hr business partner consultant

Cook Group

<div>Overview:
<div>
The Human Resources Business Partner (HRBP) at Cook Incorporated is a strategic partner in operational business matters serving as a consultant to Leadership. The HRBP will advise and drive strategy in matters involving; but not limited to, organizational development, recruitment strategy, change leadership, performance management, succession planning and employee relations. The HRBP will partner closely with COEs, HRBPs and global teams to identify, design and implement HR initiatives that support the business needs of the organization.</div>
Responsibilities:
<ul><li>Partners across functions to deliver value-added service to leadership and employees that reflects the business objectives of the organization, developing strategic relationships with internal and external stakeholders</li><li>Supports employees on human resource matters or queries they may have and facilitates actions to resolve these in a timely manner</li><li>Builds strong relationships based on trust with employees and leaders throughout their customer teams</li><li>Partners with Business Leaders in developing team plans to support the business strategy</li><li>Coaches and empowers leaders during the entire employee life cycle, regarding HR matters/challenges and facilitates effective and proactive decision-making to ensure solutions are realistic, fair, timely, consistent, transparent and effective</li><li>Provides input in design and development of company-wide HR initiatives and programs to ensure alignment with business requirements</li><li>Leads HR Functional Projects</li><li>Manages and resolves complex employee relations matters. Conducts effective, thorough and objective investigations where required</li><li>Assists in developing, implementing and administrating HR policies/procedures, ensuring compliance with relevant statutory legislation and industry best practice</li><li>Trains and mentors HR Generalists as required</li><li>Collaborates with other HR team members locally and across the organization globally</li><li>Collects and analyses employment data for recommendations to the management team, maintaining records as needed and providing HR Leadership with new HR strategy proposals</li><li>May manage the entire recruitment and selection process in line with business needs, continually looking to introduce improvements where possible</li><li>Provides day-to-day performance management guidance to leadership (e.g., coaching, counseling, career development, disciplinary actions)</li><li>Provides guidance and input on business unit restructures, workforce planning and succession planning</li></ul>
Qualifications:
<ul><li>Bachelor's degree in Human Resources or related field preferred</li><li>5 years minimum of relevant experience
</li><li>PHR or SHRM-CP preferred</li><li>Proficient in the use of Microsoft Office (ie Excel, Power Point and Word)</li><li>Excellent interpersonal and communication skills</li><li>Working knowledge of multiple human resource disciplines, including compensation practices, organizational development, employee relations, diversity, performance management, and federal and state respective employment laws</li><li>Excellent analytical and problem solving skills
</li><li>Ability to work in collaborative and independent work situations and environments with minimal supervision</li></ul><div></div><div><b><br>
Physical Requirements:</b></div><ul><li>General office environment</li><li>Sitting for extended periods</li><li>Requires close visual acuity when working with computers, etc.</li><li>Ability to lift and carry up to 25 lbs</li></ul></div>

Human Resources Business Partner

Modern Mills Company

<div>
 <p>
  <strong>
   Job Purpose
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <p>
  The HR Business Partner works closely with business leaders to support day-to-day people matters while helping align HR practices with business needs. The role focuses on workforce planning, performance management, employee relations, and organizational support to ensure teams operate effectively and in line with company policies and local regulations.
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Key Accountabilities
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <p>
  Strategic HR Partnership
 </p>
 <ul>
  <li>
   Partner with business leaders to align HR initiatives with business goals and operational priorities.
  </li>
  <li>
   Advise managers on organizational structure, workforce planning, and change initiatives.
  </li>
  <li>
   Act as a trusted advisor on employee and organizational matters.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  Talent &amp; Workforce Planning
 </p>
 <ul>
  <li>
   Support manpower planning and recruitment in collaboration with hiring managers.
  </li>
  <li>
   Contribute to succession planning and employee development initiatives.
  </li>
  <li>
   Ensure effective onboarding and integration of new employees.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  Performance Management
 </p>
 <ul>
  <li>
   Support performance management cycles, including goal setting, mid-year, and annual reviews.
  </li>
  <li>
   Guide managers on performance discussions and development plans.
  </li>
  <li>
   Promote a performance-driven culture aligned with business objectives.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  Employee Relations &amp; Culture
 </p>
 <ul>
  <li>
   Provide guidance on employee relations matters and policy application.
  </li>
  <li>
   Support grievance handling, disciplinary actions, and investigations in line with Saudi Labor Law.
  </li>
  <li>
   Contribute to employee engagement and workplace culture initiatives.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  Organizational Development
 </p>
 <ul>
  <li>
   Support organizational structure updates, job descriptions, and role clarity initiatives.
  </li>
  <li>
   Assist leaders during organizational changes and restructuring.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  HR Operations &amp; Compliance
 </p>
 <ul>
  <li>
   Ensure consistent implementation of HR policies and compliance with Saudi Labor Law.
  </li>
  <li>
   Support HR audits, reporting requirements, and employee documentation.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  HR Systems &amp; Reporting
 </p>
 <ul>
  <li>
   Maintain accurate HR data in HR systems and generate reports.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   What We&rsquo;re Looking For
  </strong>
 </p>
 <p>
  Education
 </p>
 <ul>
  <li>
   Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field.
  </li>
 </ul>
 <p>
  Experience
 </p>
 <ul>
  <li>
   6 -10 years of progressive HR experience.
  </li>
  <li>
   Previous experience in an HR Business Partner or HR Generalist role is preferred.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  Skills &amp; Knowledge
 </p>
 <ul>
  <li>
   Good understanding of Saudi Labor Law and HR compliance.
  </li>
  <li>
   Experience supporting performance management and employee relations processes.
  </li>
  <li>
   Strong communication and stakeholder management skills.
  </li>
  <li>
   Ability to work independently and manage multiple priorities.
  </li>
  <li>
   Familiarity with HR systems (HRIS) is an advantage.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   What Sets Us Apart
  </strong>
 </p>
 <ul>
  <li>
   <strong>
    Career Growth and Learning:
   </strong>
   Structured training programs, mentorship, and opportunities for cross-functional development.
  </li>
  <li>
   <strong>
    Meaningful Work:
   </strong>
   Contribute to initiatives that support food security, sustainability, and digital transformation.
  </li>
  <li>
   <strong>
    Inclusive Culture:
   </strong>
   Be part of a workplace where your ideas matter, teamwork thrives, and a positive culture supports success.
  </li>
  <li>
   <strong>
    Competitive Rewards:
   </strong>
   Competitive salary, comprehensive medical and life insurance, and benefits that support work-life balance.
  </li>
  <li>
   <strong>
    Innovation and Impact:
   </strong>
   Work with modern tools, process automation, and advanced operations that drive operational excellence.
  </li>
 </ul>
</div>


HR Business Partner

Dart Container

<div><p>Are you an HR professional who enjoys being close to the business, building strong relationships with leaders, and making a measurable impact on employee engagement and retention? We&rsquo;re looking for an <b>HR Business Partner</b> to support multiple manufacturing teams and help drive people strategies that support operational success.</p><p></p><p><br>
In this role, you&rsquo;ll partner closely with leaders across several operational areas, providing guidance on employee relations, coaching managers, and supporting key HR initiatives. This is a dynamic position that blends strategic partnership with hands-on HR support in a fast-paced manufacturing environment.</p><p></p><p><br>
This position may be filled at either the HR Business Partner or Senior HR Business Partner level, depending on experience, depth of HR expertise, and ability to operate strategically with business leaders.</p><p></p><p><b><br>
Who we are&hellip;</b></p><p>
We're your top choice for foam cups, classic red SOLO cups, and convenient take-out containers, ensuring you can enjoy your food and drinks anytime, anywhere!</p><p></p><p><b><br>
What we offer&hellip;</b></p><ul><li><p>
Excellent benefits package, including health, dental, vision, 401K and more!</p></li><li><p>
Ability to earn pay increases and advancement opportunities</p></li><li><p>
A supportive and inclusive work culture that prioritizes safety
</p></li></ul><ul><li><p>Approved job-related training and tuition reimbursement</p></li><li><p>
Paid holidays and paid time off</p></li></ul><p></p><p><b><br>
What you'll do...</b></p><p>
In this on-site role you will provide HR support, with focus on:</p><ul><li>
Understanding, supporting, advising and partnering with management to effectively drive business results and achieve company goals.</li><li>
Implementing, championing, administering and monitoring people-related programs and initiatives aligned with applicable laws/regulations, local business objectives, broader company goals and the strategic plan.</li><li>
Working with management to create a positive experience for employees throughout the employment life cycle via recruitment processes, performance/compensation management, training &amp; development, and succession management programs.</li><li>
Operate as a trusted advisor to management, and have the ability to take on, and manage projects/assignments with a limited scope and moderate level of direction/guidance.</li><li>
Administer, interpret and explain HR policies, procedures, laws, standards, or regulations; conduct training for employees/managers as needed.</li><li>
Support, consult, train and coach all levels of the management team regarding people-related laws, policies, programs and issues to help managers make informed decisions, which ultimately advance business objectives. Collaboratively influence and/or challenge perspectives when appropriate.</li><li>
Partner with leadership to address retention, absenteeism, and workforce challenges</li><li>
Prepare and maintain employment records related to events such as hiring, terminations, leaves of absences, transfers, disciplinary actions or promotions.</li><li>
Coordinate, administer and support various HR programs/initiatives, using continuous improvement methodologies to monitor programs for efficiency/effectiveness.</li><li>
Conduct new employee onboarding/orientation as needed.</li><li>
Partner with management to address organizational effectiveness issues using root-cause analysis and process improvement methodologies.</li></ul><p>
For Senior-level candidates, additional responsibilties include:</p><ul><li>
Leading HR programs, initiatives, or projects with broader organizational impact</li><li>
Partnering with leadership to anticipate workforce challenges and proactively develop people strategies</li><li>
Influencing and guiding leaders through complex employee relations or organizational challenges</li><li>
Mentoring or supporting other HR team members when appropriate</li></ul><p></p><p><b><br>
What you&rsquo;ll need&hellip;</b></p><ul><li>
Bachelor&rsquo;s Degree and three (3) years of progressive HR experience.<b> Equivalent combination of education and experience will be considered.</b></li><li>
Experience consulting management on complex employee relations, and organizational effectiveness issues.</li><li>
Excellent verbal and written communication skills necessary in order to persuade and influence decision making of individuals, groups, or work teams, and to explain issues.</li><li>
Experience using Microsoft Office, including the ability to create basic reports, documents, presentations and spreadsheets in MS Word, MS Excel, and MS PowerPoint.</li><li>
Solid understanding of common local, State and federal HR/employment-related laws and regulations, such as FMLA, FLSA, ADA, etc.</li><li>
Ability to develop creative solutions to non-routine problems, master new concepts quickly and efficiently, and to turn concepts into practical application/action.</li><li>
Solid understanding of key HR metrics and a general knowledge of principles/practices of HR.</li><li>
Experience using root cause analysis and/or other process improvement methodologies.</li><li>
Strong presentation, organizational, and analytical skills.</li><li>
Experience using HRIS software</li><li>
Ability to maintain confidentiality.</li></ul><p>
Additional experience for Senior-level consideration:</p><ul><li>
Demonstrated experience independently advising leaders on complex employee relations or organizational challenges</li><li>
Experience leading HR initiatives or programs with measurable results</li><li>
Strong capability to influence business decisions and guide leaders through change</li></ul><p><b><i>
Overview: </i></b><i>Dart makes everyday products that give people the freedom to enjoy the food &amp; drinks they love, wherever they are. From to-go containers and dinnerware to tamper-evident food packaging and even the red SOLO cup, Dart products have been keeping people on the go and having fun for 65 years. We&rsquo;re a family-owned, family-focused company of 12,000 employees united by a shared set of values and dedicated to providing exceptional customer service. Headquartered in Mason, MI, with 30 locations in three countries, we&rsquo;re proud of our ability to innovate, manufacture and lead the way with each new generation of quality products.</i></p><p><b><i>
Benefits:</i></b><i> Dart Container full-time employees enjoy great benefits, including medical, dental, vision, life insurance, 401(k) with company matching contributions, paid vacation, paid holidays, short-term disability, tuition assistance, product discounts and more.</i></p><p>
Dart Container is a drug-free workplace. Candidates are subject to a drug test (excluding THC*/marijuana/cannabis) and background check at the time of offer.</p><ul><li>THC testing ONLY when such testing is required by law.</li></ul><br>
Dart Container is an equal opportunity employer and will consider all candidates for employment without regard to race, color, religion, sex, national origin, age, sexual orientation, gender identity, disability status, protected veteran status, or any other characteristic protected by law.<p>
https://www.dartcontainer.com/eeoaa/</p><p>
If you have a disability and need an accommodation to access this website or for the application process, you should call Dart at (800) 545-3278 Ext 3370 or email us at ADArequests@dart.biz. Relay calls can be made by dialing 711 or the relay number for your state.</p><p>
If you experience difficulty applying online, you may call (800) 545-3278 Ext 3390 or email us at applicationassistance@dart.biz for assistance.</p></div>

HR Business Partner (Mid-Senior)

Spire Energy

<div><div><div><h2 class="jobSectionHeader"><b>Summary</b></h2></div><div><p>
Spire is seeking an <b>Human Resources Business Partner </b>based in the St. Louis area. This position will be responsible for consulting with local and regional leaders within Spire's Field Operations and Finance business units, providing guidance and support to the business across all areas of Human Resources.</p></div></div><div><div><h2 class="jobSectionHeader"><b>
Duties and Responsibilities</b></h2></div><div><ul><li>Function as an internal consultant to management and others by helping them identify and resolve issues, encouraging excellent management practices, anticipating internal organization issues, proposing solutions, and understanding/representing the employee perspective</li><li>Provide day to day performance management guidance (e.g., coaching, counseling, career development, disciplinary actions) to the business across a breadth of areas including employee relations, change management, employee development and performance assessment</li><li>Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations including claims of discrimination and harassment, and serves as a resource for employees with related questions and concerns</li><li>Drive an inclusive culture throughout the organization using data, metrics, and industry best practices. Support EEO and Affirmative Action initiatives, assuring that training, communications, and policies are in place and are effectively functioning to address areas of under-utilization and assure compliance with corporate objectives</li><li>Provide guidance and input on business unit restructures and workforce planning.</li><li>Facilitate talent reviews and succession planning discussions and work with the business to ensure plans are actively in practice</li><li>Assist with labor relations initiatives, assuring compliance with the Collective Bargaining Agreement and NLRB legislation, including contract preparation, negotiations, and interpretation</li><li>Maintain an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.</li><li>Keep abreast of current HR legislation and trends and assist in the updating of programs as required</li><li>All other duties as assigned</li></ul></div></div><div><div><h2 class="jobSectionHeader"><b><br>
Essential Characteristics</b></h2></div><div><ul><li>Ability to lead by example in support of the company&rsquo;s essential characteristics and values: strong ethics and integrity, dedication to a safe work environment, commitment to an inclusive workforce that recognizes and respects every individual&rsquo;s unique skills and perspectives</li><li>Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.</li><li>Ability to work under pressure and meet tight deadlines</li><li>Ability to adapt in a fast-moving and changing culture</li><li>Strong interpersonal skills with the proven ability to build and establish rapport with a diverse array of people</li><li>Ability to work independently and manage time effectively in order to meet individual goals and deadlines</li><li>Strong oral and written communication skills</li><li>Ability to work as part of a team and display a positive attitude for this dynamic environment</li><li>Proficiency with Microsoft Office Suite or related software</li></ul></div></div><div><div><h2 class="jobSectionHeader"><b><br>
Supervisory Responsibilities</b></h2></div><div><p>
None</p></div></div><div><div><h2 class="jobSectionHeader"><b>
Required Education (certifications, licenses)</b></h2></div><div><ul><li>Bachelor&rsquo;s degree <b>required</b>, preferably in Human Resources/Human Resources Management</li></ul></div></div><div><div><h2 class="jobSectionHeader"><b>
Required knowledge, skill and abilities</b></h2></div><div><ul><li><b>
5 years</b> of similar experience in an HR Business Partner role <b>required</b>, or 5-7 years of similar experience in an HR Generalist role</li><li>
HR experience <b>must </b>include providing coaching and guidance to all levels of leadership, including Vice Presidents</li><li>
Experience supporting a unionized workforce preferred</li><li>
SPHR/PHR Certification preferred<br>
</li></ul></div></div><div><div><h2 class="jobSectionHeader"><b>
Physical demands, environment and schedule</b></h2></div><div><ul><li>
Hybrid Work Enviroment: three (3) onsite days/two (2) remote days per week</li><li>
Work is normally performed in a shared office environment</li><li>
Ability to travel throughout Missouri up to 15-20% (St. Louis region, Kansas City region, Joplin, Spingfield, Poplar Bluff, etc.)<br>
</li></ul></div></div><div><div><h2 class="jobSectionHeader"><b>
Company Overview</b></h2></div><div><p>
We are committed to understanding the needs of the homes and businesses we serve. That's why we're always looking for driven, collaborative people to join our team. Because we believe that offering our customers the best service means bringing together the best people.</p><p>
And we find the best by hiring those who share our values of safety, inclusion and integrity, and demonstrate the competencies that bring the Spire vision, mission and culture to life:</p><br>
<p></p><ul><li>
Adaptability: We embrace change, continuously seeking opportunities for improvement while remaining open-minded and flexible in response to evolving conditions and customer, stakeholder and company needs.</li><li>
Collaboration: We achieve more together through a foundation of respect, embracing healthy conflict, actively seeking and providing actionable feedback and fostering an environment where everyone&rsquo;s input is welcomed.</li><li>
Ownership: We see things through, demonstrate accountability, honor commitments, take responsibility for outcomes and demonstrate initiative.</li></ul><p></p><p><br>
By living our values and competencies, we strive to create an environment where employees feel welcome, respected and valued.</p></div></div><div><div><h2 class="jobSectionHeader"><b>
Posting Requirements</b></h2></div><div><ul><li>
We accept online applications through our career site at jobs.spireenergy.com</li></ul><p><i>
Disclaimer: The above statements are intended to describe the general nature of the level of work being performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified. To perform this job successfully, an individual must be able to perform each duty and responsibility satisfactorily. The requirements listed above are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.</i></p><p><i>
Spire Inc., and its subsidiaries are an Affirmative Action and Equal Employment Opportunity employer.</i></p></div></div></div>

Confidential Careers

<div>
 <p>
  <strong>
   Human Resources Business Partner (HRBP)
  </strong>
 </p>
 <p>
  <strong>
   Full Time, Exempt
  </strong>
 </p>
 <p>
  <strong>
   $120K - $135K
  </strong>
 </p>
 <p>
  <strong>
   Hybrid/Remote &ndash; Miami, FL
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   The Opportunity:
  </strong>
 </p>
 <p>
  We are seeking an experienced
  <strong>
   HR Business Partner
  </strong>
  to serve as the primary HR leader supporting a growing, multi-location organization. This role will partner closely with leadership and employees across various locations in Florida to drive consistent people practices, strengthen employee engagement, and ensure compliance with employment policies and regulations.
 </p>
 <p>
  This is a highly visible, hands-on role for an HR professional who enjoys working in a fast-paced operational environment and can balance
  <strong>
   strategic partnership with day-to-day execution
  </strong>
  . The HR Business Partner will act as a trusted advisor to managers while also leading core HR initiatives including employee relations, talent acquisition support, policy administration, and performance management.
 </p>
 <p>
  <br/>
 </p>
 <p>
  The ideal candidate is comfortable supporting a
  <strong>
   geographically dispersed workforce
  </strong>
  , building strong relationships with frontline leaders and employees, and bringing structure and consistency to HR processes. This individual will operate as an
  <strong>
   HR partner for the organization
  </strong>
  , working closely with leadership while coordinating with internal partners who support payroll and other administrative functions.
 </p>
 <p>
  <br/>
 </p>
 <p>
  This role requires someone who is proactive, solutions-oriented, and able to navigate complex people situations with sound judgment and discretion.
  <strong>
   Spanish language proficiency is a plus
  </strong>
  , as the workforce includes bilingual employees across multiple locations.
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   What you&rsquo;ll do
  </strong>
 </p>
 <p>
  <strong>
   Employee Relations &amp; Culture
  </strong>
 </p>
 <ul>
  <li>
   Build trusted relationships with employees and leaders across multiple business units.
  </li>
  <li>
   Serve as a first point of contact for employee relations issues, investigations, and performance management.
  </li>
  <li>
   Coach leaders on effective communication, conflict resolution, and engagement strategies.
  </li>
  <li>
   Drive initiatives that enhance workplace culture, recognition, and retention.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Recruiting &amp; Onboarding
  </strong>
 </p>
 <ul>
  <li>
   Partner with hiring managers to define staffing needs and manage the full recruitment cycle.
  </li>
  <li>
   Support the selection, offer, and onboarding process to ensure a smooth, consistent candidate experience.
  </li>
  <li>
   Partner with leadership to develop workforce plans that align with business growth and integration goals
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Compliance &amp; Policy Management
  </strong>
 </p>
 <ul>
  <li>
   Ensure compliance with all federal, state, and local employment laws.
  </li>
  <li>
   Maintain and update HR policies, employee handbooks, and procedures.
  </li>
  <li>
   Conduct workplace investigations and recommend solutions aligned with company values and best practices.
  </li>
  <li>
   Effectively manage a safety management program including reviewing metrics, safety report, and taking appropriate action when safety procedures are not followed.
  </li>
  <li>
   Clear understanding of current labor laws and regulations
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Total Rewards &amp; HR Operations
  </strong>
 </p>
 <ul>
  <li>
   Administer compensation, benefits, and rewards programs with accuracy and confidentiality.
  </li>
  <li>
   Partner with HR leadership to evaluate market competitiveness and internal equity.
  </li>
  <li>
   Support payroll changes, leave administration, and other core HR processes.
  </li>
  <li>
   Analyze HR metrics (turnover, retention, engagement) to guide decision-making.
  </li>
  <li>
   Project manage various initiatives and report progress and present to the leadership team.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Talent Development &amp; Performance
  </strong>
 </p>
 <ul>
  <li>
   Support the annual performance review process and coach leaders on goal setting and feedback.
  </li>
  <li>
   Identify learning and development needs and coordinate training initiatives.
  </li>
  <li>
   Contribute to organizational development projects that build leadership capability and strengthen culture.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   What we are looking for:
  </strong>
 </p>
 <ul>
  <li>
   Experience operating as a
   <strong>
    stand-alone HR leader or in a lean HR environment
   </strong>
   preferred.
  </li>
  <li>
   Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field.
  </li>
  <li>
   5+ years of progressive HR experience, with 2+ years in an HR Business Partner or Senior HR Generalist role.
  </li>
  <li>
   Strong knowledge of HR practices, current employment law, and employee relations.
  </li>
  <li>
   Experience supporting multi-site, field-based or operational workforces preferred.
  </li>
  <li>
   Excellent interpersonal and communication skills; able to influence and build trust at all levels.
  </li>
  <li>
   Strong problem-solving skills with the ability to balance strategy and day-to-day execution.
  </li>
  <li>
   PHR or SHRM-CP certification preferred.
  </li>
 </ul>
 <p>
 </p>
</div>


CMC Markets

<div><div>We are looking to hire an HR Business Partner (HRBP) to provide HR leadership across the Middle East, partnering with senior leaders and managers to drive people initiatives that support business performance, growth and organisational effectiveness.</div><div></div><div>
Key Responsibilities</div><div>
HR Partnership<br>
Partner with senior leadership to develop and deliver HR strategies aligned with business objectives across the Middle East, including organisational design, workforce planning and talent management.</div><div></div><div>
Talent Acquisition &amp; Development<br>
Work closely with the Head of Talent Acquisition to support recruitment for senior and critical roles. Collaborate with the L&amp;D Partner to support succession planning and career development initiatives that strengthen internal talent pipelines.</div><div></div><div>
Employee Relations &amp; Performance<br>
Advise managers on employee relations matters, conflict resolution and performance management while promoting a positive and inclusive workplace culture.</div><div></div><div>
Change &amp; Transformation<br>
Lead HR support for organisational change, restructuring and transformation initiatives, acting as a trusted advisor to leaders and employees.</div><div></div><div>
Compensation &amp; Benefits<br>
Partner with the Compensation &amp; Benefits Lead to support competitive reward structures and the implementation of global grading frameworks.</div><div></div><div>
Compliance &amp; Risk<br>
Ensure HR practices comply with employment legislation across Middle East jurisdictions and provide guidance on HR policy and organisational risk.</div><div></div><div>
People Analytics<br>
Collaborate with the Head of HRIS to develop HR metrics and insights that support data-driven decision-making.</div><div></div><div>
Additional Responsibilities<br>
Support regional HR initiatives and projects, mentor HR team members where required, and maintain professional development in line with evolving regulatory and organisational requirements.</div><div></div><div>
Key Skills &amp; Experience</div><div></div><div>
Education</div><ul><li><div>
Bachelor&rsquo;s degree or equivalent n Human Resources, Business Administration or related field</div></li><li><div>
CIPD, SHRM or equivalent HR certification desirable</div></li></ul><div>
Experience</div><ul><li><div>
Progressive HR experience with at least 5 years in an HR Business Partner role</div></li><li><div>
Experience operating in a global or matrix organisation</div></li><li><div>
Strong knowledge of employment legislation across the Middle East</div></li><li><div>
Proven ability to influence and advise senior leaders on people strategy</div></li></ul><div>
Skills</div><ul><li><div>
Strong business and commercial acumen</div></li><li><div>
Excellent stakeholder management and communication skills</div></li><li><div>
Strategic mindset with the ability to translate strategy into action</div></li><li><div>
Experience using HRIS and data analytics tools (Workday preferred)</div></li></ul><div></div><div>
CMC Markets is an equal opportunities employer and welcomes applications from all suitably qualified candidates regardless of gender, sexual orientation, marital or civil partner status, gender reassignment, race, colour, nationality, ethnic or national origin, religion or belief, disability or age.</div></div>

TestEquity LLC

<div><p><b>Summary / Position Purpose:
</b></p><p>The Human Resources Business Partner (HRBP) serves as a strategic advisor to leaders and employees, aligning HR strategies with business objectives across multiple client groups and/or locations. The HRBP provides guidance in the areas of employee relations, performance management, organizational development, talent planning, and change management. This role partners closely with the Regional HR Managers and leadership to build strong teams, enhance culture, and drive overall business results.</p><p>
</p><p><b>Essential Duties, Functions and/or Responsibilities:
</b></p><p><b>Employee Relations</b></p><ul><li>
Provide guidance and support on complex employee relations issues, ensuring fair and consistent application of policies.</li><li>
Conduct investigations and recommend appropriate actions to be reviewed by the HR Manager and/or HR Director.</li><li>
Promote positive employee engagements, to include the set up of events, ordering of food, and coordinating with regional sites for events.</li><li>
Help resolve workplace conflicts, coach managers on documenting PIP&rsquo;s and partner with managers on the deliverable of the PIP&rsquo;s.</li><li>
Begin the termination process through coaching with the managers to ensure appropriate documentation is accurate and coordinate with HR Manager and/or HR Director prior to approving separation.</li></ul><p><b>
Talent Management &amp; Development</b></p><ul><li>
Partner with hiring managers to assess staffing needs for their assigned regions</li><li>
Monitor turnover and staffing trends within the specific departments</li><li>
Identify skills gaps and partner with HR point of contact or learning and development lead to implement training solutions</li></ul><p><b>
Performance Management</b></p><ul><li>
Coach leaders on effective performance feedback, goal-setting, and development planning.</li><li>
Support annual performance review processes and ongoing performance conversations.</li><li>
Assist managers in creating improvement plans when needed, ensuring compliance and fairness.</li></ul><p><b>
HR Operations &amp; Compliance</b></p><ul><li>
Support the interpretation and execution of HR policies, procedures, and employment laws.</li><li>
Keep leaders informed on HR best practices, legal requirements, and compliance risks.</li><li>
Maintain accurate and confidential employee records and documentation.</li><li>
Lead onboarding to include Paycom tasks of background checks, offer letters, extending offers, IT onboarding tickets, first day invites to new hire orientation.</li><li>
Lead offboarding to include Paycom tasks of PAF&rsquo;s, IT offboarding, partnering with managers to communicate separation and impact to benefits.
</li><li>Lead and document exit interviews, share and coach exit feedback to manager, and close out personnel files with all documents.</li></ul><p><b>
Data &amp; Analytics</b></p><ul><li>
Analyze metrics (turnover, engagement, absenteeism, etc.) to provide insights and recommendations.</li><li>
Measure the effectiveness of HR programs and initiatives.</li></ul><p><b>
Strategic Partnership &amp; Consultation</b></p><ul><li>
Partner with business to understand organizational goals and partner with HR Manager and/or HR Director in implementing HR strategies.</li><li>
Identify HR opportunities to develop working relationships with all levels of management to be a value-added partner in support the business.</li></ul><p><b>
Change Management</b></p><ul><li>
Partner with leaders to support organizational change, restructuring, and process improvements.</li><li>
Provide communication guidance and employee support during transitions.</li><li>
Help build adaptable, resilient teams during periods of growth or transformation.</li><li>
Indirectly responsible for product quality</li><li>
Other duties as assigned</li></ul><p><b>
Education and/or Work Experience Requirements:
</b></p><ul><li>Bachelor&rsquo;s degree in human resources management, Business Administration, or related field is highly preferred.</li><li>
3+ years of progressive HR experience, preferably in a generalist or partner role.</li><li>
Strong understanding of employment laws and HR best practices.</li><li>
Excellent coaching, communication, and interpersonal skills.</li><li>
Ability to build strong relationships with leaders and employees at all levels.</li><li>
Proactive, solution-oriented, and skilled at navigating ambiguity.</li><li>
Competence in HRIS systems and general technical tools (e.g., Excel, HR dashboards).</li></ul><p>
</p><p><b>Physical Requirements:</b></p><ul><li>
Ability to safely and successfully perform the essential job functions consistent with the ADA, FMLA and other federal, state and local standards, including meeting qualitative and/or quantitative productivity standards.</li><li>
Ability to maintain regular, punctual attendance consistent with the ADA, FMLA and other federal, state, and local standards.</li></ul><p>
</p><p></p><p><b>This position requires applicants to be authorized to work in the US without sponsorship; TestEquity does not sponsor applicants for work visas.
</b></p><p><i>TestEquity provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.</i></p><p><i>
This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.</i></p></div>

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