hr business partner consultant

Springfield Clinic

<div>Under the direct supervision of the Director of Employee Relations and Business Support, the Human Resources Business Partner will provide a wide range of HR generalist activities including talent management, performance management, employee development, compensation, and training support for the area(s) of responsibility s/he supports. This position will require the individual to have excellent generalist and interpersonal skills and be able to provide HR leadership and project management that enhances business results and drives performance. This position is responsible for aligning business objectives with employees and management in designated areas of responsibility. The Human Resources Business Partner will serve as a consultant to both employees and management on HR related issues, functioning as an employee champion and change agent as the individual delivers value-added service which emphasize organizational objectives. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization.
Principal Responsibilities
<ul><li>Partnering with all levels of leadership, within the business unit, align HR strategy with business goals, direction and vision.
</li><li>Provide HR leadership and project management that enhances business results and drives performance.
</li><li>Align business objectives with employees and management in designated areas of responsibility.
</li><li>Formulate partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization.
</li><li>Build positive, productive, and enduring relationships with employees and leaders. Coach, counsel, encourage, and listen to team leaders as they work through people-related challenges. Focus on deeply understanding employee, leader and department needs and collaboratively developing solutions to issues that arise. Work to become a trusted advisor for the organization and designated department(s).
</li><li>Act as point of contact for employee relations matters. Support team leaders in the delivery of investigations, disciplinary processes, and effective performance conversations, when necessary. Advise management on employment policies and procedures to enable improvement in working practices and productivity and without adverse impact on regulatory / legal compliance, company reputation or employee engagement. Support employees by providing guidance and resources to help address concerns or resolve issues.
</li><li>Develop and implement solutions that will help build and maintain a highly capable organization. Support the areas of responsibility in developing and sustaining a succession planning process that leads to impactful gains in employee development. Partner with business leaders to drive resourcing strategies for the organization and execute seamless delivery of the process.
</li><li>Responsible for understanding the designated departments and partnering with department leader to help collaborate on strategic planning as well as identifying skill gaps, training opportunities and mentorship needs in order to help achieve strategic organizational goals.
</li><li>Assist with communication to areas of responsibility regarding annual performance reviews, supporting the roll-up of the collective plans for approval. Serves as departmental single point of contact for questions pertaining to performance and reward initiatives.
</li><li>Develop solutions and help create a positive organizational culture, in line with our values and business priorities. Proactively manage and communicate organizational change efforts. Contribute to activities and initiatives in support of organizational objectives.
</li><li>Ensure business compliance with HR policies and programs. Adept in developing new policies and procedures. Advise HR leadership and business leadership on local legal, regulatory, and company requirements. Conduct various data analyses and compile into meaningful information and recommendations. Ensure silent running of HR operational activities, coach team leaders and individual contributors toward appropriate self-sufficiency, and provide assurance that systems-related activities are delivered timely and accurately.
</li><li>Counsel SC leaders on consistent implementation of policies and procedures related to employment law, problem resolution, disciplinary action, employee relations, etc.
</li><li>Ensure that HR efforts and implementations are aligned with SC strategic direction and employment law.
</li><li>Partners with leaders to ensure successful onboarding of new hires. Identify turnover, trends, and risks and partner with HR and/or department leadership to mitigate or minimize the impact.
</li><li>Partnering with the Talent Acquisition team on strategies to fill current and upcoming positions as well as facilitate the flow of information and feedback between TA and the assigned department.
</li><li>Maintains an environment consistent with Springfield Clinic values and ensuring the fair and equitable treatment of all employees.
</li><li>Maintains confidentiality as deemed appropriate in all HR activities.
</li><li>Comply with the Springfield Clinic incident reporting policy and procedure.
</li><li>Adhere to all OSHA and Springfield Clinic training &amp; accomplishments as required per policy.
</li><li>Provide excellent customer service and adheres to Springfield Clinic's Code of Conduct and Ethics Standards.
</li><li>Perform other job duties as assigned.
</li></ul>Education/Experience
<ul><li>Bachelor&rsquo;s degree in Human Resources or related field required, Master&rsquo;s degree is preferred.
</li><li>Minimum of three or more years of experience in Human Resources field or experience managing employee situations in response to business needs.
</li></ul>Certificates/Licenses
<ul><li>Professional HR Certification preferred (PHR, SPHR, SHRM-CP, SHRM-SCP).
</li></ul>Knowledge, Skills and Abilities
<ul><li>Demonstrated business focus. Self-directed, process-oriented, strong business acumen, and experience at driving change.
</li><li>Ability to function well independently or collaboratively as part of a team.
</li><li>Ability to demonstrate ownership and self-sufficiency for project management and the achievement of agreed upon results.
</li><li>Demonstrated ability to succeed in a fast-paced environment, working on multiple projects with constantly changing demands and deadlines.
</li><li>Ability to manage and deliver high quality performance on multiple, simultaneous strategic, value-added tasks and priorities.
</li><li>Ability to build and maintain productive relationships with employees at all levels of the organization.
</li><li>Advanced communication, critical thinking and problem solving skills with demonstrated experience in basic business acumen and conflict resolution.
</li><li>Ability to manage/self-regulate personal emotions and diffuse escalating situations to resolve problem in a professional manner.
</li><li>Demonstrated experience working effectively and accurately in a high volume, fast paced environment with strong judgement, analytical and critical thinking skills.
</li><li>Strong organizational and time management skills.
</li><li>Strong interpersonal, delivery and facilitation skills and proven relationship building skills.
</li><li>Highly organized and attentive to detail.
</li><li>Sensitivity to confidential matters.
</li><li>Ability to develop HR solutions.
</li><li>Ability to partner across the range of core HR disciplines, including Talent Management, Compensation/HRIS, Benefits &amp; Employee Relations.
</li><li>Ability to travel as needed.
</li><li>Experience with Microsoft suite of applications (Word, PowerPoint, Excel)
</li></ul>Working Environment
<ul><li>This job operates in a professional office environment. Routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines.
</li></ul>PHI/Privacy Level
HIPAA3</div>

HR Business Partner

Al Shula | Mattel Toys Distributors in GCC

<div>
 
 
 HR Business Partner:
 
 
 
 
 Company:
 
 Al Shula | Mattel Toys Distributors in GCC
 
 
 
 Location:
 
 Dubai, UAE
 
 
 
 Experience:
 
 5&ndash;10 Years
 
 
 
 Employment Type:
 
 Full-Time
 
 
 
 
 
 
 About the Company:
 
 
 
 Al Shula is a leading distributor of Mattel Toys across the GCC, representing a portfolio of globally recognized and iconic toy brands in the region. The company operates across the Gulf market, partnering with retailers and business partners to bring world-class entertainment and play experiences to consumers.
 
 
 As the company continues to grow and expand its operations across the GCC, we are looking for talented professionals to join our team and contribute to our continued success.
 
 
 About the Role
 
 
 We are seeking an experienced and dynamic HR Business Partner (HRBP) to join our team in Dubai, UAE.
 
 
 
 
 
 The HR Business Partner will serve as a strategic partner to business leaders and managers, aligning people strategies with business objectives. The role will provide comprehensive HR support across employee relations, talent management, performance management, workforce planning, organizational development, and employee engagement.
 
 
 
 
 
 
 Key Responsibilities:
 
 
 <ul>
 <li>
 Act as a trusted HR Business Partner to business leaders and department heads.
 </li>
 <li>
 Align HR strategies and initiatives with the company&rsquo;s business objectives and growth plans.
 </li>
 <li>
 Provide HR guidance and support to managers on employee-related matters.
 </li>
 <li>
 Support workforce planning, organizational design, and manpower requirements.
 </li>
 <li>
 Manage and support the employee lifecycle, including onboarding, performance management, development, and offboarding.
 </li>
 <li>
 Lead and support performance management processes across the organization.
 </li>
 <li>
 Identify talent, training, and development needs in partnership with business leaders.
 </li>
 <li>
 Support talent management, succession planning, and employee retention initiatives.
 </li>
 <li>
 Monitor and analyze HR metrics and provide insights and recommendations to management.
 </li>
 <li>
 Manage employee relations matters professionally and in accordance with company policies and applicable UAE labor regulations.
 </li>
 <li>
 Develop, review, and implement HR policies and procedures.
 </li>
 <li>
 Support organizational development and change management initiatives.
 </li>
 <li>
 Drive employee engagement and initiatives that promote a positive and high-performance culture.
 </li>
 <li>
 Partner with HR teams and business functions to ensure effective delivery of HR services.
 </li>
 <li>
 Ensure compliance with UAE labor laws and internal company policies.
 </li>
 </ul>
 
 
 
 
 
 Qualifications &amp; Experience:
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field.
 </li>
 <li>
 5&ndash;10 years of progressive HR experience, with proven experience in an HR Business Partner or similar role.
 </li>
 <li>
 Strong experience partnering with business leaders and senior management.
 </li>
 <li>
 Proven experience in employee relations, performance management, talent management, and workforce planning.
 </li>
 <li>
 Strong knowledge of UAE labor laws and HR best practices.
 </li>
 <li>
 Excellent communication, interpersonal, and stakeholder management skills.
 </li>
 <li>
 Strong business acumen with the ability to understand business priorities and translate them into effective people strategies.
 </li>
 <li>
 Strong analytical, problem-solving, and decision-making capabilities.
 </li>
 <li>
 Excellent command of English; Arabic is an advantage.
 </li>
 <li>
 Proficiency in Microsoft Office and HRIS/ERP systems.
 </li>
 </ul>
 
 
 
</div>

University of Wisconsin

<div><h2 class="jobSectionHeader">Current Employees: If you are currently employed at any of the Universities of Wisconsin, log in to Workday to apply through the internal application process.
</h2><h2 class="jobSectionHeader">Position Title:
</h2>Temporary Human Resource Business Partner
<h2 class="jobSectionHeader">Job Category:
</h2>Academic Staff
<h2 class="jobSectionHeader">Employment Type:
</h2>Temporary (Fixed Term)
<h2 class="jobSectionHeader">Job Profile:
</h2>HR Business Partner
<h2 class="jobSectionHeader">Job Duties:
</h2>This position functions under the general direction of the Human Resource Manager. This position functions as a human resource consultant and HR business partner for assigned units of the University of Wisconsin &ndash; Stevens Point and operates in the Office of Human Resources (HR). HR promotes an atmosphere of vitality and well-being. This position works closely with other departments and their administration to service their employment needs .
This position requires a working knowledge of employment laws. The HR Business Partner will demonstrate a proficient level of operating knowledge of state statutes, Board of Regents administrative code, University Handbook, and related policies, procedures, and processes; particularly as they relate to talent acquisition, equal employment opportunity, and affirmative action in hiring. This position must demonstrate exceptional customer service, maintain confidentiality, and foster an environment that is inclusive, trusting, respectful, and collegial.
**Full position description is available upon request. **
<h2 class="jobSectionHeader">Key Job Responsibilities:
</h2><ul><li>Develops and implements processes and procedures for one or many various HR functions such as employee trainings, recruitments, compensation, and payroll
</li></ul><ul><li>Facilitates and processes complex transactions and programs according to established policies and procedures
</li></ul><ul><li>Receives and responds to inquiries in-person, via email, and through various communication mediums and relays information to appropriate entities
</li></ul><ul><li>Audits human resources reports to ensure compliance with established policies and procedures
</li></ul><ul><li>Contributes to the development of strategic plans and directs staff implementation of initiatives in alignment with strategic goals
</li></ul><ul><li>Serves as a consultative Human Resources resource and liaison. Interprets, advises on, applies and disseminates complex policies, procedures, and options to leadership and employees; and recommends best strategies according to established objectives and goals
</li></ul><h2 class="jobSectionHeader">Department:
</h2>Office of Human Resources
<h2 class="jobSectionHeader">Compensation:
</h2>The HR Business Partner is a temporary (4-5 month) full-time, salaried/exempt, academic staff position.
Salary will be commensurate with the candidate&rsquo;s education, related experience, and qualifications.
<h2 class="jobSectionHeader">Required Qualifications:
</h2><ul><li>A proven track record of quickly learning new responsibilities and adapting to changing demands.
</li><li>Strong interpersonal skills and experience in conflict management.
</li><li>Modeled organizational skills, management of details and priorities.
</li><li>Demonstrated collaboration, communication, and relationship-building skills.
</li><li>Knowledge of federal and state employment law and HR practices.
</li><li>Ability to analyze complex situations and effectively recommend solutions .
</li></ul><h2 class="jobSectionHeader">Preferred Qualifications:
</h2><ul><li>Knowledge of general human resource/talent management principles.
</li><li>Knowledge of UW System and UW Stevens Point policies and procedures .
</li><li>Bachelor's degree or Associates degree in human resources or related field.
</li><li>One year of related experience in human resources .
</li><li>Knowledge of HRIS systems (Workday)
</li></ul><h2 class="jobSectionHeader">How to Apply:
</h2>TO ENSURE CONSIDERATION: Application materials will be evaluated, and the most qualified applicants will be invited to participate in the next step of the selection process. Incomplete and/or late application materials may not receive consideration.
Files must be complete to be considered. Submission in PDF format is preferred for all attachments. Please include the following documents:
<ul><li>Cover letter addressing qualifications and experience
</li><li>Resume
</li></ul>After you submit your application, you will be unable to edit it. Please be sure to include all required materials before submitting your application.
<h2 class="jobSectionHeader">Contact Information:
</h2>Name: Diane Weiler, Service Operations Human Resource Manager
Email: dweiler@uwsp.edu
Phone: 715-346-2606
If you have any questions regarding the application process, need special arrangements, or if you submitted your application with missing materials, please call or email:
Human Resources
Email: human.resources@uwsp.edu
Phone: 715-346-2606
Please note that successful applicants are responsible for ensuring their eligibility to work in the United States (i.e., a citizen or national of the United States, a lawful permanent resident, a foreign national authorized to work in the United States without the need of employer sponsorship) on or before the effective date of appointment. UW-Stevens Point does not offer H-1B or other work authorization visa sponsorship for this position.
Employment will require a criminal background check. It will also require you to supply a minimum of three (3) professional references (one (1) of which being a current or former supervisor). It is preferred that you supply five (5) professional references (two (2) of which being a current or former supervisors). Your references will be required to answer questions regarding misconduct, sexual violence and sexual harassment.
<h2 class="jobSectionHeader">Special Notes:
</h2>Through the discovery and dissemination of knowledge, UW-Stevens Point stimulates intellectual growth, provides a liberal education, and prepares students for a diverse sustainable world. The university is committed to creating a safe, inclusive learning community for all faculty and staff from a variety of backgrounds. Visit https://www.uwsp.edu/join-uw-stevens-point/ for more information about UW-Stevens Point. To learn about the Stevens Point (aka Point) area fun, jobs, housing, education, quality of life, and bragging rights, visit www.stevenspointarea.com .
Individuals with disabilities who need a reasonable accommodation during the application or interview process should contact Human Resources and Affirmative Action at 715-346-2606 or hr@uwsp.edu.
The safety and success of students, faculty, and staff at the University of Wisconsin-Stevens Point is paramount. The Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act requires the distribution of an annual security report to all current and prospective students, faculty, and staff. You may obtain the complete report at https://www3.uwsp.edu/protsv/Pages/Clery.aspx
The University of Wisconsin-Stevens Point will not reveal the identities of applicants who request confidentiality in writing, except the identity of the successful candidate will be released. See Wis. Stat. sec. 19.36(7).
An offer of employment will require a criminal background check and authorization to work within the United States as required by the Immigration Reform and Control Act of 1986.
UW is an Equal Opportunity Employer: 
 
Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, pregnancy, disability, status as a protected veteran, or any other bases protected by applicable federal or State law and UW System policies. We are committed to building a workforce that represents a variety of backgrounds, perspectives, and skills, and encourage all qualified individuals to apply.</div>

Temporary Human Resource Business Partner

Prequel Solutions

<div><h2 class="jobSectionHeader">Overview</h2>
Our client is seeking an experienced HR Business Partner to partner with business leaders and support the execution of HR strategies that drive organizational success. This role serves as a trusted advisor on employee relations, labor relations, performance management, workforce planning, and talent development while helping leaders navigate complex people-related challenges.
The ideal candidate is a collaborative HR professional with strong business acumen who enjoys building relationships, solving problems, and partnering across the organization to create a positive employee experience.<h2 class="jobSectionHeader">
Key Responsibilities</h2><ul><li>
Partner with business leaders to develop and execute HR strategies that support business objectives.</li><li>
Serve as a trusted advisor on employee relations, labor relations, performance management, coaching, career development, compensation, and workforce planning.</li><li>
Support employee relations initiatives that foster engagement, accountability, and a positive workplace culture.</li><li>
Assist in developing and executing labor relations strategies for unionized workforces, including newly acquired business units.</li><li>
Conduct workplace investigations and provide guidance on employee relations matters.</li><li>
Coach managers on performance management, conflict resolution, leadership development, and organizational effectiveness.</li><li>
Partner with leadership to support succession planning and talent development initiatives.</li><li>
Collaborate with HR Centers of Excellence&mdash;including Talent Acquisition, Compensation, Benefits, Payroll, and HRIS&mdash;to implement HR programs and solutions that support business needs.</li><li>
Analyze workforce data and HR metrics to identify trends and recommend improvements to employee engagement and organizational effectiveness.</li><li>
Support organizational change initiatives and continuous improvement efforts across the business.</li></ul><h2 class="jobSectionHeader">
Qualifications</h2><h3 class="jobSectionHeader">
Required Experience</h3><ul><li>
5&ndash;7 years of Human Resources Generalist or HR Business Partner experience within a mid-sized or large organization.</li><li>
Bachelor's degree in Human Resources, Business Administration, Labor Relations, or a related field.</li><li>
Experience partnering with business leaders on HR initiatives and employee relations matters.</li><li>
Experience supporting labor relations and unionized work environments is preferred.</li><li>
Experience conducting workplace investigations and resolving employee relations issues.</li><li>
Demonstrated ability to manage multiple priorities while driving projects to successful completion.</li></ul><h3 class="jobSectionHeader">
Technical Skills</h3><ul><li>
Proficiency with Microsoft Office, including Excel, PowerPoint, and Word.</li><li>
Experience using Workday or another enterprise HRIS.</li><li>
Strong analytical and problem-solving skills with the ability to interpret workforce data and provide actionable recommendations.</li><li>
Experience creating presentations and financial or workforce-related models is preferred.</li></ul><h2 class="jobSectionHeader">
Preferred Qualifications</h2><ul><li>
SPHR or PHR certification.</li><li>
Experience supporting unionized workforces.</li><li>
Experience working through organizational change or acquisitions.</li></ul></div>

HR Business Partner II

Watlow Electric Manufacturing

Working at Watlow
 Watlow is a global technology and manufacturing leader who provides world class engineering expertise through innovative thermal products and systems, enabling our customers to thrive. We are making a positive impact every day as our solutions enrich the lives of people everywhere. We have been providing breakthrough thermal solutions for over 100 years! Our corporate values guide us uncompromisingly to always do the right thing, continually learn and improve, respect everyone, and lead with service and humility.
 
About the Role
 As the Senior HR Business Partner (HRBP) at Watlow, you will serve as a trusted partner to leaders across Commercial business groups ensuring alignment between people practices and operational goals.
 
This role focuses on collaborating with functional leaders to execute strategic and global HR initiatives that enhance team member engagement, support business performance, and strengthen organizational capabilities.
 
We are looking for someone to be based out of our global headquarters in St. Louis, MO.
 
Key Responsibilities: 
<ul>
<li>Drive Strategic Alignment: Partner with Commercial leaders to turn business goals into actionable workforce plans.</li>
<li>Enhance Workforce Effectiveness: Implement department strategies that boost engagement, performance, and operational excellence.</li>
<li>Develop Leaders: Coach and mentor managers to strengthen leadership capabilities and foster a culture of growth.</li>
<li>Elevate Employee Engagement: Assess engagement factors and create targeted action plans to improve workplace experience.</li>
<li>Lead Change Initiatives: Guide leaders through transitions with clear communication, training, and adoption strategies.</li>
<li>Build HR Partnerships: Collaborate with site and operational leadership to deliver impactful HR solutions.</li>
<li>Champion Culture & Inclusion: Execute initiatives that promote a people-first, inclusive environment across global teams.</li>
<li>Leverage Insights: Use HR analytics to anticipate workforce needs and provide actionable guidance to leadership.</li>
<li>Ensure Compliance: Act as a subject matter expert on HR systems, audits, and regulatory requirements.</li>
</ul>
Required Qualifications
 <ul>
<li>Bachelor’s degree in human resources or a related field preferred</li>
<li>8+ years of experience in a strategic HR Business Partner role supporting commercial/sales or corporate functions</li>
<li>Demonstrated experience directly supporting executive level business leaders</li>
<li>Strong project management skills with proven ability to execute multiple initiatives across diverse sites</li>
<li>Able to work onsite and maintain a flexible schedule supporting global meetings/initiatives</li>
</ul>
Desired Qualifications
 <ul>
<li>Demonstrated success partnering sales leaders to drive organizational and cultural initiatives</li>
<li>Strong relationship-building and influence skills with the ability to collaborate across all level</li>
<li>Proven track record of driving process improvements within HR functions</li>
<li>Analytical mindset with ability to use data and metrics to inform decisions and measure outcomes</li>
</ul>
The Watlow Total Compensation Plan
 The health, well-being and financial stability of you and your family is a high priority to us. The Watlow Total Rewards Plan includes competitive compensation and a full range of life and career enhancing benefits:
 <ul>
<li>Annual Incentive Program</li>
<li>401(k) plan that includes a company match on your contribution and an annual company contribution that is tied to company performance</li>
<li>Wellness incentives</li>
<li>Employee Personal Assistance Program</li>
<li>Dental, medical, vision and short-term and long-term disability insurance</li>
<li>Paid holidays, personal time, and vacation</li>
<li>Parental leave</li>
<li>Tuition reimbursement</li>
</ul>
Diversity & Inclusion
 We proactively embrace diversity in all its dimensions across our company and cultivate a culture of inclusion and forward thinking that respects and reflects each team member’s individual strengths, views, and experiences. Watlow takes pride in being an inclusive equal opportunity employer and considers for employment qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.
 
Please let us know confidentially if you need or require any special accommodations to participate in our recruiting process by emailing us at accommodations@Watlow.com.

Senior HR Business Partner - US

Confidential

<div>
 
 A
 
 prominent luxury hospitality brand in Dubai
 
 is looking for a sharp, people-driven
 
 HR Business Partner
 
 to sit at the intersection of business strategy and talent. This isn't a back-office HR role &mdash; you'll be embedded with operational leaders, influencing decisions, and shaping the employee experience from hire to retire.
 
 
 
 
 
 If you thrive in fast-paced environments, love solving complex people challenges, and want to leave a real mark on a growing organization &mdash; this one's for you.
 
 
 
 
 
 
 
 What You'll Own
 
 
 
 
 
 
 
 
 Be the Strategic Voice at the Table
 
 
 
 You won't just execute &mdash; you'll advise. You'll work shoulder-to-shoulder with senior leaders to connect people strategy with business performance. Think workforce planning, org design, and building the talent pipeline that keeps the business ahead of the curve.
 
 
 
 
 
 
 Drive Budgets, Forecasting &amp; Manpower Planning
 
 
 <ul>
 <li>
 Take ownership of the
 
 HR budget cycle
 
 &mdash; from building annual manpower budgets and headcount forecasts to tracking spend against plan throughout the year
 </li>
 <li>
 Partner with
 
 Finance and Operations
 
 to align staffing models with business demand, seasonal fluctuations, and growth projections &mdash; ensuring the organization is always right-sized, right-skilled, and cost-efficient
 </li>
 <li>
 Provide leadership with
 
 clear visibility
 
 on labor costs, vacancy rates, and workforce gaps to enable smarter, faster decision-making
 </li>
 </ul>
 
 
 
 
 
 Lead Employee Relations &amp; Grievance Management
 
 
 <ul>
 <li>
 Be the first point of contact for
 
 complex employee relations matters
 
 &mdash; from workplace conflicts and conduct issues to formal grievances and disciplinary proceedings
 </li>
 <li>
 Manage cases with
 
 fairness, discretion, and consistency
 
 , ensuring all matters are handled in line with company policy, local labor law, and best practice
 </li>
 <li>
 Coach managers on how to
 
 navigate sensitive conversations
 
 , de-escalate tensions, and create a culture where issues are addressed early &mdash; before they escalate
 </li>
 <li>
 Conduct or oversee
 
 workplace investigations
 
 where needed, documenting findings and recommending appropriate outcomes
 </li>
 <li>
 Track
 
 ER trends and patterns
 
 across the business and use insights to recommend preventive measures that strengthen workplace harmony
 </li>
 </ul>
 
 
 
 
 
 Drive Talent &amp; Culture Forward
 
 
 <ul>
 <li>
 Own the full talent lifecycle &mdash; from attracting the right people to helping them grow, perform, and stay
 </li>
 <li>
 Build meaningful succession plans and leadership pipelines &mdash; not just spreadsheets, but real development paths
 </li>
 <li>
 Design and run the performance cycle in a way that actually moves the needle &mdash; goal setting, coaching conversations, and honest feedback loops
 </li>
 <li>
 Partner with L&amp;D to create development programs that employees genuinely value
 </li>
 </ul>
 
 
 
 
 
 Be the Go-To for All Things People
 
 
 <ul>
 <li>
 Act as a trusted sounding board for managers on performance concerns, team dynamics, and people decisions
 </li>
 <li>
 Keep compensation and benefits competitive by collaborating closely with Finance &mdash; because retaining great talent starts with fair rewards
 </li>
 <li>
 Champion
 
 Diversity, Equity &amp; Inclusion
 
 &mdash; not as a checkbox, but woven into how the business hires, engages, and grows its people
 </li>
 </ul>
 
 
 
 
 
 Make Data-Driven Decisions
 
 
 <ul>
 <li>
 Track what matters &mdash; turnover trends, engagement scores, performance patterns &mdash; and turn numbers into actionable insights for leadership
 </li>
 <li>
 Spot issues before they become problems and recommend smart, proactive solutions
 </li>
 </ul>
 
 
 
 
 
 Lead Through Change
 
 
 <ul>
 <li>
 Support transformation initiatives and help teams navigate shifts in structure, process, or culture with clarity and confidence
 </li>
 <li>
 Build engagement and retention strategies that go beyond surveys &mdash; think recognition, feedback loops, and genuine connection
 </li>
 </ul>
 
 
 
 
 
 Build &amp; Develop Your Team
 
 
 <ul>
 <li>
 Lead and mentor a small HR team, setting high standards while creating a supportive environment where people learn and grow together
 </li>
 <li>
 Manage priorities and resources so HR delivers real value across every department
 </li>
 </ul>
 
 
 
 
 
 
 What Makes You a Great Fit
 
 
 
 
 
 
 
 
 Your Background
 
 
 <ul>
 <li>
 
 5+ years in HR
 
 , with at least
 
 2 years operating as a true business partner
 
 &mdash; not just in title
 </li>
 <li>
 Experience in
 
 hospitality, luxury brands, or high-touch service industries
 
 is a strong plus
 </li>
 <li>
 Hands-on experience across
 
 employee relations, grievance handling, recruitment, performance management, HR budgeting, manpower planning, and organizational development
 
 </li>
 </ul>
 
 
 
 
 
 Your Credentials
 
 
 <ul>
 <li>
 
 Bachelor's degree
 
 in HR, Business, or a related discipline
 </li>
 <li>
 
 HR certification
 
 (PHR, SPHR, CIPD, or similar) is a bonus
 </li>
 </ul>
 
 
 
 
 
 Your Style
 
 
 <ul>
 <li>
 You communicate with confidence and clarity &mdash; in
 
 English
 
 (fluency required);
 
 Arabic
 
 is a nice-to-have
 </li>
 <li>
 You're equally comfortable in a boardroom conversation and a 1:1 with a front-line team member
 </li>
 <li>
 You handle sensitive situations with
 
 maturity, discretion, and emotional intelligence
 
 </li>
 <li>
 You're calm under pressure, solutions-oriented, and never afraid to challenge the status quo constructively
 </li>
 <li>
 You lead with data but connect with empathy
 </li>
 </ul>
 
 
 
 
 
 
 Why This Role?
 
 
 
 
 
 
 
 You'll join a
 
 world-class hospitality group
 
 where people are genuinely at the center of the business. This is a chance to shape culture, influence strategy, and grow your career in one of the most exciting markets in the world.
 
</div>

Human Resources Business Partner

Sterling Healthcare Management

<div>HR Business Partner
Be a part of the caring team of professionals at Sterling Healthcare Management, a division of Menora Financial Corp (MFC). Sterling currently manages 10 Skilled Nursing and Assisted Living communities across Indiana&mdash;including South Bend, Wabash, Greencastle, Anderson, Evansville, and Gary&mdash;with continued growth on the horizon. We are seeking a Human Resources Business Partner to work alongside the VP of HR to lead and support HR operations across our expanding organization.
Why This Role Stands Out:
This is a unique opportunity for an HR Professional to make a direct impact within our organization by assisting to shape our culture and influence company HR strategy. In a highly visible role, you will partner directly with leadership focusing on talent acquisition, retention, team member development, and regulatory compliance.
What You&rsquo;ll Own:<ul><li> Design a recruitment strategy and building talent pipelines</li><li> Drive retention and culture initiatives across all levels</li><li> Ensure compliance without slowing down our operations</li><li> Build a comprehensive onboarding process to ensure retention of team members</li><li> Lead team member recognition programs</li><li> Jump into the trenches &ndash; payroll backup, HR operations, and day to day support for all our community leaders</li></ul>
What You&rsquo;ll Bring:<ul><li> Bachelor&rsquo;s degree in human resources, a related field, or equivalent professional experience</li><li> A minimum of 6 years&rsquo; experience in a high-volume HR generalist role</li><li> Previous experience in a healthcare setting is preferred</li><li> Experience with HRIS systems and proficiency in Microsoft Office products</li><li> Strong communication skills who will lead with transparency, professionalism, and build trust</li><li> HR certification (PHR/SHRM-CP/SHRM-SCP)</li><li> Ability to travel throughout Indiana to support our community teams</li></ul>
What We Offer:<ul><li> Comprehensive Medical, Dental, and Vision benefit programs to meet your needs</li><li> Voluntary benefit programs</li><li> 401(k) with company match</li><li> Paid Time Off benefits</li><li> A collaborative Leadership Team to help you grow and succeed</li><li> A sense of belonging with a collaborative leadership team to help you grow and succeed</li><li> Runway to assist in building a comprehensive HR service for the company</li><li> Being a part of something bigger by impacting the lives of our residents through support of our teams</li></ul>
Sterling Healthcare Management is excited to welcome a dynamic HR leader who is passionate about building strong teams, supporting our communities, and contributing to continued organizational growth.</div>

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