is, and always has been, committed to equal opportunities for all. As such, we will never ask for any type of monetary exchange in the frame of a recruitment process. Any impersonation of Airbus to do so should be reported to emsom@airbus.com.

ROLE OVERVIEW

The role of HR Director, Mandala Group is responsible for the smooth and profitable operation of the company’s human resource department.

Supervise and consult management on strategic staffing plans, compensation, benefits, training and development, budget, and labour relations.

Develop a culture that enables employees to perform according to Mandala’s Vision. Mission. Values.

Effectively plan, design, develop, and evaluate human resource-related initiatives that support organizational strategic goals.

Lead performance management, talent assessment, and effective labour relationships, including negotiating and administering labour agreements.

Supervise staff and report to the Board of Directors on issues regarding implementing policies and procedures, the safety of the workforce, recruiting and hiring high-performing employees, labour legislations, and other human resources issues.

Direct the development and implementation of organizational development programs, employee orientation and training programs, benefit plans, policies and guidelines, database management procedures, equal opportunity employment programs, and employee record and documentation policies.

Evaluate effectiveness through compiling and analyzing data and distributing various reports on HR metrics to ensure needs are met.

Ensure compliance with local laws and industry regulations, advising department managers on legal implications of HR issues related to discipline and employee grievances.

Plan and oversee the HR department budget.

KEY OBJECTIVES & DELIVERABLES

HR Strategy, Leadership, and Coordination

· Develop a strategic approach to human resources and execute these strategies.

· Lead and support a continuous change agenda advising on people's decisions to drive effectiveness.

· Ensure that HR issues are given full consideration in all decision-making.

· Work to develop appropriate human resource policies and standards to ensure effective, fair, and equitable management of employees throughout the organization.

· Provide advice, information, and support across the organization on HR policies and procedures in line with best practices.

· Focus on the continuous improvement of HR processes and procedures.

· Prepare reports for management in relation to employee turnover, new hires, resignations, training and development, etc.

Recruitment

· Ensure that the recruitment standards are professional and rigorous and maintained at the highest practicable level.

· Involvement in senior-level resourcing, including interviewing candidates and completing onboarding.

· Build a strong talent pipeline with the Regional and International HR Teams.

· Stay abreast of market data for salaries to assist with salary planning and benchmarking for new roles.

Talent Management & Retention

· Execute talent, retention, and succession planning initiatives.

· Work with the HR Teams on Talent Management Strategy and the annual Career Path Assessment process.

· Support, communicate, and advise senior management on their talent development initiatives.

· Ensure the Mandala Vision. Mission. Values. resonate throughout any HR initiatives.

Compensation, Benefits, and Commissions

· Analyse trends in compensations and benefits to ensure the organization attracts and retains top talents.

· Work closely with the C-suite and Directors to implement a Commission and Incentive Scheme Structure for all levels of the Organisation to promote Performance Excellence and reward the team’s professional achievements.

Training and development

· Propose a HR Strategy and Budget for Team Professional Development.

· Coach and empower all Regional and International HR Teams to work alongside the Departmental Managers to execute approved training programs.

Performance Management

· Oversee the performance management of the employees through the HR Teams, including job description formulation, assessments, and promotions.

· Implementing performance appraisals, training, and feedback across the Organisation quarterly and annually.

· Drive best practice and act as counsel to Management on all issues of employee performance.

Legal and Compliance Practices

· Ensure up-to-date employment policies align with local legislation across all territories.

· Continual policy and process development, and amending and implementing policies and procedures in line with employment law regulation.

OTHER INFORMATION

THE RIGHT PERSON

· A passion for hospitality and delivering exceptional lifestyle experiences.

· Great attention to details.

· Extremely disciplined and focused to achieve agreed targets within given deadlines.

· Broad thinker.

· Able to understand the business and apply consistency and value-adding HR initiatives.

· Experience in driving change and integration.

· Quick thinking and comfortable in a creative setting and a fast-paced environment where each day brings new challenges and rewards.

· A self-starter; happy to pitch into the day-to-day necessary tasks and prioritize long-term projects.

· Excellent work ethic and grounding of discretion and confidentiality.

· Commercially astute.

· Able to interpret and analyze numerical data and information.

· Degree in Human Resources Management or related field advantageous.

THE RIGHT EXPERIENCE

· 10+ years’ experience in HR, preferably in a multinational marketing/communications company.

· Strong Regional experience across South East Asia.

· Up-to-date knowledge of HR policies, processes, and tools across the region

· Good verbal and written communication skills to communicate with multinational network individuals and the local agency.

· Proven experience with HR systems.

The role reports to: Board of Directors.

ROLE OVERVIEW

The role of HR Director, Mandala Group is responsible for the smooth and profitable operation of the company’s human resource department.

Supervise and consult management on strategic staffing plans, compensation, benefits, training and development, budget, and labour relations.

Develop a culture that enables employees to perform according to Mandala’s Vision. Mission. Values.

Effectively plan, design, develop, and evaluate human resource-related initiatives that support organizational strategic goals.

Lead performance management, talent assessment, and effective labour relationships, including negotiating and administering labour agreements.

Supervise staff and report to the Board of Directors on issues regarding implementing policies and procedures, the safety of the workforce, recruiting and hiring high-performing employees, labour legislations, and other human resources issues.

Direct the development and implementation of organizational development programs, employee orientation and training programs, benefit plans, policies and guidelines, database management procedures, equal opportunity employment programs, and employee record and documentation policies.

Evaluate effectiveness through compiling and analyzing data and distributing various reports on HR metrics to ensure needs are met.

Ensure compliance with local laws and industry regulations, advising department managers on legal implications of HR issues related to discipline and employee grievances.

Plan and oversee the HR department budget.

KEY OBJECTIVES & DELIVERABLES

HR Strategy, Leadership, and Coordination

· Develop a strategic approach to human resources and execute these strategies.

· Lead and support a continuous change agenda advising on people's decisions to drive effectiveness.

· Ensure that HR issues are given full consideration in all decision-making.

· Work to develop appropriate human resource policies and standards to ensure effective, fair, and equitable management of employees throughout the organization.

· Provide advice, information, and support across the organization on HR policies and procedures in line with best practices.

· Focus on the continuous improvement of HR processes and procedures.

· Prepare reports for management in relation to employee turnover, new hires, resignations, training and development, etc.

Recruitment

· Ensure that the recruitment standards are professional and rigorous and maintained at the highest practicable level.

· Involvement in senior-level resourcing, including interviewing candidates and completing onboarding.

· Build a strong talent pipeline with the Regional and International HR Teams.

· Stay abreast of market data for salaries to assist with salary planning and benchmarking for new roles.

Talent Management & Retention

· Execute talent, retention, and succession planning initiatives.

· Work with the HR Teams on Talent Management Strategy and the annual Career Path Assessment process.

· Support, communicate, and advise senior management on their talent development initiatives.

· Ensure the Mandala Vision. Mission. Values. resonate throughout any HR initiatives.

Compensation, Benefits, and Commissions

· Analyse trends in compensations and benefits to ensure the organization attracts and retains top talents.

· Work closely with the C-suite and Directors to implement a Commission and Incentive Scheme Structure for all levels of the Organisation to promote Performance Excellence and reward the team’s professional achievements.

Training and development

· Propose a HR Strategy and Budget for Team Professional Development.

· Coach and empower all Regional and International HR Teams to work alongside the Departmental Managers to execute approved training programs.

Performance Management

· Oversee the performance management of the employees through the HR Teams, including job description formulation, assessments, and promotions.

· Implementing performance appraisals, training, and feedback across the Organisation quarterly and annually.

· Drive best practice and act as counsel to Management on all issues of employee performance.

Legal and Compliance Practices

· Ensure up-to-date employment policies align with local legislation across all territories.

· Continual policy and process development, and amending and implementing policies and procedures in line with employment law regulation.

OTHER INFORMATION

THE RIGHT PERSON

· A passion for hospitality and delivering exceptional lifestyle experiences.

· Great attention to details.

· Extremely disciplined and focused to achieve agreed targets within given deadlines.

· Broad thinker.

· Able to understand the business and apply consistency and value-adding HR initiatives.

· Experience in driving change and integration.

· Quick thinking and comfortable in a creative setting and a fast-paced environment where each day brings new challenges and rewards.

· A self-starter; happy to pitch into the day-to-day necessary tasks and prioritize long-term projects.

· Excellent work ethic and grounding of discretion and confidentiality.

· Commercially astute.

· Able to interpret and analyze numerical data and information.

· Degree in Human Resources Management or related field advantageous.

THE RIGHT EXPERIENCE

· 10+ years’ experience in HR, preferably in a multinational marketing/communications company.

· Strong Regional experience across South East Asia.

· Up-to-date knowledge of HR policies, processes, and tools across the region

· Good verbal and written communication skills to communicate with multinational network individuals and the local agency.

· Proven experience with HR systems.

The role reports to: Board of Directors.

Are you our next Director, Human Resources - Corporate Functions?

The Director, Human Resources – Corporate Functions will be the primary HR business partner to the corporate functions (Finance/IT, Procurement, Government Relations and Public Affairs, Law, and HR) as part of the functional leadership teams and ensure the human resource strategies for these groups are aligned with business and enterprise HR strategies. Responsibilities will include:

• Leading the Corporate Functions HR business partner (HRBP) team

• Implementing integrated talent strategies as defined by the HR Communities of Expertise (COEs)

• Leading employee relations for Corporate Functions in partnership with Law and HR COEs.

The Director will serve as a member of the HR Leadership Team (HRLT) contributing to HR leadership, strategic planning, and decision-making. This person will participate in the development and execution of enterprise HR strategies, initiatives and activities that will maximize the return on investment for the company. They will partner with HR COEs to ensure effective alignment with global programs and objectives while leading and developing a team of managers to ensure the enterprise human resource strategy is implemented effectively, consistently, and according to established guidelines and budgets.

This role will be located at the FishHawk office with an expectation of 1-2 days per week at the Tampa Executive Office.

What will you do?

Strategic People Planning: Contribute and drive people and organization strategy within the assigned client groups as a member of the assigned leadership teams. Participate in the design and definition of HR metrics. Determine financial impact of HR strategies on client groups. Connect local and enterprise HR initiatives and ensure objectives are aligned. Forecast people requirements to support strategic business objectives, which includes succession planning, leadership development, and long- and short-term staffing plans. Accountable for developing the talent and bench within the HR business partner team as well as the overall HR function.

People Development: Provide day-to-day coaching for the assigned client group leaders and their respective teams. Ensure that the Mosaic leadership model and performance management tools are effectively implemented, and employees are engaged to meet their growth and development plans.  Ensure employees have a mechanism for timely and constructive feedback to ensure they have a clear understanding of their roles, jobs, and performance expectations.

Business Partnering: Contribute to the value creation for Mosaic, proving HR guidance and linking HR strategies to business unit strategic plans. Demonstrate value by providing proactive and customer-oriented HR solutions based on the connection with all parts in the HR operating model, on the knowledge of employees and Mosaic objectives.

Organizational Culture: Drive diversity and inclusion through support of recruitment, retention, and development of all employees, and actively engages in efforts to develop a diverse and inclusive workforce and a healthy, high-performing culture. Coach the leadership teams in techniques and practices for building effective and inclusive teams and for reinforcing high-performance expectations.

People Leadership (with direct reports): Develops and coaches employees in order to retain and expand organizational talent through focused attention and effort. Provides work direction as well as timely and constructive feedback to ensure employees have a clear understanding of their work, roles, business goals and performance standards.  Manages performance issues when necessary. Supports employees in their career development.

What will you need?

• Bachelor's degree in human resources, business, finance, or related area

• 10+ years of progressive, professional work experience in HR across a broad range of disciplines

• Previous experience in Leadership Development and Human Resources Generalist/ Business Partner.

• Strong labor and employee relations knowledge and experience

• Proven ability to manage and get results in a matrixed environment.

• Proven business partnering and consultative skills.

• Proven strategic planning capabilities.

• Strong understanding of business operations and functional requirements

• Demonstrated ability to create culture of adaptability and accountability.

• Ability to anticipate and assess large-scale internal and external issues that may impact the business and take proactive action to mitigate risks.

• Fortune 500 company experience preferred.

• International HR experience preferred.

• Strong computer skills, which includes proficiency with Microsoft Office (Word, Excel, PowerPoint, and Outlook) and Teams.

• Ability to travel up to 10-20% of time.

Knowledge, Skills and Abilities

• Customer Focus: Provides a high quality, highly responsive customer experience through a consultative approach and thoughtful insights.  Acts as a coach, sounding board, trusted adviser.  Not afraid to thoughtfully challenge and debate ideas.

• Business Acumen and Strategic Thinking: Understands business operations, functions, and financial metrics; Aware of how compensation practices contribute to the core business functions; Anticipates the future needs and has a long-term planning horizon; Identify the areas of change for the business; Able to anticipate what is going to happen and purposefully/proactively act on it.

• Critical Thinking/Evaluation: Has a big picture approach and is able see around corners; Comfortable with holistic/systematic thinking; Able to think broadly; Ability to handle highly confidential and sensitive information in a professional manner.

• Change Leadership/Relationship Management: Effective change agent; Able to maintain productive and healthy interpersonal relationships and help others do the same at different levels of the organization.

• Creativity, Flexibility and Agility: Able to think "outside of the box" to find best recommendations and solutions; Able to swiftly adjust the course of action/behavior based on the business changing priorities/customer needs.

• Communication: Ensures that their messages are applicable to a given situation, clear, concise, and readily understood by different audiences at different levels of the organization; Able to tailor communications to various audiences at different levels of complexity and breath; Able to apply anticipatory communication skills (foreseeing the clients' needs and answering in advance).

• Autonomy: Able to act independently without close supervision or guidance; Deals effectively with ambiguity and change in a highly matrixed organization.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• To support Generating ideas on contents and artwork.
• To support Planning, designing and developing contents, artwork, graphics and multimedia for approved communications channels such as employee bulletin boards, email, intranet (e.g. Connect), MS Teams, and TV/video
• Managing the approved communications channels such as employee bulletin boards, email, intranet (e.g. Connect), MS Teams, and TV/video
• Ensure employees receive interesting and engaging communications about activities within the company.
• To support in organizing and executing employee-related activities and campaigns

 

หน้าที่ และความรับผิดชอบ:​

• เป็นผู้ช่วยในการสร้างความคิดเกี่ยวกับเนื้อหาและงานออกแบบ
• เป็นผู้ช่วยฝึกทำงานการวางแผน การออกแบบ และพัฒนาเนื้อหา อาร์ตเวิร์ค กราฟิก และมัลติมีเดียสำหรับช่องทางการสื่อสารที่ได้รับอนุมัติ เช่น กระดานข่าวของพนักงาน อีเมล อินทราเน็ต (เช่น Connect) MS Teams และทีวี/วิดีโอ
• ตรวจสอบให้แน่ใจว่าพนักงานได้รับการสื่อสารที่น่าสนใจและมีส่วนร่วมเกี่ยวกับกิจกรรมภายในบริษัท
• เป็นช่วยในการจัดระเบียบและดำเนินกิจกรรมและการรณรงค์ที่เกี่ยวข้องกับพนักงาน

Exciting news! We are on a growing journey and building a stellar team!

Why should you be part of Sunnystep’s success?

We are an innovative force in consumer retail with a clear brand purpose — we believe wellness starts with our feet. Good shoes support our feet and our body, and help us move and live better.

We are redefining comfort in every step to an unparalleled experience without compromising on style. Our mission is to revolutionize the footwear industry by crafting the most comfortable shoes with an unwavering commitment to environmental responsibility ensuring that every step our customers take not only embodies unrivaled comfort but also leaves a positive impact on the planet.

The HR Director will be responsible for managing HR policies, programs, and initiatives, fostering a positive work culture, and ensuring compliance with employment laws and regulations.

You will also -

• Understand company business goals and manage all aspects of people in the company to help with our business expansion in and outside Singapore
• Drive a strong culture through organizational development interventions, coaching, and close partnerships with different departments
• Manage the performance management system. Develop and communicate career progression plans effectively with people in different departments
• Manage employee learning and development programs and help employees upgrade their skill sets. Develop succession planning for key roles
• Manage corporate communication and employer branding effectively. Ensure that the company’s strategic direction and business goals are clearly communicated throughout the company and identify gaps and fix them promptly
• Own employee satisfaction level
• Develop and administer region-specific human resources policies and procedures, ensure consistency with corporate policies, procedures, practices, and programs
• Develop and execute strategic workforce plans geared toward fuelling business growth
• Provide overarching HR strategic advice, support, and counsel to businesses. Identify key capabilities aligned with business goals, and conduct gap analysis.
• Attract, retain, and integrate an educated, high-quality, motivated, and engaged workforce. Partner closely with different departments and manage the entire recruitment and selection process for different teams in and outside Singapore within tight timelines
• Manage payroll, and make strategic plans for compensation and benefits to retain talents.

We would want to speak with you if you are/have –

• A start-up/growth scale-up mindset, flexible, and open to adapt to changing requirements when needed; roll-up-your-sleeves mindset
• A Bachelor’s degree, Master’s, or MBA a plus
• 10+ years of progressively complex/strategic HR experience, including organization effectiveness, staff relations, compensation, staff development and recruitment
• Minimum 5 years experience as a people leader with a strong drive to create a positive work environment
• Proficient with Employment Law in APAC
• Acute business acumen, strong leadership, planning, and interpersonal skills
• Ability to interact with and influence all levels of management, and executives
• Strong English command, oral and written

Based in Singapore, Sunnystep is committed to fostering community, inclusivity, integrity, and technology to support everybody’s journey of possibilities.

We review each application thoroughly and will arrange an initial discussion with the shortlisted candidates who best meet our requirements. If you find that the requirements align to your experience and expertise, you may express your interest through this job advertisement or you may reach out to our Talent Acquisition Manager, Sheryl Elnar – sheryl@mysunnystep.com.

About the company

Our client is a construction firm in Singapore with around 40 years of track records. With numerous prominent projects in Singapore, they are a house-hold name in the construction sector.

About the job

This role will report directly to the CEO and will manage a team 12. You will be responsible to:

• Collaborate with the department head to gain insight into the organization's objectives and strategic approach concerning workforce management, talent acquisition, and employee retention.
• Coordinates, directs, and oversees the planning, development, implementation, and management of policies, processes, training programs, initiatives, and surveys aimed at bolstering the organization's compliance with human resources regulations and aligning with its strategic goals.
• Manages and supervises the execution of human resource programs, including but not limited to compensation, benefits, leave policies, disciplinary procedures, performance and talent management, as well as training and development initiatives
• Recognizes staffing and recruitment requirements, and formulates and implements best practices for the recruitment process and talent management.
• Performs in-depth research and analysis of organizational trends, including the examination of reports and metrics derived from the organization's Human Resource Information System (HRIS) or Talent Management System.
• Supervises and guarantees the organization's adherence to local employment laws, regulations, and recommended best practices; evaluates and adjusts policies and procedures as needed to sustain compliance.
• Other ad-hoc duties.

Skills and experience required

• Bachelor Degree in Human Resources/ Business administration or related field
• Min. 15 years of experience in Human Resource Management.
• Experience within construction and/or engineering industries will be preferred
• Experienced in team management and people development

Role Overview:

As an Associate Director, you will play a pivotal role in connecting our clients with exceptional talent that aligns with their business objectives and company culture. You will work closely with firms in a variety of industries and markets guiding them in identifying and attracting top-tier professionals. By leveraging your expertise and industry knowledge, you will contribute to the growth and success of both our clients and our agency.

Responsibilities:

1. Business Development: Drive the acquisition of new clients, ensuring a steady flow of business opportunities and a constant pipeline of work to enable the team to thrive and expand in the marketplace.
2. Client Engagement: Collaborate with clients to understand their specific recruitment needs and develop customised talent acquisition strategies.
3. Talent Acquisition: Utilise your extensive network and cutting-edge recruitment techniques to identify, engage, and attract high-calibre professionals who possess the requisite skills and experience.
4. Candidate Assessment: Conduct thorough assessments, interviews, and due diligence to evaluate candidates' suitability for positions, ensuring they align with the criteria set by our clients.
5. Relationship Management: Build strong and lasting relationships with clients, candidates, and industry professionals, acting as a trusted advisor and maintaining a robust network of potential talent.
6. Market Intelligence: Stay abreast of industry trends and best practices, providing valuable insights and guidance to clients and candidates.
7. Branding and Marketing: Contribute to the agency's branding efforts, including writing thought leadership articles, attending industry events, and promoting our expertise.

Requirements:

• Minimum 10+ years’ experience as a 360 recruitment consultant in a recruitment agency
• Excellent knowledge of recruitment processes, sourcing techniques, and candidate assessment methodologies.
• Strong business development skills with a track record of establishing and maintaining relationships with key industry professionals.
• Exceptional communication and interpersonal skills, enabling effective client engagement and candidate management.
• A proactive and results-oriented approach, with the ability to work autonomously and manage multiple priorities effectively.
• An understanding of the importance of teamwork in achieving shared company targets, objectives, and goals.
• Bachelor's degree in a relevant field (e.g., Business, Human Resources) is preferred.
• Experience in managing a team of recruiters and researchers.

What We Offer:

• An exciting opportunity to join a reputable boutique recruitment agency and work alongside experienced senior recruiters.
• The chance to work with prestigious clients across industries and markets in shaping their strategies through talent acquisition.
• A supportive and collaborative team environment that encourages growth, learning, and professional development.
• Competitive salary package with performance-based incentives and a healthy work-life balance.

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What We'll Bring:

The U.S. Markets and Consumer Interactive (USM&CI) Director and HR Business Partner (HRBP) role is all about contributing to building and implementing the People Plan to drive the dynamic USM&CI business. This highly skilled and experienced HRBP partners closely with our USM&CI leadership teams and their matrix COE HR partners to develop impactful human capital, workforce planning, associate engagement and talent management plans and initiatives for USM&CI.

They build capability in every level of leader in this organization. They seize the opportunity to make an impact on the broader HR team, as well as in TransUnion’s growing business. USM&CI is led by President Steve Chaouki, and it is an exciting US business unit that drives approximately 75% of TU’s overall revenue. We differentiate ourselves in the market and win share by being thought leaders in the industries we serve and helping our customers succeed in the marketplace with TU’s full suite of existing solutions. We sell to and consult with clients that make up a diversity of industry verticals which leverage all of TU’s solutions for identity, credit and non-credit solutions and services.


Come be a part of our amazing HR team – you’ll work with great people, in a remarkable associate and client centric culture, with leading edge products and solutions and cutting-edge technology.

What You'll Bring:

• A minimum of 10 years of relevant HR experience, including experience in product and/or services organizations, with at least 5 of those years being in an HRBP role
• HR experience supporting Sales and sellers is a definite asset
• Experience and interest in supporting a fast paced and high growth organization, including supporting business groups composed of several business verticals, horizontals and geographical distance
• Excellent communication, consulting and coaching skills
• Experience working within a matrixed management environment and with managing through influence
• Experience creating and implementing HR programs including compensation, performance management, and manager/leadership development
• An undergraduate degree is required
• International experience is an asset

Impact You'll Make:

• The Director HRBP holds a critical role, working closely with the senior business leaders and executives to understand the strategic direction of the business, determine the HR implications, identify opportunities to enable and enhance the business agenda and ultimately build and execute plans to support that direction
• Take a fresh look at the current state, diagnose issues, and gain support from the team to collectively determine the resources needed to develop and execute the plan, and to deliver the corresponding communications plan
• Measure success of the HR plans, and identify ways to improve upon the current methods, processes and thinking 
• Drive organizational effectiveness (culture, collaboration, communication, etc.) in acquisitions, integrations, and re-organizations through  thought leadership and insightful data analysis  to guide decision-making and deliver proactive solutions
• Lead, in partnership with key leaders, the planning and delivery of the change management components of high visibility projects and programs through effective review and analysis of critical data
• Solve problems and get to the root cause of any issue, no matter how complex, and design and quickly implement solutions that cut across multiple disciplines; resolve complex escalated issues from COEs and team members
• Bring experience and expertise to help the leadership team make decisions that facilitate succession planning, leadership development and talent mobility
• Design and implement HR best practices within the areas of compensation, organization effectiveness, recruiting, and incentives
• Provide support and coaching to HRBP Advisors and Sr. Advisors
• This role has a shared direct report with whom you will work and develop 
• This is a hybrid position and involves regular performance of job responsibilities virtually as well as in-person at an assigned TransUnion office location for a minimum of two days a week. 

Benefits:

TransUnion provides flexible benefits including flexible time off for exempt associates, paid time off for non-exempt associates, tuition reimbursement, additional (following any short-term disability) 10 weeks of parental leave with gradual return, adoption assistance, fertility coverage, spousal and domestic partner benefits, charity gift matching, employee stock purchase plan, retirement contributions with employer match, organizational growth potential through our online learning platform with guided career tracks, and access to TransUnion’s Employee Resource Groups. 

We are committed to being a place where diversity is not only present, it is embraced. As an equal opportunity employer, all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, disability status, veteran status, genetic information, marital status, citizenship status, sexual orientation, gender identity or any other characteristic protected by law.

 

TransUnion's Internal Job Title:

Director, Human Resources

2000 16th Street, Denver, Colorado, 80202, United States of America

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

$110,100.00 - $161,700.00 / year

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  

Life at Nissan encompasses everything that inspires both the quality of our vehicles and the quality of our people. Company-wide, you'll find fast learners and self-starting engines as well as people who are quick to embrace change and take an idea into overdrive. At Nissan, minds race. Imagination gets a green light. Each opportunity is the fuel that drives an idea from inspiration to real-life. 

We’re currently looking for a Digital HR Analyst 2 to join our team in Franklin, TN.

This role coordinates and supports solutions, project management and change management for GPS regional and global programs, projects and initiatives ensuring an excellent user experience. This role also supports the adoption and utilization of HR digital platforms and tools which may include: Workday, Cornerstone OnDemand and ServiceNow, Analytics tools or other Software as a Service (SaaS) products across Nissan.

Job Summary

This role supports key regional GPS platform-focused initiatives, projects, and programs, ensuring an excellent employee experience and delivering measurable value/ROI to the business.  The Digital HR Analyst is a change agent, ensuring that system solutions drive the adoption of HR processes.  Additionally, the position utilizes standard methodology in employee data management to resolve requests and help achieve overall business objectives.  This position will participate in requirements definition, analysis, testing, deployment, and documentation of business functions and processes, as well as consult on strategic plans and work to optimize the use of Digital HR platforms (Workday, ServiceNow, and Cornerstone OnDemand).

Responsibilities

• Executes and supports global and regional medium-priority, medium-impact projects relating to Workday, HRSM-ServiceNow, Learning & Development (CSOD), and other Global People Services technologies.

• Supports the development and oversees the execution of global and regional governance and operational processes (change request process, support models, integrations, system configuration requests, COE-engagement strategies, etc.).

• Assures the definition of a standard client engagement methodology to enhance and expand the Digital HR portfolio/services is achieved and maintained.

• Supports the definition of operational support and project SLAs by actively seeking opportunities to optimize the service delivery model and increase efficiency while providing quality customer support.

  • Documentation, participation, monitoring, and meeting of metrics and service level agreements

• Partners with and serves as a liaison between GPS and COEs to advise on solutions within the Digital HR portfolio.

• Recommends business needs that will drive the digital technologies strategy and roadmap development.

• Supports change management plans, including alignment with COEs, communications, training, and awareness activities.

• Serves in a project management capacity to:

  • Manage project deliverables and deadlines.

  • Properly articulate issues, identify root causes, and develop solutions. 

  • Manage client and customer expectations through timely checkpoints to provide status on issues, roadblocks, risks, changes, and accomplishments. 

  • Escalate issues to management appropriately to support the timely resolution and ensure continued progress to project completion.

• Ensure employee records in core HR systems align with current standards. Perform routine checks, validation, and audits to ensure the integrity of the data in the systems is 100% compliant and accurate based on what has been provided or submitted through system workflows. 

• Maintain data in Digital HR systems ensuring information is available on a timely basis by performing group data updates (mass loading), exports, imports, clean-ups, and research/report on any data discrepancies. Monitor data integrity that flows to downstream systems; research issues for the root cause; and engage the necessary resources to resolve them.

  • Help support data quality initiatives by maintaining data integrity in systems using queries, reports, dashboards, and data analysis. 

• Participate in the identification and implementation of process improvements to ensure accurate employee data is maintained in the Digital HR systems and personnel files according to state and federal laws and company records retention guidelines. 

  • Actively utilizes PDCA methodology to identify value add services and operational enhancements.

• Create/ update/ maintain documentation requiring the application of specialized knowledge of the assigned function. 

• Supervisory Accountabilities: Supervises contract staff (onsite/offshore) to monitor workload and provide direction on running the business support needs and project execution. Coaches and provides guidance, training, and staff development to other team members. Additionally, the role participates in interviews for contract/offshore staff.

• Requires the ability to manage transactions of confidential information and problem-solve to make appropriate decisions.

• Active participation in regularly scheduled meetings about assigned initiatives, deliverables, projects, etc., will be expected.

• As necessary, any other relevant duties to aid in the organization's success.

Minimum Qualifications and Demonstrated Knowledge, Skills & Abilities

Job Knowledge and Skill:

• 5 years of experience in a fast-paced, client-focused Digital HR (HRIS) service delivery environment required. Ability to collaborate with business clients to understand and identify core business needs and provide business-focused solutions within the Digital HR portfolio.

• Experience with Workday or similar systems (HCM, Talent/Performance, Recruiting, Time Tracking/Absence, etc.), HRSM-ServiceNow, & LMS applications. Background in an application, database or front-end web development is a plus. A strong understanding of data structure concepts is desirable.

• PeopleSoft & SAP system skills are desirable.

• Advanced-level knowledge of Microsoft Office Suite and other PC applications required.

• Business-focused project management experience is required to support large-scale, regional/global business projects and change management initiatives. 

• 5 years of experience with HR functional processes (e.g., Talent Acquisition, Compensation & Benefits, Employee Relations, HR Business Partner, Strategic Workforce Planning, and L&D)

• Experience in a multi-cultural, globally-matrixed environment is required.

• Self-motivated, quick learner, managing multiple assignments concurrently with minimal supervision. Must be a results-oriented self-starter with a successful record of accomplishment.

• Strong analytical skills and research capabilities. Ability to think critically about a problem and provide solutions. Knowledge and use of PDCA methodologies are required.

• Strong written, oral communication and interpersonal skills. Ability to engage strongly with global clients/stakeholders, create impact, and win confidence.

Education and Experience:  Bachelor’s degree in a related discipline is required.

Physical Requirements

• The ability to work outside standard business hours to collaborate with global counterparts is required.

• Work location: Split time between HQ- Franklin, TN, remote, and various plant-manufacturing locations (Smyrna & Decherd, TN & Canton, MS).

• Travel: Occasional, as needed to domestic, regional, and international locations. It may be higher than usual during project planning or deployment phases.

Nissan is committed to a drug-free workplace.  All employment is contingent upon successful completion of a drug screen for roles based in the United States and background screening for all positions.     

All of us at Nissan – regardless of functional area or expertise – share a passion to design, manufacture, and sell high-performance vehicles. It is Nissan’s policy to provide Equal Employment Opportunity (EEO) to all persons regardless of race, gender, military status, disability, or any other status protected by law. Candidates for this position must be legally authorized to work in the United States and will be required to provide proof of employment eligibility at the time of hire; Nissan uses E-Verify to validate employment eligibility.  

**Visa sponsorship for this position is not available at this time.** 

 

NISSAN FOR EVERYONE

People are our most valuable assets, and diversity and inclusion are the key to maximizing the power of each individual member of our team.  When everyone belongs, the power of NISSAN is undeniable.  Our Corporate Diversity Initiative aims to improve business results by ensuring that our workplace and core businesses meet the unique needs of our employees and customer base.

Nissan is committed to creating a culture where everyone belongs and employees, customers, and partners feel respected, valued, and heard.  We have over 10 Business Synergy Teams (BSTs) across the U.S. and Canada that connect employees – with shared characteristics or interests – build allies, and foster a company culture where all employees feel supported and included.

Nissan also values inclusion in all areas of our business as we strive to mirror the diversity of our customer base and the communities where we do business. We are committed to procuring innovative goods and services, retailing our products and communicating from a diverse perspective which will help us continue to offer our customers competitively designed, market-driven products.

Join us as we carry our commitment to diversity and inclusion into the future.

Franklin Tennessee United States of America

Responsibilities:

Payroll Administration:

• Manage end-to-end payroll processing, including collecting and verifying employee timekeeping records, calculating wages, and ensuring accurate and timely payroll processing.
• Collaborate with finance and accounting departments to reconcile payroll data and resolve any discrepancies.
• Stay up to date with payroll regulations, tax laws, and compliance requirements to ensure accurate payroll processing.
• Maintain accurate payroll records, including employee information, earnings, deductions, and taxes

Compensation Strategy:

• Develop and execute a competitive compensation strategy that ensures internal equity and external competitiveness.
• Conduct regular market research to stay abreast of industry trends and benchmarks.
• Collaborate with leadership to align compensation programs with organizational goals.

Salary Structure and Analysis:

• Design and maintain a structured and fair salary system.
• Analyze salary data to identify trends, issues, and opportunities for improvement.
• Provide recommendations for salary adjustments based on market conditions and internal factors.

Benefits Administration:

• Oversee the design and administration of employee benefits programs, including health insurance, retirement plans, and wellness initiatives.
• Evaluate and negotiate contracts with benefit providers to ensure cost-effectiveness and quality of services.
• Stay informed about regulatory changes and ensure compliance with relevant laws and regulations.

Employee Communication:

• Communicate effectively with employees about compensation and benefits programs, ensuring transparency and understanding.
• Develop educational materials and conduct workshops to help employees make informed decisions about their benefits.

Performance Management:

• Integrate compensation and benefits programs with the performance management system.
• Work closely with HR and managers to link performance to rewards and recognition.

Data Analysis and Reporting:

• Utilize data analytics tools to generate insights into compensation and benefits trends.
• Prepare regular reports for leadership, highlighting key metrics and areas for improvement.

Requirements:

Proven experience in HR with a focus on payroll administration and C&B.

Strong knowledge of payroll processing, systems,and employment laws.

Proficient in MS Office suite, including Excel and Word.

HR certification(s) such as IHRP or SHRM-CP are a plus.

Responsibilities Engage key stakeholders and business leaders to understand business requirements Work with line management to interpret and guide HR policies Work with the Managing Director to maintain and develop HR policies and processes Deal with complex employee relations issues (investigations, grievances, disciplinary actions, redundancies Provide assistance with year-end management (e.g., promotions, bonuses, salary increases) Manage the monthly payroll process for Asia, and all compensation and benefits Manage the entire talent acquisition and recruitment process with the Regional Talent Acquisition Partner Enhance relationships between management and employees, build morale, and increase productivity and retention   Requirements At least 10 years of HR experience ideally from within the financial services space At least 5+ years of HRBP experience Demonstrated leadership in team management Knowledge of APAC Employment Laws and regulations Ability to multitask and deal with complexity within a dynamic and rapidly growing business environment Demonstrated leadership qualities, and with an astute commercial mind Excellent communication skills   Please send a copy of your resume in MS Word format to Lyn at lyn@fundspartnership.com for a confidential discussion. Thank you **All information will be treated with the strictest confidence. We regret to inform you that only short-listed applicants would be notified. Thank you for your understanding ***

Your role

· Provide day-to-day guidance to all employees on HR functional areas including administration, onboarding and employee relations among others;

· Act as a go-to contact person to stakeholders and other teams within the organization.

· Tackle HR related matters and tasks in compliance with labor law;

· Cover all the onboarding and offboarding cycle;

· Maintain all employee data on appropriate systems and inclusive of document imaging where required

· Collaborate with external payroll provider and assist with payroll preparation.

· Update and monitor HR policies and SOP’s, procedures and related forms as well as job descriptions and organizational charts for all departments;

· Maintain and update the HR database, records and employee files while monitoring schedules, attendance and leaves for proper action;

· Develop contract terms for new hires, promotions, transfers and terminations;

· Ensure that probation meetings are conducted and forms are filled in due time;

· Partner with other departments such as Finance, Legal and IT achieving shared organizational goals and objectives;

· Maintain in-depth knowledge of legal requirements, local labor laws and HR best practices reducing legal risks and ensuring regulatory compliance;

Your profile

· Minimum 3-4 years experiences

· Relevant degree or diploma would be an advantage

· Effective time management with strong follow-up, documentation and organization skill

· Fluent Hungarian and English

· Experience working in a multinational environment is preferred.

· German would be an advantage

· Strong stakeholder engagement skills

· Interest in growing your capabilities within the area of HR

· Ability to work across organizations and cultures

· Pro-activeness and ability to learn new systems and procedures easily

· Workday system knowledge is an advantage

Your ZEISS Recruiting Team:

Bartha Györgyi, Bartók Tímea, Fedor Fanni, Hrehuss Orsolya, Meláth Laura, Sturcz Noémi, Sztaskó Daniella