Total 14 Director/C-Level Business Analyst job vacancies in Human Resources category in The United States of America

Summary of the position:

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

Main responsibilities:

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

Legal and Regulatory Responsibilities:

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

Knowledge & Experience:

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

Date Posted:

2024-03-19

Country:

United States of America

Location:

OT155: DKB - BOSTON, MA 115 Shawmut Road, Canton, MA, 02021 USA

Otis is An Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status, age or any other federally protected class. To request an accommodation in completing an employment application due to a special need or a disability, please contact us at careers@otis.com.

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Position Summary: 

Prefer candidates driving distance to Norfolk, VA or open to relocation.

Provides strategic leadership for the HR Business Partner (HRBP) team for the Americas (United States, Canada, and South America) in alignment with the Company’s strategy and long-term goals. Ensures that HRBPs partner closely with business leaders to apply and implement effective people and organizational solutions that achieve results. Develops, communicates, and provides leadership for implementation of effective HR solutions. Coaches and develops HRBP team. Acts as thought leader and strategic advisor to the CHRO and other members of the senior leadership team. Collaborates effectively with peer HR leadership team members. Synthesizes enterprise needs and leverages business acumen and people insights to offer options and solutions that positively influence outcomes.

• As a member of the HR leadership team, contributes to the development of global human resources strategy and formulation of human capital solutions and their implementation.
• Leverages business insights to ensure broader HR team adapts to Company’s needs in real-time with right-sized solutions that also help drive overarching human capital strategy.
• As leader of the HR Business Partner team in the Americas, coaches the HRBP team in building and leading people plans to drive results based on business goals and strategies.
• Leverages problem solving experience to identify viable options for people challenges and help broader team including business leaders find a “best fit” to chart a path forward.
• Acts as trusted advisor to Company’s senior leaders including coaching leaders on full range of people matters including performance and change management.
• Consults with business leaders to help provide insight and solutions that solve complex problems and then supports the execution of solutions through effective change management practices.
• Helps drive the maturation of the talent pipeline by supporting leaders as they identify key skills, future talent needs and talent gaps, develop performers of all capabilities and ensure highest performers are being actively engaged, challenged, and retained to help drive business success and a healthy work environment where everyone can succeed.

Professional Experience/Qualifications:

• Bachelor’s degree (master’s preferred) in Human Resources, Employment Law, related field, or a demonstrable equivalent combination of formal education, on-the-job training, and/or work experience
• 10+ years of experience leading people and teams in an HR leadership role including managing professional and senior level HR roles while demonstrating the ability to translate business strategy and challenges into human capital solutions
• 5+ years of experience as a Senior HRBP with a proven track record of providing consultative support to help business leaders make complex decisions, designing and delivering an HR agenda in line with business priorities, and supporting key business leadership teams
• Previous experience in financial services or a heavily regulated business is desired
• Experience managing complex employee relations and change management activities such as restructuring and organizational design while complying with legal and regulatory requirements
• Excellent verbal, written and presentation skills, including the ability to communicate effectively with employees of all levels

All qualified applicants will receive consideration for employment regardless of age, race, color, sex, gender, religion, national origin, physical or mental disability, citizenship, or any other classes recognized by state or local law or any other characteristic protected under applicable federal, state or local law. We are a drug free workplace.

Location(s)

Atlanta, Georgia, Birmingham, Alabama, Chicago, Illinois, Dallas, Texas, Jacksonville, Florida, Lake Mary, Florida, Miami, Florida, St. Louis, Missouri

Details

Kemper is one of the nation’s leading specialized insurers. Our success is a direct reflection of the talented and diverse people who make a positive difference in the lives of our customers every day. We believe a high-performing culture, valuable opportunities for personal development and professional challenge, and a healthy work-life balance can be highly motivating and productive. Kemper’s products and services are making a real difference to our customers, who have unique and evolving needs. By joining our team, you are helping to provide an experience to our stakeholders that delivers on our promises.                                                                                                                                            

POSITION SUMMARY:           

As a pivotal member of the P&C and Life HR Business Partnerships Leadership Team, the HR Business Partner Director role is designed for a strategic and dynamic HR professional who will facilitate the development and execution of human capital strategies across multiple lines of business and functions. Reporting directly to the SVP, Human Resources for P&C and Life, this position acts as a program architect and consultant, leveraging deep HR expertise to facilitate organizational design and effectiveness, strategic workforce planning, workforce development, and program/project management efforts.

The HR Business Partner Director collaborates closely with HR and business leadership, serving as a critical link between HR Centers of Excellence (COEs) and the business units across all the HR disciplines including, but not limited to, Total Rewards, Talent Management, and Talent Acquisition. This role is responsible for developing, socializing, and maintaining relevant HR program and practice documentation that align with the company’s strategic priorities, driving change, and facilitating the growth and development of a high-performing workforce. As part of the leadership team, this role will contribute to shaping the overall direction of HR Business Partnerships organization for P&C and Life, ensuring that HR initiatives are not only reactive but also proactive and forward-thinking in addressing the evolving needs of the business.

This role requires a blend of strategic vision and practical execution, capable of identifying and leveraging opportunities for synergy across different HR functions. The successful candidate will champion innovation within the HR domain, advocating for best practices and continuous improvement to enhance organizational performance and employee experience.     

          

POSITION RESPONSIBILITIES:

• Facilitates human capital strategic plans with senior leaders and shares insights derived from robust business, market, industry, and organizational analytics. These insights, based on data, will enable senior leaders to make business and human capital decisions based on a more sophisticated understanding about how our people work and how the organization can help them work better.
• Collaborates with and advises senior leaders on organizational design, operating model structure, and workforce planning that optimally supports operational and strategic objectives of the corporation.
• Partners with the business and HR COEs to diagnose human resource implications of the organizations’ strategic priorities to formulate and execute corresponding human capital solutions to facilitate achievement of business objectives.
• Drives a high-performance organization through the acquisition, development, and retention of key talent and provides a framework that enables rigorous and integrated talent management practices in alignment with HR Centers of Excellence to achieve superior business results.
• Partners with Finance, LOB HRBP teams, and business leadership to develop and execute workforce planning strategies to ensure alignment with future business needs. Influencing and conducting gap analyses and scenario planning to anticipate and prepare for future workforce requirements.
• Diagnoses large scale organizational effectiveness and team performance issues and partners with senior leaders and their leadership teams with appropriate change management frameworks and initiatives to drive desired change.
• Oversees key HR projects and programs from inception to completion, ensuring alignment with strategic objectives using project management methodologies to guarantee timely and successful execution of HR initiatives.
• Provides strategic and operational planning support, executive meeting facilitation, and coordination of cross-functional HR and senior leader deliverables and initiatives.
• Leads change management initiatives, ensuring effective communication and smooth transition processes while cultivating a culture of adaptability and continuous improvement within the organization.
• Monitors HR metrics to evaluate the impact of HR strategies and initiatives on business outcomes and derive actionable insights.

                                                                                                                                             

 POSITION QUALIFICATIONS:

• 10+ years of experience in Human Resources, preferably in the financial services/insurance industry
• Bachelor's degree, preferably in human resource management or related field or equivalent level of experience, training, and education
• Demonstrated leadership experience in positions of increasing responsibility
• Track record of partnering with business, Finance, and HR COEs to develop and implement strategic HR solutions.
• Extensive change management knowledge and experience influencing and facilitating transformation
• Previous consultancy experience with HR consulting firms is a plus
• Master’s degree and/or relevant HR certifications preferred
• Able to handle moderate level of travel when required
• Strong strategic thinking and analytical capabilities.
• Excellent communication and interpersonal skills.
• Proficiency in project management and change management methodologies.
• Ability to collaborate effectively with Finance, HR COEs, and other business units.                                                                                                                                                                                          
• Sponsorship is not accepted for this opportunity.
• This is a hybrid position with weekly reporting into a Kemper office.              

Kemper is proud to be an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran, disability status or any other status protected by the laws or regulations in the locations where we operate. We are committed to supporting diversity and equality across our organization and we work diligently to maintain a workplace free from discrimination. Kemper is focused on expanding our Diversity, Equity and Inclusion efforts to align with our vision, mission, and guiding principles.  Kemper does not accept unsolicited resumes through or from search firms or staffing agencies. All unsolicited resumes will be considered the property of Kemper and Kemper will not be obligated to pay a placement fee.

Kemper will never request personal information, such as your social security number or banking information, via text or email.  Additionally, Kemper does not use external messaging applications like WireApp or Skype to communicate with candidates.  If you receive such a message, delete it.  

#LI-JO1

#LI-Hybrid

The Role:

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

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

Here’s What You’ll Do:

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

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

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

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

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

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

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

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

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

Basic Qualifications:

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

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

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

Preferred Qualifications:

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

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

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

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

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

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

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

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

• Outstanding communication skills (verbal and written).

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

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

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

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

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

About Moderna

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

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

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

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

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

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

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

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

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

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

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Looking for a job that actually makes a difference?
Join us at the Forefront of Shaping Healthier Lives

Overview
The Health Promotion Board’s vision is to make Singapore a nation of healthier people. Come be a part of this journey if you’re passionate about creating boundary-pushing work that drives behavioral change.

You will be a part of HPB’s Workforce Planning & Talent Development Department, which focuses on strategic workforce planning, talent acquisition as well as talent development to build up the succession pipeline for HPB.

What You Can Expect

As a key member of the Workforce Planning & Talent Development Department, you will have to lead the team to conduct workforce and manpower planning exercise and review the plan with the organisation. You will be reviewing and implementing the strategic workforce planning framework and strategies to guide HPB manpower planning processes as well as meet future manpower requirements of the divisions.
 

You will also be focusing on formulating and implementing effective recruitment strategies to meet organisation’s manpower needs and establish key performance indicators. In addition,  you will be required to review and improve work processes related to manpower planning, staffing and recruitment. You will be tasked with partnering divisions and line managers to understand and support their business needs while performing end-to-end recruitment as well as exit management.

You will be responsible for budgeting and monitoring recruitment-related expenditures where you are required to project manage HR-related services such as the period contract for appointment of Executive Search firms, and contracting for psychometric assessment.

Be Part of the Team

Join us if you are a dynamic and self-motivated individual with at least 8 years of experience in managing end-to-end recruitment or as a HR generalist/ Business Partner, and enjoys working in a highly matrixed, fluid and fast-paced environment. You should also possess:

• Good knowledge of market’s best practices in talent attraction and selection as well as key HR functions/practices especially in strategic workforce planning
• Demonstrated track record in engaging and influencing internal and external stakeholders, understanding and anticipating stakeholders’ business needs and co-creating solutions to address business needs
• Strong analytical skills, resourceful, meticulous and a collaborative team player with good written and verbal communication skills

In addition, having relevant qualifications or experience in human resources, business administration and managing tenders/ quotations for procurement of HR-related services will be an added advantage. Familiarity with Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) and Workday system would also be a plus.

The Deputy Director, HR Business Partnering (Operations) will manage a team of geographically dispersed HR Business Partners across His Majesty’s Prison and Probation Service (HMPPS). The role will involve working strategically with senior business leaders to develop and oversee the delivery of people strategies and interventions which focus on retention, building capability and capacity, leadership development, attraction, talent and inclusion, ensuring alignment with People Group and Outcome Delivery Plan (ODP) priorities. The role will work alongside the DD HR Business Partnering (CEO) ensuring collective priorities and coordination across HMPPS people plans.

The post holder will be accountable for the delivery of the team's business plan objectives, working closely with both the HMPPS People Intelligent Client Function and People Group colleagues to determine appropriate cross-HMPPS priorities and setting direction for the operational HR Business Partnering team.

The post holder will help to shape and support the successful transition and embedding of the new HR Business Partnering operating model, leading the change and building and maintaining team engagement. They will also help to embed a revised HRBP service offer across HMPPS, ensuring clear expectations are communicated in order to provide a professional service to our stakeholders. This will also include building HR capability and talent within the team.

The role holder will report to, and work closely with the Executive HR Director, responsible for this area, and operate as a key member of the People Group leadership team, working to lead the people function across MoJ.

Responsibilities

This role will include the following responsibilities

• Accountability for strategic leadership, partnering and business delivery, and being part of the senior leadership team; in addition to forming part of organisational leadership teams across MoJ.
• Setting the direction and driving a systematic, evidence-based approach across the department for workforce planning and future shaping activity that enables business areas to deliver effective outcomes in an often volatile, uncertain, complex and ambiguous environment.
• Strengthening all aspects of capability across the team, including working with other functional colleagues to develop business partner capability that will meet the demands of now, but also the future.
• Being a strong corporate leader who works collegiately across MoJ People Group to set direction, convey a future vision, motivate teams and develop, attract and retain diverse talent.
• Working in a programmatic, systematic way, comfortable using data and insight to guide work, inform activity and outcomes, ensuring there is robust HR analytics across the business to inform people related decision making.
• Communicating with credibility and using excellent interpersonal skills to command the trust and confidence of senior officials and stakeholders, and translating complex information into meaningful, easily understood narrative.
• Building strong and effective relationships with senior internal and external stakeholders, at all levels, through collaboration, professional credibility and emotional intelligence.
• Working successfully with senior stakeholders to drive change and improve performance through influencing and coaching business leaders to drive outcomes and delivery across the department.
• Supporting cross-team working, development and wellbeing as a key member of the People Group Senior Leadership Team.

Reporting to the Executive Director, you will develop and implement HR strategies and oversee the end-to-end HR functions such as recruitment, performance management, leadership development, organisational design and compensation & benefits. You will be responsible for driving people related initiatives to promote employee engagement across SBF and overseeing the development of employees to build a high-performance culture. You will be responsible in leading a small team, support and groom them in their HR careers. The incumbent is expected to be hands-on in daily HR operations.

Job Responsibilities

• Formulate, direct and deliver HR strategies and policies to ensure alignment to the organisation’s strategies.
• Drive and design effective compensation guidelines and benefits packages that aligns with organisational culture. This includes, but is not limited to salary review, budgeting, benefits administration and other compensation and benefits initiatives to ensure competitiveness and compliance with statutory requirements.
• Refine and deliver the performance management framework, adapting transparency and empowerment to drive performance and build a motivated and engaged workforce.
• Identify career development paths within the organisation and develop a holistic competency framework to build a resilient workforce. Work closely with management to understand ground sentiments to develop routes of advancement.
• Lead the development and execution of employee engagement and retention strategies, plans, and initiatives.
• Oversee manpower budget and manpower staffing plans through the identification of long- and short-term hiring needs.
• Responsible for recruitment strategies and ensure that interview and selection policies and procedures adhere to fair employment practices.
• Review manpower movements against forecasted manpower plans to identify gaps and develop robust talent strategies to cultivate and retain talent pool.
• Oversee learning and development framework and drives key strategies to ensure that the organisation has a strong and high performing talent pool.
• Manage the full spectrum of day-to-day HR operations and functions.
• Secretariat to the Appointments & Remuneration Committee, preparing and facilitating reports and updates to Board/Council on HR matters.

Job Requirements

• Minimum 15 years of Human Resource experience with at least 8 years leading a small Human Resource team. Depending on the candidate’s suitability and experience, he/she could be considered for Deputy Director position if the year of experience is slightly below requirement.
• Proven experience in leading and implementing HR change management projects/programs with engagement at senior leadership levels.
• Strong writing, presentation and communication skills.
• Strong knowledge in employment laws and best practices in human resources management.
• Ability to build effective relationships with key internal and external stakeholders and have a degree of influence.
• Meticulous and is able to drive and deliver under tight schedules and pressure.
• Possess an agile mindset, with good financial and people acumen.
• Demonstrate a high degree of confidentiality in interpersonal interaction.

Our Company

Changing the world through digital experiences is what Adobe’s all about. We give everyone—from emerging artists to global brands—everything they need to design and deliver exceptional digital experiences! We’re passionate about empowering people to create beautiful and powerful images, videos, and apps, and transform how companies interact with customers across every screen. 

We’re on a mission to hire the very best and are committed to creating exceptional employee experiences where everyone is respected and has access to equal opportunity. We realize that new ideas can come from everywhere in the organization, and we know the next big idea could be yours!

 

The opportunity
We are looking for exceptional talent to serve as HR Business Partners to help us on our mission to change the world through digital experiences. Our HR Business Partners are on the front lines every day making things happen across the organization so that we can continue to transform how people and brands tell their stories. We work together as One Team, embrace our differences, and have fun along the way. This is not an easy job but if you're up for some challenging and meaningful work that impacts our customers, our communities, and everyone who experiences our products, this is absolutely the coolest HR job on the planet.

In this position you with work with senior leaders in the Creative Product Group (CPG) which encompasses Creative Cloud Marketing, B2B and Partnerships, Digital Imaging, Digital Video and Audio, Pro Design, Engineering, and Program Management teams. This position will partner with leaders that are focused on growing our Creative and Document Cloud businesses with enterprise customers.

What you'll do

• Serve as a trusted business partner and coach to senior leaders in the organization
• Work on big problems from critical organizational and people issues to identifying and developing our key leadership talent to culture and change management to putting Adobe for All into action.
• Lead Employee Experience for the teams you support - you are the "Chief People Officer" for your business
• Be a leader throughout Adobe - speak up, keep it real, and agitate when necessary
• Speak "business" more than "HR" lingo

What you need to succeed

• 10+ years of HR or relevant leadership experience 
• A positive, can-do, attitude with a willingness to roll up your sleeves
• Ability to establish relationships at all levels of the organization
• Understand our business and how what you do will help us accelerate Adobe's growth
• Creativity in your DNA- this is Adobe after all. We love to challenge the status quo, especially in HR!
• Strong leadership and influencing skills
• Brainpower - Adobe is packed with super-smart people
• When you think you are done, make it better.
• Be you! Being someone else all day is just plain exhausting.
• Ability to remain flexible and agile in an ever-changing environment along with a willingness to always be learning
• BA/BS degree or equivalent practical experience
• Sense of humor helps - ability to laugh at yourself is important especially in the world of HR
• A burning passion to want to accomplish what most people might call "unreasonable expectations"

Our compensation reflects the cost of labor across several  U.S. geographic markets, and we pay differently based on those defined markets. The U.S. pay range for this position is $132,500 -- $282,800 annually. Pay within this range varies by work location and may also depend on job-related knowledge, skills, and experience. Your recruiter can share more about the specific salary range for the job location during the hiring process.

At Adobe, for sales roles starting salaries are expressed as total target compensation (TTC = base + commission), and short-term incentives are in the form of sales commission plans.  Non-sales roles starting salaries are expressed as base salary and short-term incentives are in the form of the Annual Incentive Plan (AIP).

In addition, certain roles may be eligible for long-term incentives in the form of a new hire equity award.

Adobe is proud to be an Equal Employment Opportunity and affirmative action employer. We do not discriminate based on gender, race or color, ethnicity or national origin, age, disability, religion, sexual orientation, gender identity or expression, veteran status, or any other applicable characteristics protected by law. Learn more.
 

Adobe aims to make Adobe.com accessible to any and all users. If you have a disability or special need that requires accommodation to navigate our website or complete the application process, email accommodations@adobe.com or call (408) 536-3015.

Adobe values a free and open marketplace for all employees and has policies in place to ensure that we do not enter into illegal agreements with other companies to not recruit or hire each other’s employees.

The purpose of the position is to be the trusted HR business partner to the department leaders in Singapore and across APAC, driving and executing the people agenda through strategic advice and delivery of best-practice services to the business.

Responsibilities

• Provide strategic guidance and be the trusted business partner to department leaders both in Singapore and across APAC.

• Identify, prioritise and develop organisational capabilities and behaviours to build a workforce that is future-ready.

• Effectively partner with, challenge and influence business leaders to deliver the right outcomes on people-related decisions, focusing on key agenda items such as workforce capabilities & performance, Diversity & Inclusion.

• Be a disruptor, collaborate with others internally within HR and others to drive culture change. Deliver and support change initiatives in the region.

• Develop and deploy talent strategy to ensure high-quality succession pipelines exist for critical roles. Play an active role in key talent decisions, rewards and welfare

• Responsible for management of employee relations issues such as disciplinary, grievances, employee litigation, redundancy and terminations.

• Provide guidance and support or participate in ongoing HR projects, ensuring that they are aligned with business objectives and practices.

• Design and support the implementation of company HR policies and procedures. Review and update our employment contracts and agreements

• Partner with country HR teams as well as other HR specialist teams on providing comprehensive and cohesive HR services to help the business meet its goals.

Requirements

• University Degree

• Minimum 8 years of HRBP & Talent experience

• Experience in developing and deploying talent strategy to ensure high-quality succession pipelines exist for critical roles

• Proven track record in effectively partnering, challenging and influencing business leaders to deliver the right outcomes on people-related decisions, focusing on key agenda items such as workforce capabilities & performance, Diversity & Inclusion

• Experience in Employee Relations

• Good knowledge of the local labour law and HR practices and procedures is essential

• Effective communicator, with a drive for excellence and a principled and energetic approach to partnering the business in HR related matters.• Is organized, able to multi-task and prioritize competing requests from different stakeholders with strong problem-solving skills

• Positive attitude with excellent Interpersonal and communication skills

• Resourceful and a Great team player

• Creative

• Resilient

• Agile and adaptable

We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity.

Overview of the job

The Ministry of Justice’s People Group supports the organisation by enabling its people to be the best that they can be. We are continuously reviewing and enhancing the services that our people group provide across the Ministry of Justice to deliver high quality services for our customers. MoJ has a team of committed and capable professionals delivering people services across the Justice family.

As owner of the People Strategy and delivery plans for their associated area of the business the HR Business Partner will support a number of business units, acting as a consultant to provide direction on how best to align the people and business priorities.

With a key focus on working relationships and an ability to establish how policy, process and good practice can be used to ensure that People Priorities are delivered to maximise performance and optimise staff engagement.

Key strategic People Lead role working to provide a service to stakeholders at either Executive or Senior Leader Level.

Summary

The post holder will be required to deliver their role in a variety of locations and may be called upon to support national projects across areas of the business.

As a qualified (or aspiring) HR professional, the post holder will use a combination of generalist knowledge, personal skills and experience to provide direction on how best to align the people and business priorities.

With links to the wider HR specialist functions, including the Learning and Talent and Organisation Development community, the post holder will work with senior leaders and provide recommendations and advice following analysis and assessment.

Responsibilities, Activities & Duties:

As a lead expert in individual and collective learning, the role will require the post holder to complete business need analysis on the capability of its people, the organisational design of the business and the development of staff and teams.

Providing advice and recommendations for talent management strategies; supporting the building of capability through implementing talent reviews, performance validation and capability plans for the business. Building relationships with expert areas of the business including L&D to meet the skill development needs of staff.

Supporting the implementation of changes by proactively planning and advising on effective change management in collaboration with colleagues from OD&D, People Group Business Change and appropriate specialists from across the HR Function.

Engaging colleagues across the business to ensure people issues and risks are considered at the appropriate time in the execution of change management and during business as usual activities.

Work closely with key stakeholders on strategic workforce planning to establish existing and future workforce numbers, skills requirements and organisational structures.

Provide support and advice on resourcing vacancies, ensuring compliance with Civil Service Recruitment Principles and supporting the workforce plan with effective staff retention plans

Supporting stakeholder group to identify and plan employee engagement interventions, using Civil Service People Survey data, that will drive increased capability and performance.

Proactively work to resolve HR issues which may be a barrier to achieving key performance objectives and improving business functions. Using networks and contacts to identify opportunities to improve people delivery

Working with stakeholders to interpret complex case management and other HR advice into key business activities using HR knowledge and understanding of business demands and priorities.

Awareness of the wider context of the country, department and profession, and an understanding of the impact of these on your area of work.

Specific Areas of work will include:

• Employee Experience and Staff Engagement
• Staff Wellbeing
• Diversity & inclusion
• Contingency Support (Urgent Notification, Special Measures etc)
• Resourcing & Retention Strategy & Planning
• Employee Relations

Role may involve line management of EO or HEO colleagues within the regional or central team.

We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity.

Overview of the job

The Ministry of Justice’s People Group supports the organisation by enabling its people to be the best that they can be. We are continuously reviewing and enhancing the services that our people group provide across the Ministry of Justice to deliver high quality services for our customers. MoJ has a team of committed and capable professionals delivering people services across the Justice family.

As owner of the People Strategy and delivery plans for their associated area of the business the HR Business Partner will support a number of business units, acting as a consultant to provide direction on how best to align the people and business priorities.

With a key focus on working relationships and an ability to establish how policy, process and good practice can be used to ensure that People Priorities are delivered to maximise performance and optimise staff engagement.

Key strategic People Lead role working to provide a service to stakeholders at either Executive or Senior Leader Level.

Summary

The post holder will be required to deliver their role in a variety of locations and may be called upon to support national projects across areas of the business.

As a qualified (or aspiring) HR professional, the post holder will use a combination of generalist knowledge, personal skills and experience to provide direction on how best to align the people and business priorities.

With links to the wider HR specialist functions, including the Learning and Talent and Organisation Development community, the post holder will work with senior leaders and provide recommendations and advice following analysis and assessment.

Responsibilities, Activities & Duties:

As a lead expert in individual and collective learning, the role will require the post holder to complete business need analysis on the capability of its people, the organisational design of the business and the development of staff and teams.

Providing advice and recommendations for talent management strategies; supporting the building of capability through implementing talent reviews, performance validation and capability plans for the business. Building relationships with expert areas of the business including L&D to meet the skill development needs of staff.

Supporting the implementation of changes by proactively planning and advising on effective change management in collaboration with colleagues from OD&D, People Group Business Change and appropriate specialists from across the HR Function.

Engaging colleagues across the business to ensure people issues and risks are considered at the appropriate time in the execution of change management and during business as usual activities.

Work closely with key stakeholders on strategic workforce planning to establish existing and future workforce numbers, skills requirements and organisational structures.

Provide support and advice on resourcing vacancies, ensuring compliance with Civil Service Recruitment Principles and supporting the workforce plan with effective staff retention plans

Supporting stakeholder group to identify and plan employee engagement interventions, using Civil Service People Survey data, that will drive increased capability and performance.

Proactively work to resolve HR issues which may be a barrier to achieving key performance objectives and improving business functions. Using networks and contacts to identify opportunities to improve people delivery

Working with stakeholders to interpret complex case management and other HR advice into key business activities using HR knowledge and understanding of business demands and priorities.

Awareness of the wider context of the country, department and profession, and an understanding of the impact of these on your area of work.

Specific Areas of work will include:

• Employee Experience and Staff Engagement
• Staff Wellbeing
• Diversity & inclusion
• Contingency Support (Urgent Notification, Special Measures etc)
• Resourcing & Retention Strategy & Planning
• Employee Relations

Role may involve line management of EO or HEO colleagues within the regional or central team.

We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity.

Overview of the job

The Ministry of Justice’s People Group supports the organisation by enabling its people to be the best that they can be. We are continuously reviewing and enhancing the services that our people group provide across the Ministry of Justice to deliver high quality services for our customers. MoJ has a team of committed and capable professionals delivering people services across the Justice family.

As owner of the People Strategy and delivery plans for their associated area of the business the HR Business Partner will support a number of business units, acting as a consultant to provide direction on how best to align the people and business priorities.

With a key focus on working relationships and an ability to establish how policy, process and good practice can be used to ensure that People Priorities are delivered to maximise performance and optimise staff engagement.

Key strategic People Lead role working to provide a service to stakeholders at either Executive or Senior Leader Level.

Summary

The post holder will be required to deliver their role in a variety of locations and may be called upon to support national projects across areas of the business.

As a qualified (or aspiring) HR professional, the post holder will use a combination of generalist knowledge, personal skills and experience to provide direction on how best to align the people and business priorities.

With links to the wider HR specialist functions, including the Learning and Talent and Organisation Development community, the post holder will work with senior leaders and provide recommendations and advice following analysis and assessment.

Responsibilities, Activities & Duties:

As a lead expert in individual and collective learning, the role will require the post holder to complete business need analysis on the capability of its people, the organisational design of the business and the development of staff and teams.

Providing advice and recommendations for talent management strategies; supporting the building of capability through implementing talent reviews, performance validation and capability plans for the business. Building relationships with expert areas of the business including L&D to meet the skill development needs of staff.

Supporting the implementation of changes by proactively planning and advising on effective change management in collaboration with colleagues from OD&D, People Group Business Change and appropriate specialists from across the HR Function.

Engaging colleagues across the business to ensure people issues and risks are considered at the appropriate time in the execution of change management and during business as usual activities.

Work closely with key stakeholders on strategic workforce planning to establish existing and future workforce numbers, skills requirements and organisational structures.

Provide support and advice on resourcing vacancies, ensuring compliance with Civil Service Recruitment Principles and supporting the workforce plan with effective staff retention plans

Supporting stakeholder group to identify and plan employee engagement interventions, using Civil Service People Survey data, that will drive increased capability and performance.

Proactively work to resolve HR issues which may be a barrier to achieving key performance objectives and improving business functions. Using networks and contacts to identify opportunities to improve people delivery

Working with stakeholders to interpret complex case management and other HR advice into key business activities using HR knowledge and understanding of business demands and priorities.

Awareness of the wider context of the country, department and profession, and an understanding of the impact of these on your area of work.

Specific Areas of work will include:

• Employee Experience and Staff Engagement
• Staff Wellbeing
• Diversity & inclusion
• Contingency Support (Urgent Notification, Special Measures etc)
• Resourcing & Retention Strategy & Planning
• Employee Relations

Role may involve line management of EO or HEO colleagues within the regional or central team.

The Deputy Chief Human Capital Officer (DCHCO), Business Solutions, will assist the CHCO in delivering the full range of human resources programs and services to support the agency’s human capital strategic goals. The primary duties include, but are not limited to, the following:

• Direct the development of effective talent acquisition and talent development measures to recruit, hire, develop, and retain a diverse and high performing workforce with strategic competencies for mission critical occupations. Ensure the alignment of workforce staffing models and skill development to compliment the evolution of mission responsibilities across all functional areas of agency operations.  Leverage technology and work across lines of business to generate   creative solutions that support recruitment, hiring, and standards of merit promotion.
• Foster change and develop new insights to facilitate the modernization of HR practices, procedures, and technology; create a work environment that encourages creative thinking and innovation; design and implement new or cutting-edge programs/processes.
• Lead efforts to identify and prioritize project requirements with complex policy, data and technology considerations; coordinate input from a cross-functional agency team, navigating the varied perspectives and competing needs of stakeholders, and developing options and recommendations for improved business processes to drive decision-making by agency leadership.
• Effectively lead and coach a staff of senior leaders while fostering employee engagement, leadership development, and organizational commitment.   
• Experience advising executive leadership on short- and long-range IT planning, IT policy and resources required to develop products and major enhancements to established systems.
• Strategically manage the research, development, implementation, and maintenance of effective and innovative human capital tools to support a quality workforce; direct the implementation of effective HR solutions designed to drive and affect change.
• Provide executive leadership and oversight in operations and administrative management matters such as directing the development and implementation of human capital policy and procedures, optimizing organizational structure, and management of budget and staffing resource management.  
• Serve as the program authority and expert on the interpretation of program policies, regulations, guides, standards, and priorities to assure coordinated program efforts and the interchange of information.
• Oversee HR policy development or revisions; assures correct policy and regulatory interpretations on the part of subordinate officials; is accountable for the smooth functioning and coordination of programs under his/her authority.
• Direct the development, monitoring and technical refinement of performance management systems that adequately distinguish between levels of performance. This includes the continuous monitoring and evaluation if overall program effectiveness with a view toward efficient accomplishment of objectives, avoidance of duplication or counter-productivity, maximum utilization of resources, and successful interaction with related programs or operations across other lines of business within the USSS.
• Manage and guide the formulation of HR research and technical approaches to be used by staff and provides instruction on resolving critical project-related problems. Ensure the proper interpretation and use of research findings and identifies implications to workforce initiatives; oversee the development of new and creative approaches, methods, techniques, and hypotheses related to assigned projects and develop data collection plans for testing before use in large scale data collection projects.
• Direct the implementation of innovative techniques, technology, and business strategies to assess and improve organizational practices, policies, and procedures for increased effectiveness, to promote operational diversity, and to drive change necessary for effective mission accomplishment.
• Lead and monitor on-going operations and status of current program activities and resolves controversial or precedent setting issues/challenges that affect current or future human capital developments.

Starting at $141,022 Per Year (ES 00)