employee relations director

Clark Associates

<div><h2 class="jobSectionHeader"><b>Job Summary</b></h2><p>
The Director of Regional Employee Services is a key leader within the Company&rsquo;s Employee Services function, supporting a growing organization of over 8,000 employees.</p><p>
Focused on strengthening culture and elevating leadership capability, the Director serves as a trusted advisor to senior regional leaders, guiding workforce strategy and employee relations while ensuring consistent, values-aligned execution. This role leads and develops the Regional Employee Services team, strengthening judgment, accountability, and partnership across various business lines.</p><p>
The Director provides oversight of complex or sensitive employee relations matters, ensures thoughtful and consistent case handling, and drives alignment between regional practices and Company policies. Through strong leadership, collaboration, and data-driven insight, this role helps foster a respectful, high-performing workplace where employees and leaders can thrive.</p><h2 class="jobSectionHeader"><b>
Responsibilities</b></h2><ul><li>
Lead and develop the Regional Employee Services team as the front-facing HR partners across all business lines, driving consistent, high-quality support and strengthening decision-making, accountability, and leadership presence.</li><li>
Serve as a trusted advisor to senior leaders, providing strategic guidance on workforce planning, leadership effectiveness, culture and team performance, and complex people matters.</li><li>
Provide oversight across the full spectrum of employee services matters, including employee relations, leave and accommodation, workplace compliance, and other regulated employment areas, ensuring consistent and values-aligned execution.</li><li>
Identify workforce trends and recurring issues, translating insights into actionable recommendations that strengthen culture and mitigate risk.</li><li>
Partner closely with the Central Employee Services Director and team to ensure regional execution aligns with Company policies, programs, and enterprise standards.</li></ul><h2 class="jobSectionHeader"><b>
Physical Requirements</b></h2><ul><li>
Work is performed while sitting/standing and interfacing with a personal computer.</li><li>
Requires the ability to communicate effectively using speech, vision, and hearing.</li><li>
Requires the regular use of hands for simple grasping and fine manipulations.</li><li>
Requires occasional bending, squatting, crawling, climbing, and reaching.</li><li>
Requires the ability to occasionally lift, carry, push, or pull medium weights, up to 50lbs.</li></ul><h2 class="jobSectionHeader"><b>
Remote Work Qualifications</b></h2><ul><li>
Access to a reliable and secure high-speed internet connection. Cable or fiber internet connections (at least 75mbps download/10mbps upload) are preferred, as satellite connections often cannot support the technologies used to perform day-to-day tasks.</li><li>
Access to a home router and modem.</li><li>
A dedicated home office space that is noise- and distraction-free. The space should have strong wireless connection or a wired Ethernet connection (wired connection is preferred, if possible).</li><li>
A valid, physical address (apartment, suite, etc.). PO Boxes are not supported, as a physical address is required for you to receive your computer equipment.</li><li>
The desire and ability to work and communicate with other team members via chat, webcam, etc.</li><li>
Legal residents of one of the following states: (AK, AL, AR, AZ, CT, DE, FL, GA, IA, ID, IN, KS, KY, LA, MD, ME, MI, MN, MO, MS, NC, ND, NH, NM, NV, OH, OK, PA, SC, SD, TN, TX, UT, VA, VT, WI, WV, or WY). H-1B Visa Sponsorship Not Available, W2 only.</li></ul><h2 class="jobSectionHeader"><b>
Experience</b></h2><ul><li>
Minimum of 10 years of progressive Human Resources experience, including significant employee relations experience.</li><li>
At least 5 years of experience of HR leadership experience in a multi-site or regional environment.</li><li>
Demonstrated experience overseeing and coaching investigations and complex employee relations matters.</li></ul><h2 class="jobSectionHeader"><b>
Education</b></h2><p>
This role does not require a degree. We value relevant skills and experience and alignment with our core values above all else.</p><h2 class="jobSectionHeader"><b>
Desired Traits &amp; Skills</b></h2><ul><li>
Self-assured and humble leadership style with a passion for team development and cultural impact.</li><li>
Strong expertise in employee relations, investigations, corrective action, employment law fundamentals and experience working with internal and external counsel.</li><li>
Proven ability to lead and develop managers and HR teams in a multi-site or regional environment.</li><li>
Excellent judgment and decision-making skills in complex, sensitive, or high-risk situations.</li><li>
Ability to influence and partner effectively with senior leaders while balancing business objectives, culture, and risk.</li><li>
Demonstrated ability to coach and develop HR team members to strengthen capability and accountability.</li><li>
Strong analytical skills with the ability to identify workforce trends and translate insights into actionable solutions.</li><li>
Exceptional verbal and written communication skills, with the ability to navigate difficult conversations with professionalism and emotional intelligence.</li><li>
Ability to manage multiple priorities and operate effectively in a fast-paced, operationally complex environment.</li></ul><h2 class="jobSectionHeader"><b>
Working Environment</b></h2><p>
This position offers a hybrid or fully remote work arrangement, with occasional travel to business locations as needed (up to 10%).</p><h2 class="jobSectionHeader"><b>
Company Overview</b></h2><p>
A rapidly growing, multi-divisional company headquartered in Lancaster, Pennsylvania with services supporting all of Clark&rsquo;s distribution methods in the food service industry.</p><h2 class="jobSectionHeader"><b>
Benefits</b></h2><ul><li>
Medical</li><li>
Vision</li><li>
Dental</li><li>
PTO</li><li>
Paid Maternity Leave</li><li>
Paid Parental Leave</li><li>
Life Insurance</li><li>
Disability</li><li>
Dependent Care FSA</li><li>
401(k) matching</li><li>
Employee Assistance Program</li><li>
Wellness Incentives</li><li>
Company Discounts</li><li>
AT&amp;T &amp; Verizon Discount</li><li>
Bonus Opportunities</li><li>
Accident Insurance</li><li>
Critical Illness Insurance</li><li>
Adoption Assistance</li></ul><h3 class="jobSectionHeader"><b>
Available at HQ Locations Only</b></h3><ul><li>
On-Site Fitness Centers</li><li>
Dog-friendly Offices</li></ul></div>

Director of Regional Employee Services

UNITED NEGRO COLLEGE FUND

<div><div><b>Job Title: </b>Director, Human Resources<b>
</b></div><div><b>Department: </b>Human Resources<b>
</b></div><div><b>Reports To: </b>Vice President,<b> </b>Human Resources</div><div><b>
FLSA Status: </b>Exempt</div><div><b><br>
</b></div><div></div><div><b>JOB DESCRIPTION</b></div><div></div><div><br>
The Director of Human Resources is a forward-thinking leader responsible for overseeing organizational HR practices and processes that attracts, retains and develops a diverse and talented workforce. This role has oversight in the areas of employee relations, performance management, and talent management. The Director of Human Resources works closely with senior management to develop and implement HR strategies that align with the organization's goals, promote a positive workplace culture, and enhance employee engagement and performance.</div><div></div><div><b><br>
ABOUT UNCF</b></div><div></div><div><br>
The United Negro College Fund (UNCF) has been an engine of educational achievement for more than 80 years. UNCF&rsquo;s mission is to build a robust and nationally recognized pipeline of HBCU students who, because of UNCF support, become highly qualified college graduates. In addition, UNCF ensures that its member institutions remain respected models of best practices in moving students to and through college. Since its inception in 1944, UNCF has raised over $6 billion in private support, distributed scholarships to help students attend school, and enabled more than 500,000 scholars and low-income students to graduate from UNCF&rsquo;s member historically black colleges and universities (HBCUs) and launch professional careers. UNCF is committed to closing the educational attainment gap by increasing postsecondary access and success for student groups, particularly low-income and first-generation students.</div><div></div><div><b><br>
PRIMARY RESPONSIBILITIES AND DUTIES:</b></div><div></div><p><br>
Develops and executes HR initiatives and strategies to accomplish business objectives. Ensures</p><p>
that human resource programs delivered are value added, effective and consistent with both</p><p>
departmental and organizational business and strategic objectives.</p><p></p><p><b><br>
Employee Relations</b></p><div><ul><li>
Develop and implement policies and procedures to ensure a positive work environment.</li><li>
Address employee concerns and grievances in a timely and effective manner.</li><li>
Foster open communication and collaboration between employees and management.</li></ul></div><p></p><p><b><br>
Performance Management</b></p><div><ul><li>
Oversee the performance management process, including goal setting, performance reviews</li></ul></div><div><ul><li>
(annual, mid-year and 90 day), and employee development plans.</li><li>
Provide training and support to managers on effective performance management practices.</li><li>
Analyze performance metrics to identify trends and areas for improvement.</li></ul></div><p></p><p><b><br>
Talent Management</b></p><div><ul><li>
Lead and build out UNCF onboarding journey to attract and retain talent.</li><li>
Develop onboarding and exit survey data trends to develop strategies for employee retention,</li></ul></div><div><ul><li>
training opportunities and areas for improvement.</li><li>
Develop and implement training and development programs to enhance employee skills and</li><li>
career growth.</li><li>
Strategize succession planning to ensure a robust pipeline of future leaders.</li></ul></div><p></p><p><b><br>
Strategic Planning</b></p><div><ul><li>
Collaborate with senior leadership to align HR strategies with organizational goals.</li><li>
Monitor industry trends and best practices to ensure competitive HR offerings.</li></ul></div><p></p><p><b><br>
Compliance and Reporting</b></p><div><ul><li>
Bi-annually review and revise UNCF Policy manual to ensure compliance with labor laws and</li></ul></div><div><ul><li>
regulations at all levels.</li><li>
Prepare and present HR reports to senior management, highlighting key metrics and insights.</li></ul></div><p></p><p><b><br>
SUPERVISORY RESPONSIBILITIES
</b></p><p>Regional HR Director, HR Specialist &ndash; Talent Management, HR Coordinator</p><p></p><div><br>
</div><p><b>QUALIFICATIONS:</b></p><p></p><p><b><br>
EDUCATION AND EXPERIENCE</b></p><div></div><div><br>
<ul><li>
Bachelor&rsquo;s Degree, Master&rsquo;s preferred</li><li>
Minimum of 10 years of progressive HR experience, with a focus on employee relations,</li></ul></div><p>
performance management, and talent management.</p><div><ul><li>
Proven experience in a leadership role within human resources.</li><li>
Strong knowledge of employment laws and regulations.</li><li>
Excellent communication, interpersonal, and conflict-resolution skills.</li><li>
Ability to analyze data and make data-driven decisions.</li><li>
HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) is a plus.</li></ul></div><div></div><div><b><br>
OTHER SKILLS AND ABILITIES</b></div><p></p><div><br>
<ul><li>
Forward thinking and innovative approach to HR.</li><li>
Ability to tactically lead and execute projects.</li><li>
Ability to drive results.</li><li>
Ability to withstand a changing environment and shift priorities;</li><li>
Attention to detail and accuracy.</li><li>
Ability to multi-task, influence, and do the work.</li><li>
Strong commitment to integrity with high standards.</li><li>
Reputation for being a team player with strong collaboration skills.</li><li>
Demonstrated ability to build relationships, gain credibility, influence, and partner with business leaders and peers.</li><li>
Commitment to positively contributing to an evolving culture.</li></ul></div><div></div><p><b><br>
ADDITIONAL INFORMATION</b></p><p></p><p><b><br>
Benefits include:</b></p><p>
Medical, Dental &amp; Vision</p><p>
Vacation, Sick &amp; Personal Leave</p><p>
Life Insurance (Basic &amp; Optional)</p><p>
Flex Spending Accounts</p><p>
403(b) Retirement Account</p><p>
Holiday Savings Plan</p><p>
Annual Incentive Pay</p><p></p><p><b><br>
Salary Range: </b>$131,100.00 To $147,000.00 per year (Salary is commensurate with experience.) This is a hybrid position: 4 days in-person, 1-day remote work schedule, located in UNCF&rsquo;s Washington DC Headquarters building.</p><p></p><p><br>
Background checks required.</p><p>
UNCF is EOE M/F/D/V</p></div>

Director, Human Resources

NiSource

<div><p><b>Job Summary
</b><br>
The Employee &amp; Labor Relations Director is responsible for development and administration of NiSource wide employee and labor relations strategies, programs and initiatives which support and promote Company business strategies and which contribute to the development of a culture of accountability and performance.
<br>
The Employee and Labor Relations Director conducts research, plans, advises and manages the preparation of the collective bargaining agreements (CBAs) and negotiation processes. This position provides expertise and guidance to operations leaders, members of executive leadership team and Human Resources Consultants across the NiSource Companies to ensure consistent execution of business initiatives, strategies and objectives.
<br>
<br>
<b>Essential Functions
</b></p><p></p><ul><li>Labor Relations Strategy
</li><li>Assumes key leadership role in driving, shaping and developing NiSource wide labor and labor relations philosophy, visions and goals that are aligned with NiSource corporate values and objectives.
</li><li>Partners with leaders across the organization to develop and implement labor relations strategies that are consistent with corporate initiatives and collective bargaining agreements.
</li><li>Researches and provides interpretation of complex CBA provisions, arbitration awards and agreements in order to enforce collective bargaining agreements.
</li><li>Builds and maintain an integrated labor strategy document that includes all opportunities, desired outcomes and timing.
</li><li>Executive Engagement &amp; Alignment
</li><li>Establishes and leverages an active Labor Steering Committee to ensure priorities and trade-offs are address across NiSource.
</li><li>Works across the organization to continuously scan workforce opportunities leveraging the Labor Steering Committee to guide priorities.
</li><li>Designs and/or prepares reports and presentations to management including members of executive leadership team.
</li><li>Labor Relations Execution
</li><li>Develops and maintains a constructive relationship with union leaders in order to build a foundation of trust for negotiating and resolving matters on behalf of the Company.
</li><li>Leads the company labor negotiations process to achieve desired outcomes, and effectuate bargaining strategies that enable business objectives, using a collaborative approach with company leadership to ensure consistency in strategy and execution of labor negotiations.
</li><li>Provide labor consultation to various supporting departments on matters impacting collective bargaining agreements and represented workforce.
</li><li>Negotiate grievance settlements to mitigate negative precedence setting arbitration awards and external legal costs.
</li><li>Assists in preparation of arbitration hearings and serves as company witness when requested.
</li><li>Mediates disputes between management, union leaders and employees on escalated issues.
</li><li>Manages and advises grievance/arbitration resolution with respect to all collective agreements.
</li><li>Works with the legal department to maintain compliance with the CBAs as well as all applicable employment/labor laws, union organizing activity, election campaigns, and charges before the National Labor Relations Board.
</li><li>Positive Employee Relations
</li><li>Develops a positive employee relations strategy designed to assess employee risk, build leader capabilities and ensure a positive employee experience.
</li><li>Partners with leaders to conduct risk assessments and execute mitigation strategies.
</li><li>Builds and maintains an employee and labor relations scorecard to reveal trends, progress and issues.
</li><li>Leverages scorecards and other data sources to inform positive relations strategy
</li><li>Partners with talent management function to design and deliver management training interventions.
</li><li>Formulates and delivers key labor strategies and tactics, including union avoidance, and union campaign strategy and management.
</li><li>Advocates for employee&rsquo;s rights when appropriate in order to maintain positive employee engagement and work environment.
</li><li>Leader Development &amp; Enablement
</li><li>Creates an environment where leaders are accountable for the development of proactive relationships with union leaders.
</li><li>As necessary, facilitates relationships with union leaders and management which support the business goals of the Company.
</li><li>Advises and coaches leaders and HR team on new labor and employee relations trends that could positively or negatively impact the Company.
</li><li>Partners with leaders to ensure leaders own union relationships.
</li><li>Capability Building
</li><li>Directs, trains, develops and coaches a high functioning Labor Relations team with capability to provide broad based labor support to business partners with the execution of Company strategies.
</li><li>Provides strategic counsel to operations leaders and Human Resources Team at multiple facilities in administering 16 collective bargaining agreements and labor relation policies/practices that are in compliance with federal /state laws and Company policies/practices.
</li>Serves as a subject-matter expert and stays current on all new and proposed federal and state labor/employment laws.<br>
<li>
</li><br>
<br>
<br>
<li><b>Required Qualifications For Position
</b></li><li>Bachelor's Degree In Human Resources, Business Administration, or other related field
</li><li>7-9 years Minimum seven (7) years of progressively increasing responsibility in collective bargaining, labor relations, employee relations, union prevention and contract administration in a large, multi-state organization
</li><li>Proven effective leadership skills, including the ability to work effectively with all levels of staff and diverse stakeholder groups
</li><li>Business-oriented professional who is customer-focused and can successfully interact with union and non-union management teams
</li><li>Ability to work effectively with all levels of the organization
</li><li>Able to balance multiple stakeholders and diverse perspectives
</li><li>Strong analytical and problem solving capability, along with the ability to communicate both orally and in writing in a clear concise, organized and persuasive manner
</li><li>Able to design and deliver presentations to executive leaders.
</li><li>Demonstrated interpersonal leadership and project management skills
</li><li>Able to work in a matrixed environment with excellent influencing skills
</li><li>Demonstrated ability to multi-task and balance numerous priorities in a fast paced, deadline-oriented environment
</li><li>Performs other job related duties as assigned
</li>Travel requirement: 50%<br>
<li>
</li><br>
<br>
<br>
<li><b>Preferred Additional Qualifications for Position
</b></li><li>Master's Degree MBA desirable
</li><li><b>Physical Demands<br>
</b><br>
<br>
<br>
The preceding description is not designed to be a complete list of all duties and responsibilities required of the position.
</li></ul><p></p><p><i>As a public utility, NiSource is required to provide continuous service to customers at all times. To ensure we fulfill that obligation, employees may be required to work outside their normal work hours and perform tasks outside of their normal responsibilities in support of emergency operations.
</i></p><p></p><p><b>Work Authorization
</b></p><p>Authorized to work in the United States without requiring sponsorship.
</p><p></p><p><b>Workplace Connection
</b><br>
Value inclusion within your day to day responsibilities by respecting others perspectives/convictions, engaging others opinions, creating a safe environment where people, ideas, and opinions are valued within your Team/Customers and external partners.
</p><p></p><p>Respect the unique lived experiences within your Team/Customers and external work partners by valuing different world views, challenges, and cultures that represents all walks of life and all backgrounds.
</p><p></p><p>Treat others with respect and consideration. Actively participate in creating and contributing to a positive work environment.
</p><p></p><p><b>Equal Employment Opportunity
</b><br>
NiSource is committed to providing equal employment opportunities in each of its companies to all employees and applicants for employment without regard to race, color, religion, national origin or ancestry, veteran status, disability, gender, age, marital status, sexual orientation, gender identity, sex (including pregnancy, lactation, childbirth or related medical conditions), genetic information, citizenship status, or any protected group status as defined by law. Each employee is expected to abide by this principle.
</p><p></p><p><b>By applying, you may be considered for other job opportunities.
</b></p><p></p><p><b>ADA Accommodations
</b></p><p>If you need a reasonable accommodation to participate in any part of the hiring process or to perform the essential functions of the position, please contact OneHR at OneHR@nisource.com or 1-888-640-3320
</p><p></p><div><div><div><div><div><div><div><div><p><b>Safety Statement
</b><br>
Promote a safe work environment by actively participating in all aspects of our employee safety program. Report any unsafe conditions and take actions to prevent personal injuries. Support our interdependent safety culture by ensuring the safety of your co-workers. Stay focused on the task at hand and promote productivity through good work habits.
</p></div></div></div></div></div></div></div></div><p></p><p><b>E-Verify
</b></p><p>NiSource participates in the U.S. Department of Homeland Security&rsquo;s E-Verify program. As part of this process, we provide the following notices to all job applicants: These documents inform you of your rights and responsibilities under U.S. law. You can view or download them using the links below:
</p><ul><li><b>E-Verify Poster </b>(English and Spanish) E-Verify Participation Poster English and Spanish
</li><li><b>Right to Work Poster </b>(English and Spanish) If you have the right to work, don't let anyone take it away
</li></ul><p></p><p><b>Salary Range*:
</b></p>$160,100.00 - $240,100.00
<p></p><p><b><i>*The salary offered to a candidate is </i></b><b><i>based on several factors including </i></b><b><i>but not limited to </i></b><b><i>the </i></b><b><i>candidate&rsquo;s skills, job-related knowledge, and relevant experience </i></b><b><i>, as well as internal pay equity </i></b><b><i>.
</i></b></p><p></p><p><b>Posting Start Date:
</b></p>2026-02-23
<p></p><p><b>Posting End Date (if applicable):
</b></p>2026-03-09
<h1 class="jobSectionHeader"><b>Please note that the job posting will close on the day before the posting end date.</b></h1></div>

Director of Labor Relations

Jeppesen ForeFlight

<div><p><b>HRBP Director - Austin, TX</b></p>
<p><b>
Description</b><br>
The HRBP Director serves as a trusted advisor to leaders across multiple functions at Jeppesen ForeFlight. This role supports our organization through strategic partnership, employee relations, organizational effectiveness, talent development, and execution of core HR programs. Operating in a fast-paced, PE-backed carve-out environment, the HRBP plays a key role in shaping a high-performance culture, driving manager enablement, and creating a consistent employee experience across our distributed workforce. The role blends strategic guidance with hands-on execution and requires strong business acumen, sound judgment, and a proactive mindset. Please note this is a hybrid position in Austin, TX.<br>
<b>Key Responsibilities</b></p>
<ul>
<li>Partner with senior business leaders to translate organizational goals into people strategies that drive performance, engagement, and effectiveness.</li>
<li>Provide coaching and support on org design, workforce planning, career development, performance management, and manager capability.</li>
<li>Lead and manage employee relations matters, investigations, and conflict resolution with discretion, empathy, and legal alignment.</li>
<li>Support compensation cycles, job architecture work, benefits inquiries, and Total Rewards processes in collaboration with People Operations.</li>
<li>Partner with Talent Acquisition on headcount planning, hiring strategies, interview support, and onboarding effectiveness.</li>
<li>Analyze talent and HR data to identify trends and recommend action plans.</li>
<li>Support enterprise transformation initiatives related to culture, manager enablement, policy modernization, and process improvements.</li>
<li>Ensure consistent application of HR policies and compliance with applicable state and federal regulations.</li><br>
</ul>
<p><b>Basic Qualifications</b></p>
<ul>
<li>10+ years of progressive HR experience with HRBP exposure</li>
<li>Demonstrated experience supporting senior leaders in Product/R&amp;D org in fast-paced, high-growth, or transformation-driven environments.</li>
<li>Strong working knowledge of HR disciplines: employee relations, performance management, compensation fundamentals, employment law, and organizational development.</li>
<li>Experience conducting investigations and resolving complex employee relations issues.</li>
<li>Proven ability to build trusted relationships with leaders and employees across a distributed workforce.</li>
<li>Excellent communication skills with the ability to coach, influence, and provide clear guidance.</li>
<li>Strong analytical orientation and comfort working with HR metrics.</li>
<li>Ability to operate with high judgment, confidentiality, and professionalism.</li>
<li>Able to sit in a hybrid arrangement, in Austin, TX</li>
</ul>
<p><b>Preferred Qualifications</b></p>
<ul>
<li>Experience in a PE-backed, carve-out, SaaS, or aviation-related organization.</li>
<li>Prior experience supporting transformation, change management, or organizational effectiveness programs.</li>
<li>Certification (PHR, SPHR, SHRM-CP/SCP) a plus.</li>
<li>Experience supporting multi-state or global employee populations.</li>
<li>Pilot or aviation enthusiast</li>
</ul>
<p><b>About Jeppesen ForeFlight</b><br>
Jeppesen ForeFlight is a leading provider of innovative aviation software solutions, serving the Commercial, Business, Military, and General Aviation sectors globally. Combining Jeppesen&rsquo;s 90-year legacy of accurate aeronautical data with ForeFlight&rsquo;s expertise in cutting-edge aviation technology, the company delivers an integrated suite of tools designed to enhance safety, improve operational efficiency, and sharpen decision-making.</p><br>
<p><b>
Why You Should Join</b><br>
At Jeppesen ForeFlight, we know you want a rewarding career. To do that, you need challenging projects, a good work environment, and awesome coworkers. We believe in our employees, and we empower them to make a direct impact on our products and services. We strive to provide employees and their loved ones with a world-class benefits experience, focused on supporting their physical, financial, and emotional wellbeing. Our benefits package includes but is not limited to the following:</p>
<ul>
<li>Medical, dental, vision insurance with Employer paid health premiums</li>
<li>Open PTO Policy</li>
<li>401(k) with up to 10% company matching and immediate vesting</li>
<li>12 Weeks Paid Maternity Leave</li>
<li>4 Weeks Paid Paternity Leave</li>
<li>Flight Training Rewards</li>
</ul>
<p>Pay is based on candidate experience and qualifications, as well as market and business considerations. Summary Pay Range: $187,000 - $215,000<br>
Jeppesen ForeFlight &ndash; EOE including Disability/Vets | Pay Transparency | E-Verify Participant</p></div>

Director HRBP- Product/R&D

Ennismore

<div><b>Company Description</b><p><br>
Established in 2000 in Turkey, Rixos pioneers the &lsquo;ALL Inclusive, ALL Exclusive&rsquo; concept, inviting guests to discover a world of possibilities, with luxurious stays, inclusive of culinary delights from around the globe, live entertainment, daily sports, and fitness activities, sensorial spa and wellness journeys and fun-filled kids and teens activities. Each Rixos property presents a unique experience inspired by local culture, global influences, and our Turkish heritage, all within a setting of unparalleled luxury.</p><b><br>
Job Description</b><p><br>
The Director of Compliance &amp; Guest Relations is a senior leadership role responsible for safeguarding the ethical integrity, legal compliance and reputational standing of Ennismore/Accor properties across Egypt. This executive will architect and operationalize a rigorous compliance and ethics program, lead sensitive investigations, ensure adherence to Egyptian labor law and International Labor standards (ILO), and elevate leadership capability through targeted training and oversight. The role demands a strategic, authoritative leader who inspires trust, drives accountability, and acts as the primary escalation point for compliance, employee relations and employee‑risk matters across the portfolio.</p><p>
Key Responsibilities</p><ul><li>
Strategic compliance leadership<ul><li>
Define, implement and govern a comprehensive compliance framework that operationalizes Ennismore and Accor global policies within the Egyptian regulatory context.</li><li>
Localize policies and procedures, ensuring alignment with Egyptian law, international labor standards and corporate requirements; oversee consistent deployment across all properties.</li></ul></li><li>
Labor law, HR governance &amp; workforce protections<ul><li>
Ensure full compliance with Egyptian labor legislation, work permit regimes and protections for vulnerable and migrant workers.</li><li>
Advise and partner with General Managers and People &amp; Culture leaders on lawful employment practices, contracts, disciplinary and termination processes, remuneration compliance and workforce record keeping.</li><li>
Execute periodic P&amp;C and Human rights audits and targeted remediation plans to close gaps and mitigate legal and operational risk.</li></ul></li><li>
Ethics, investigations &amp; case management<ul><li>
Serve as the primary recipient and investigator of ethics reports, whistleblower disclosures, harassment and discrimination complaints, fraud and other serious incidents.</li><li>
Lead impartial, legally sound investigations, produce clear findings, recommend proportionate corrective actions, and coordinate escalation to Legal and Corporate functions as required.</li><li>
Ensure robust, confidential case management, evidence preservation and timely reporting to the Dubai corporate office.</li></ul></li></ul><br>
<p></p><ul><li>
Training, culture and leadership enablement<ul><li>
Deliver executive and people‑leader training on code of conduct, anti‑harassment, anti‑bribery, conflict of interest, labor law obligations and effective complaints handling.</li><li>
Foster a culture of ethical leadership and psychological safety that encourages reporting and continuous improvement.</li><li>
Ensure all related policies are adhered to by all Employees. From General Manager to Front line team members.</li><li>
Produce analytical reports measuring success of trainings implemented, identify gaps for remediation and ensure continuous communications on successes and areas of opportunity</li></ul></li><li>
Employee relations, privacy and regulatory affairs<ul><li>
Provide counsel on employee‑facing compliance matters, data protection, employee rights and reputational risk mitigation for high‑impact incidents.</li><li>
Coordinate responses to regulatory inquiries and inspections; represent the company with regulators and external advisors when required.</li><li>
Ensure there is a robust Performance system in place and utilised effectively</li><li>
Implement a robust Disciplinary policy and ensure it is used correctly and effectively</li><li>
Oversee Performance Improvement Plans (PIP) and act as an advocate ensuring all parties are adhering to established policies and act with integrity and respect at all times</li></ul></li><li>
Risk assessment, assurance &amp; reporting<ul><li>
Conduct People &amp; Culture and Human rights Audits and identify compliance risk; prioritize high‑risk areas and implement controls to reduce exposure.</li><li>
Deliver timely, executive-quality dashboards and board-level reporting to the Managing Director and Corporate Compliance in Dubai, highlighting trends, remediation progress and emerging risks.</li></ul></li><li>
Stakeholder management &amp; escalation<ul><li>
Act as a credible, trusted partner to property leadership, People &amp; Culture, Legal and Corporate teams; manage sensitive stakeholder communications and escalations with discretion.</li></ul></li></ul><p>
Key Performance Indicators</p><ul><li>
Percentage of properties with implemented, up‑to‑date localized compliance programs</li><li>
Closure rate and timeliness for investigations and remediation actions</li><li>
Audit findings remediated within agreed timeframes</li><li>
Leadership completion and demonstrated adoption of mandatory compliance training</li><li>
Reduction in number and severity of labor law/regulatory breaches</li><li>
Employee confidence indices related to ethics and reporting channels</li></ul><p></p><p><br>
Working Conditions</p><ul><li>
Regional role that combines frequent on‑site property visits with Ennismore Egypt properties as well as regional leadership in Dubai; occasional extended hours for incident response.</li></ul><p>
This role is critical to protecting the company&rsquo;s ethical standards, legal compliance and guest trust. The successful candidate will be a senior, principled leader able to drive lasting, organization‑wide change and create a culture of positive, collaborative operations fostering trust and engagement with all stakeholders.</p><p>
This role reports to the Managing Director Rixos Hospitality Egypt and dot line reports to Corporate Compliance team of Ennismore based in Dubai.</p><p></p><b><br>
Qualifications</b><p><br>
Qualifications &amp; Experience</p><ul><li>
Bachelor&rsquo;s degree in Law, Human Resources, Business Administration, Hospitality Management or related discipline; advanced degree or professional legal/HR qualification preferred.</li><li>
Minimum 8&ndash;10 years&rsquo; progressive experience in compliance, investigations, HR or corporate affairs within hospitality, multinational corporations or regulated sectors; significant multi‑property or regional responsibility preferred.</li><li>
Demonstrable expertise in Egyptian labor law, employment practices and familiarity with ILO standards.</li><li>
Proven track record managing sensitive investigations and complex employee relations matters with integrity and legal rigor.</li><li>
Prior experience working with global hotel group policies (Ennismore, Accor or equivalent) and collaborating with corporate compliance functions highly desirable.</li></ul><p>
Skills &amp; Attributes</p><ul><li>
Exemplary ethical standards, sound judgment and absolute confidentiality.</li><li>
Strong investigative, analytical and report‑writing skills; meticulous record keeping.</li><li>
Exceptional interpersonal and influencing skills; credible with senior leaders, regulators and multicultural teams.</li><li>
Strategic mindset with the ability to translate policy into practical, operational controls.</li><li>
Resilience, decisive leadership and the ability to prioritize across competing risks.</li><li>
Fluent English and Arabic are a must.</li><li>
Willingness to travel frequently across Egypt.</li><li>
Excellent presentation and delivery skills</li><li>
Influential and Inspiring approach</li></ul><p>
Preferred Certifications &amp; Tools</p><ul><li>
Certifications such as Certified Compliance &amp; Ethics Professional (CCEP), SHRM, CIPD or equivalent.</li><li>
Familiarity with case management systems, LMS/e‑learning platforms and compliance auditing tools.</li></ul><br>
<b>
Additional Information</b></div><p></p>

Director of Compliance & Employee Relations - Egypt

Lenovo

<div>
 We are Lenovo. We do what we say. We own what we do. We WOW our customers.
 <br/>
 <br/>
 Lenovo is a US$69 billion revenue global technology powerhouse, ranked #196 in the Fortune Global 500, and serving millions of customers every day in 180 markets. Focused on a bold vision to deliver Smarter Technology for All, Lenovo has built on its success as the world&rsquo;s largest PC company with a full-stack portfolio of AI-enabled, AI-ready, and AI-optimized devices (PCs, workstations, smartphones, tablets), infrastructure (server, storage, edge, high performance computing and software defined infrastructure), software, solutions, and services. Lenovo&rsquo;s continued investment in world-changing innovation is building a more equitable, trustworthy, and smarter future for everyone, everywhere. Lenovo is listed on the Hong Kong stock exchange under Lenovo Group Limited (HKSE: 992) (ADR: LNVGY).
 <br/>
 <br/>
 This transformation together with Lenovo&rsquo;s world-changing innovation is building a more inclusive, trustworthy, and smarter future for everyone, everywhere. To find out more visit www.lenovo.com, and read about the latest news via our StoryHub.
 <br/>
 <br/>
 Are you a seasoned HR professional passionate about shaping inclusive, innovative and high-integrity workplaces across Asia Pacific (AP)? Lenovo is seeking a strategic Employee Relations (ER) Partner and consultant to lead initiatives and provide expert guidance in a transformational and multi-cultural environment.
 <br/>
 <br/>
 Reporting to the Employee Relations (ROW) Leader within HR Strategy Operations, you&rsquo;ll collaborate with HR, Legal, Ethics Compliance, business leaders and employees to manage complex ER matters&mdash;ranging from investigations and performance concerns to policy shaping and interpretation and conflict resolution. This role is key to advancing Lenovo&rsquo;s culture and employee experience in AP, with opportunities to support global ER initiatives.
 <br/>
 <br/>
 If you thrive in a fast-paced, dynamic environment and bring deep expertise in employee relations, employment law, and cross-cultural HR practices, we&rsquo;d love to hear from you.
 <br/>
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 <strong>
  Responsibilities
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Lead Employee Relations (ER) initiatives across AP, serving as the subject matter expert and partnering with HR, managers, and employees.
  </li>
  <li>
   Conduct and oversee internal investigations into workplace misconduct, including but not limited to harassment, discrimination, retaliation, and conflict of interest
  </li>
  <li>
   Advise and provide partnership to HR Partners conducting investigations.
  </li>
  <li>
   Help to develop and maintain policies and advise HR Partners on policy interpretation, compliance and resolution of complex ER matters.
  </li>
  <li>
   Design and deliver ER-related training programs for HR teams delivering as a strategic partner prioritizing data to identify trend identification and proactive prevention and policy education.
  </li>
  <li>
   Collaborate with HR teams to identify opportunities that enhance employee experience and reinforce Lenovo&rsquo;s culture of inclusion, innovation, and integrity.
  </li>
  <li>
   Provide expert guidance on ER issues, disputes, and conflict resolution, ensuring timely and balanced outcomes.
  </li>
  <li>
   Coach managers and HR partners to proactively mitigate risks and foster a positive and compliant work environment.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Qualifications
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Bachelor&rsquo;s degree in human resources, employee relations, or a related field.
  </li>
  <li>
   5&ndash;7 years of experience in HR or Employee Relations, with a proven track record of ownership, execution and attention to detail
  </li>
  <li>
   Demonstrated success conducting internal investigations, advising on complex ER matters, resolving disputes and driving timely effective with sound judgment and balanced decision-making.
  </li>
  <li>
   Strong analytical and communication skills (written and verbal), with a data-driven approach to uncover case insights and influence decisions.
  </li>
  <li>
   Deep understanding of employment laws across Asia Pacific markets, with demonstrated experience applying legal knowledge to ER scenarios.
  </li>
  <li>
   Growth-oriented mindset and passion for enhancing employee experience, removing barriers, and fostering a culture of inclusion, innovation, and integrity.
  </li>
  <li>
   Ability to work independently in a global environment while collaborating effectively across all levels of the organization, maintaining confidentiality and trust.
  </li>
  <li>
   Fluency in English is required. Proficiency in one or more languages is considered a strong asset.
   <br/>
   <br/>
  </li>
 </ul>
 <em>
  We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, religion, sexual orientation, gender identity, national origin, status as a veteran, and basis of disability or any federal, state, or local protected class.
 </em>
</div>


Employee Relations Partner – Asia Pacific

Orascom Development Egypt

<div>
 <p>
  <strong>
   <em>
    Job Summary:
   </em>
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <p>
  The Internal Communications, Employee Engagement Director is responsible for leading internal communications, employee engagement, and employer branding to strengthen OD&rsquo;s culture, alignment, and employee experience.
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   <em>
    Responsibilities:
   </em>
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <ol>
  <li>
   <strong>
    HR Communications &amp; Employee Engagement Strategy
   </strong>
  </li>
 </ol>
 <ul>
  <li>
   Develop and lead the internal communications and employee engagement strategy aligned with OD&rsquo;s HR priorities, culture, and business strategy.
  </li>
  <li>
   Translate OD&rsquo;s HR initiatives (performance cycle, talent programs, policies, change initiatives, employee experience improvements) into clear, engaging communications.
  </li>
  <li>
   Design and deliver engagement campaigns that drive participation, belonging, and alignment with OD values.
  </li>
  <li>
   Establish and maintain effective two-way communication and feedback channels (pulse surveys, listening sessions, focus groups, digital feedback tools) and turn insights into action plans with stakeholders.
  </li>
 </ul>
 <p>
  <strong>
   B) Culture, Change &amp; Leadership Communications
  </strong>
 </p>
 <ul>
  <li>
   Partner with senior leadership to cascade key messages and support change management communication across OD.
  </li>
  <li>
   Create toolkits and communication packs for managers to enable consistent messaging and stronger people leadership.
  </li>
  <li>
   Support HR crisis/critical communications (employee relations-sensitive topics) to protect trust, transparency, and organizational reputation.
  </li>
 </ul>
 <p>
  <strong>
   C) Employee Experience &amp; Internal Events
  </strong>
 </p>
 <ul>
  <li>
   Lead the planning and execution of employee engagement initiatives and internal events (e.g., Ramadan, New Year, recognition, town halls, culture activations).
  </li>
  <li>
   Partner with HRBP, Admin, and relevant functions to ensure high-quality employee experience and strong participation.
  </li>
 </ul>
 <p>
  <strong>
   D) Employer Branding &amp; Talent Attraction (with TA + Marketing)
  </strong>
 </p>
 <ul>
  <li>
   Own the employer branding strategy within HR, aligned to OD&rsquo;s EVP and culture narrative.
  </li>
  <li>
   Partner with Talent Acquisition to create talent attraction campaigns and strengthen candidate engagement across key channels.
  </li>
  <li>
   Collaborate with Marketing to ensure brand consistency across career websites, social channels, and recruitment content.
  </li>
  <li>
   Develop authentic employee stories, testimonials, and culture content to support attraction and retention.
  </li>
  <li>
   Track &amp; report employer branding and recruitment marketing effectiveness, recommending improvements based on data.
  </li>
 </ul>
 <p>
  <strong>
   E) Governance, Budget &amp; Stakeholder Management
  </strong>
 </p>
 <ul>
  <li>
   Manage the internal communications and engagement calendar, approvals, and content governance (tone of voice, templates, standards).
  </li>
  <li>
   Manage the assigned budget and oversee vendors/agencies (events, content, design, platforms) ensuring quality and ROI.
  </li>
  <li>
   Partner with HRBPs and function leaders to ensure communications reflect employee realities and business priorities.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   <em>
    Knowledge, Skills &amp; Experience:
   </em>
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <ul>
  <li>
   Bachelor&rsquo;s degree in HR, Business, Communications, or related field (master&rsquo;s is a plus)
  </li>
  <li>
   <strong>
    10+ years of experience
   </strong>
   in HR with strong exposure to employee engagement, internal communications, culture, and employer branding.
  </li>
  <li>
   Proven experience partnering with executive stakeholders and managing sensitive HR communications.
  </li>
  <li>
   Strong writing/storytelling skills; Arabic &amp; English is a must.
  </li>
  <li>
   HR stakeholder management and business partnering.
  </li>
  <li>
   Culture and engagement program design.
  </li>
  <li>
   Change management communications.
  </li>
  <li>
   Strong content creation and storytelling.
  </li>
  <li>
   Data-driven insights and action planning.
  </li>
  <li>
   High discretion, ownership, and attention to detail.
  </li>
 </ul>
 <p>
 </p>
</div>


Internal Communications & Employee Engagement Director

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