hr business partner consultant

Servco Pacific Inc.

<div>Servco is looking for a HR Business Partner to join our Human Resources team! The HR Business Partner serves as a strategic advisor and trusted consultant to business leaders, aligning people strategy with enterprise objectives to drive business performance, engagement, culture and compliance. While maintaining strong expertise in employee and labor relations, this position elevates beyond transactional HR to influence organizational design, succession planning, workforce analytics, and change leadership within a complex, multi-site, union and non-union environment.
Responsibilities:<ul><li>
Serve as a trusted advisor to leaders on organizational strategy, workforce planning, leadership effectiveness, and culture transformation.</li><li>
Maintain strong relations with business partners and establish HR as a proactive, value-added function rather than a reactive resource.</li><li>
Lead complex employee and labor relations matters, including high-risk investigations, grievance management, and interpretation/application of collective bargaining agreements.</li><li>
Translate business strategy into forward-looking talent strategies including succession planning, development, and capability building.</li><li>
Drive organizational effectiveness initiatives such as restructures, role clarity, up-skilling, and change management efforts.</li><li>
Strengthen performance management rigor and talent differentiation processes to elevate accountability and results.</li><li>
Use workforce metrics (retention, engagement, bench strength, productivity, etc.) to provide data-driven recommendations.</li><li>
Ensure compliance with federal, state (Hawai'i and beyond), and local employment laws, company policies, and labor agreements while mitigating organizational risk.</li><li>
Champion employee engagement and cultural initiatives, ensuring measurable improvements in engagement and retention outcomes.</li><li>
Partner cross-functionally with Talent Acquisition, Total Rewards, Talent Development, and HR Operations to implement enterprise-wide initiatives effectively.</li></ul>
Requirements:<ul><li>
Bachelor's Degree in Human Resources, Business Administration, Organizational Development, or related field preferred.</li><li>
SPHR, SHRM-SCP, or equivalent advanced HR certification strongly preferred.</li><li>
Minimum 8-12 years of progressive HR experience in increasingly strategic roles.</li><li>
Minimum 5+ years as an HR Business Partner supporting leaders in a complex, multi-site, union and non-union environment.</li><li>
Demonstrated experience operating at a manager or director-equivalent scope within a large, matrixed organization.</li><li>
Proven experience in workforce planning, succession management, and change leadership.</li><li>
Strong background in employee and labor relations, including investigations, grievance handling, and contract interpretation.</li><li>
Experience influencing stakeholders and driving measurable business outcomes.</li><li>
Valid driver&rsquo;s license and clean driving record.</li><li>
Labor relations experience preferred.</li><li>
Deep knowledge of Hawai&rsquo;i and Federal employment and labor laws.</li><li>
Advanced ability to interpret and operationalize complex documents (e.g. collective bargaining agreements, regulatory guidance).</li><li>
Professional presence and ability to influence without direct authority.</li><li>
Strong business acumen with the ability to understand financial, operational, and strategic drivers.</li><li>
High-level investigation, risk assessment, and conflict resolution skills.</li><li>
Data fluency - ability to analyze and interpret workforce metrics to guide decision-making.</li><li>
Skilled at coaching leaders to improve leadership effectiveness and team performance.</li><li>
Change management expertise with demonstrated success leading organizational transitions.</li><li>
Proficient in Microsoft Office Suite (Word, Excel, PowerPoint) and HRIS systems.</li></ul>
HRBP - HR Business Partner - HR Consultant - Human Resources
At Servco, we&rsquo;re committed to providing valuable mobility solutions to empower people through the freedom of movement and opportunity. From Australia to California, and of course, Hawaii, Team Servco is a collective of over 2,000 like-minded individuals guided by our four Core Values of Respect, Service, Teamwork, and Innovation. For over 100 years, we have been dedicated to superior service, to both our customers and team members. We look forward to helping you create Life:Moments that matter to you.
Interested?
Visit www.servco.com/careers to apply online.
Equal Opportunity Employer and Drug-Free Workplace
Pay Range: $93,900.00 - $142,700.00 per year</div>

HR Business Partner

Global Maritime

<div>
 
 Job Description
 
 
 
 &nbsp;HRBP &ndash; Middle East
 
 
 Who are we?
 
 At Global Maritime, our remit is to meet the challenges of the sea. What truly sets Global Maritime apart in the world of maritime engineering consultancy is the combination of the intellectually stimulating work itself, our deeply collaborative culture, and the uniquely supportive leadership. Global Maritime stands out as the premier destination for maritime engineers due to our unique blend and unparalleled technical opportunities &ndash; the opportunity to shape the industry's future on globally significant, cutting-edge projects &ndash; within a supportive and collaborative international community. Combined with expert leadership that actively mentors your growth within a trusting environment.
 
 &nbsp;
 
 Welcoming you to our team
 
 You will join a high-performing regional team covering Azerbaijan, the U.A.E., Saudi Arabia, Qatar, and Egypt. As the primary HR point of contact for the region, you will act as a vital bridge between regional leadership and the broader Group HR infrastructure. Within our business function, we operate as a close-knit, highly competent team that believes in open knowledge sharing and applying best practices to work in concert. Our culture is built around skilled employees who are empowered to take decisions and get work done, providing you with the freedom and autonomy to innovate while ensuring talent strategies align perfectly with regional business objectives.
 
 &nbsp;
 
 What does success look like in this position?
 
 Success in this role involves serving as a seasoned strategic consultant capable of balancing local operational needs with global organizational standards. You will partner closely with the Head of People &amp; Culture and the Regional Director to design and implement people strategies that drive regional growth and operational efficiency. A key component of success is providing expert coaching on organizational design and workforce planning while translating global Group HR initiatives into culturally relevant, localized programs. Furthermore, you will ensure 100% compliance with regional statutory requirements and internal group audits, representing the company with authority during official government inspections.
 
 &nbsp;
 
 How you make an impact
 
 You make an impact by driving regional growth while operating strictly within the parameters of Group HR policy and global standards. You will lead critical Emiratisation and workforce localisation initiatives, ensuring total alignment with UAE national employment obligations and managing complex pension coordination. By maintaining a rigorous matrix reporting line to Group HR, you deliver high-fidelity data that informs global strategy and ensures regional organizational structures remain lean and optimized. Your ability to pivot between high-level strategy and hands-on operational support allows you to audit and refine HR workflows, eliminating manual errors and ensuring the region remains "audit-ready" at all times.
 
 &nbsp;
 
 Your starting point when you join
 
 <ul>
 <li>
 10 years of progressive HR experience, with at least 3&ndash;5 years in a HRBP or regional capacity.
 </li>
 <li>
 BSc / MSc degree in Human Resources or a related field.
 </li>
 <li>
 Alternatively, a professional certification such as SHRM-SCP or CIPD Level 7.
 </li>
 <li>
 Demonstrated success navigating complex matrix reporting structures and balancing local business units with corporate group policies.
 </li>
 <li>
 Practical experience with UAE labour inspections, Emiratisation obligations, and pension/social security coordination including ADPF and GPSSA.
 </li>
 <li>
 Proven exposure to energy engineering and consultancy environments, including an understanding of relevant industry products and software.
 </li>
 <li>
 Experience managing insurance and risk-related HR requirements, such as life insurance and workmen&rsquo;s compensation.
 </li>
 </ul>
 &nbsp;
 
 Working with us
 
 As part of a company where we are valued for our competence and experience by our Clients. GM&rsquo;s work culture is built around skilled employees that are empowered to take decisions and get work done. To enable this we provide freedom and autonomy as well as the opportunity to innovate at the individual level. In order to streamline and ensure we all work in concert we also believe in knowledge sharing where we apply best practices openly so that we can continue to operate as a close-knit highly competent team.
 
 &nbsp;
</div>

HRBP - Middle East

Point72

<div><div><div>EXPERIENCE
<div>Experienced Professionals</div>
</div><div>LOCATION
<div>New York | Stamford</div>
</div><div>FOCUS
<div>Human Capital</div>
</div><div>BUSINESS
<div>Point72</div></div></div></div>
 <div><h3 class="jobSectionHeader">A Career with Point72's Human Capital Team</h3>

As an HR Team, our mission is to be trusted business partners and advisors within the Point72 community, committed to driving a distinctive culture that values collaboration, innovation, and adaptive performance. We are a group of professionals who prioritize business context while listening to all sides, across teams and levels, with empathy. We strive to be commercial and innovative, focused on deeply understanding the nuances of global and business unit dynamics and seeking unconventional ways of approaching our relationships with our people.<h3 class="jobSectionHeader"> 
What you'll do</h3>
<ul><li>Partner with business leaders to develop and implement people strategies that align talent, performance, and organizational design to business objectives</li><li>
Advise leadership on performance, leadership development, and succession planning</li><li>
Support the execution of firmwide talent initiatives by coordinating implementation plans, monitoring outcomes, and refining approaches as needed.</li><li>
Analyze HR data and reporting to generate insights, present findings to business leaders, and recommend data-driven actions</li><li>
Assess complex employee relations and people-risk scenarios, applying sound judgment to protect the business and its people</li><li>
Lead cross-functional projects and change management efforts to implement organizational change with clarity and speed</li><li>
Partner with HR colleagues and business stakeholders across multiple geographies to ensure consistent execution and local relevance</li><li>
Coach managers to strengthen leadership capability, drive accountability, and build high-performing teams</li><li>
Execute day-to-day HR operations for your client groups, including workforce planning, reporting, communication, and escalation management</li></ul> 
<h3 class="jobSectionHeader">
What's required</h3>
<ul><li>7+ years of HR business partner experience working in a fast-paced environment</li><li>
Demonstrated experience with HR reporting and analytics to generate insights, present findings to the business, and track and disseminate key HR data</li><li>
Demonstrated project management and change management experience</li><li>
Excellent judgment and demonstrated experience assessing risk relative to the business</li><li>
Strong communication skills with the ability to influence and articulate a variety of issues to different audiences, tailoring messages accordingly</li><li>
Ability to work and partner effectively across multiple geographies</li><li>
Demonstrated experience building strong and trusted relationships with clients and partners</li><li>
Ability to execute firmwide talent initiatives with excellence</li><li>
Commitment to the highest ethical standards</li></ul> 
<h3 class="jobSectionHeader">
We take care of our people</h3>

We invest in our people, their careers, their health, and their well-being. When you work here, we provide:<ul><li>
Fully-paid health care benefits</li><li>
Generous parental and family leave policies</li><li>
Volunteer opportunities</li><li>
Support for employee-led affinity groups representing women, people of color and the LGBT+ community</li><li>
Mental and physical wellness programs</li><li>
Tuition assistance</li><li>
A 401(k) savings program with an employer match and more</li></ul> 
<h3 class="jobSectionHeader">
About Point72</h3>

Point72 is a leading global alternative investment firm led by Steven A. Cohen. Building on more than 30 years of investing experience, Point72 seeks to deliver superior returns for its investors through fundamental and systematic investing strategies across asset classes and geographies. We aim to attract and retain the industry's brightest talent by cultivating an investor-led culture and committing to our people's long-term growth. For more information, visit https://point72.com/. 
The annual base salary range for this role is $200,000-$250,000 (USD) , which does not include discretionary bonus compensation or our comprehensive benefits package. Actual compensation offered to the successful candidate may vary from posted hiring range based upon geographic location, work experience, education, and/or skill level, among other things.</div>

Mobilink Bank

<div>
 
 
 Department:
 
 Regional HR Business Partner - Branch Banking Network
 
 
 
 Reports To:
 
 Lead HR Business Partner
 
 
 
 Job Grade: AVP
 
 
 
 
 Total Position:
 
 01
 
 
 
 Location:
 
 Multan
 
 
 
 
 
 
 Job Role:
 
 What is Regional HR Business Partner &ndash; Branch Banking Network
 
 
 
 
 
 
 What is HR Business Partner &ndash; Branch Banking Network (MMBL)?
 
 
 
 As an HR Business Partner (HRBP) for the Branch Banking Network, you will play a strategic role in partnering with regional leadership to drive people priorities that enable business performance. This role serves as a trusted advisor to business leaders, ensuring alignment of HR strategies with operational needs while strengthening employee experience, capability, and culture across the branch network.
 
 
 
 
 
 
 What HR Business Partner &ndash; Branch Banking Network Does?
 
 
 <ul>
 <li>
 Act as the primary HR advisor to assigned regions, partnering closely with Regional Business Heads and Branch Managers.
 </li>
 <li>
 Translate business challenges into effective HR interventions across staffing, retention, performance, succession, and capability building.
 </li>
 <li>
 Support strategic initiatives including branch productivity improvement, service quality enhancement, and people‑led transformation programs.
 </li>
 <li>
 Conduct workforce planning and analytics to identify capacity gaps, skill requirements, and future manpower needs.
 </li>
 <li>
 Partner with Talent Acquisition to accelerate hiring for branch roles.
 </li>
 <li>
 Drive the performance management cycle across the branch network, ensuring effective goal setting, reviews, and performance outcomes.
 </li>
 <li>
 Identify performance and capability gaps and collaborate with Learning &amp; Development department to design functional and behavioural development programs.
 </li>
 <li>
 Manage employee relations matters including grievances, investigations, disciplinary actions, and separations in line with labour laws and bank policies.
 </li>
 <li>
 Ensure consistent implementation of HR policies and regulatory compliance across branches.
 </li>
 <li>
 Partner with Compliance, Audit, and Risk teams to maintain people‑related regulatory adherence.
 </li>
 <li>
 Enhance employee engagement through branch visits, pulse surveys, and action plans targeting engagement hotspots.
 </li>
 <li>
 Champion diversity, inclusion, and a positive workplace culture across the network.
 </li>
 <li>
 Oversee end‑to‑end HR operations including onboarding, confirmations, transfers, promotions, and exits.
 </li>
 <li>
 Monitor and analyse branch‑level attrition, absenteeism, manpower cost, and workforce metrics, providing actionable insights to business leaders.
 </li>
 <li>
 Support organizational change and culture initiatives including digital adoption and customer‑centric transformation.
 </li>
 <li>
 Act as a culture ambassador, role‑modelling Mobilink Bank values across the branch network.
 </li>
 <li>
 Manage routine HR administrative workflows to ensure seamless operations within the assigned branch network.
 </li>
 <li>
 This role will report directly to the Lead HRBP and collaborate closely with the People &amp; Organization team to ensure seamless operational support within the assigned region.
 </li>
 </ul>
 
 
 
 
 
 What are we looking for and what does it take to be the HR Business Partner &ndash; Branch Banking Network?
 
 
 
 
 
 
 
 Job Requirements
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field (Master&rsquo;s degree preferred).
 </li>
 <li>
 5&ndash;8 years of progressive HR experience, including 2&ndash;3 years in an HRBP or HR Generalist role.
 </li>
 <li>
 Experience working with a distributed workforce such as branch banking, retail, sales, or service networks.
 </li>
 <li>
 Strong understanding of banking operations, HR policies, labor laws, and regulatory requirements.
 </li>
 <li>
 Hands‑on experience in workforce planning, talent management, employee relations, and performance management.
 </li>
 </ul>
 
 
 
 
 
 Essential Skills
 
 
 <ul>
 <li>
 Strong business partnering and stakeholder management capability.
 </li>
 <li>
 Excellent interpersonal and communication skills.
 </li>
 <li>
 Problem‑solving and decision‑making ability.
 </li>
 <li>
 Conflict resolution and negotiation skills.
 </li>
 <li>
 High level of confidentiality, integrity, and professional judgment.
 </li>
 <li>
 Ability to work in fast‑paced, geographically dispersed environments.
 </li>
 <li>
 HR analytics, reporting, and data‑driven decision making.
 </li>
 <li>
 Willingness to travel frequently (30&ndash;50%) across branch locations in Sindh and South Punjab
 </li>
 </ul>
 
 
 
 
 
 Desirable Skills
 
 
 <ul>
 <li>
 Experience supporting branch banking or retail financial services.
 </li>
 <li>
 Exposure to organizational change management and transformation initiatives.
 </li>
 <li>
 Strong influencing skills with senior and regional leadership.
 </li>
 </ul>
 
 
</div>

Regional HR Business Partner

Great Lakes Energy

<div>
 
 
 Ready to step into a role where you can influence leaders, elevate the employee experience, and make a measurable impact across an organization?
 
 
 
 
 Great Lakes Energy is seeking a driven, experienced human resources professional to fill the role of HR Business Partner and join our team in (Boyne City/Newaygo). In this role, you won't just support the business, you'll help shape it. From advising leaders to optimizing HR programs and benefits, you'll play a key role in strengthening our people, culture, and performance.
 
 
 
 Who We Are
 
 
 
 For over 85 years, Great Lakes Energy has powered rural communities across 26 counties in western and northern Michigan. As the third-largest Michigan-based electric utility and the state's largest member-owned power company, we serve over 128,000 meters with pride. Beyond delivering reliable electricity, we are leaders in advanced fiber technology through Truestream, our communication solutions subsidiary.
 
 
 At Great Lakes Energy, we prioritize enriching the lives of our community members and employees. With over 300 team members, we're more than just colleagues - we're a close-knit family, united by a shared vision of growth, innovation, and community service.
 
 
 
 A Day in the Life
 
 
 
 As an HR Business Partner, you'll serve as a trusted advisor to leaders and employees, balancing strategy with hands-on execution. You'll partner with teams across the organization to solve problems, improve processes, and create a best-in-class employee experience.
 
 
 Your day may include coaching a leader through a complex employee relations issue, leading a recruitment strategy to attract high-impact talent, or helping an employee navigate benefits and leave options. You'll play a key role in administering and improving total rewards programs, ensuring compliance, and driving initiatives that enhance culture, engagement, and performance.
 
 
 You'll also identify opportunities for improvement, whether that's streamlining HR processes, improving communication, or enhancing programs, and take initiative to make things better than you found them.
 
 
 
 Who You Are
 
 
 
 You're a high performing HR professional who thrives in a fast-paced, ever-evolving environment. You don't just respond to challenges, you anticipate them, take ownership, and drive solutions that move the organization forward.
 
 
 You build trust quickly and aren't' afraid to lean into difficult conversations. You hold yourself and others accountable, approach problems with curiosity and discipline, and consistently follow through to deliver results. You bring a strong point of view, backed by data and experience, and you're comfortable influencing leaders at all levels.
 
 
 You're wired to improve things. You see inefficiencies, gaps, or friction points and you act. You don't settle for "good enough"; you push for better processes, better outcomes, and a better employee experience.
 
 
 You're also a team-first contributor. You actively look for ways to support the broader HR team and the organization as a whole and stepping in where needed without being asked. You recognize that success isn't individual; it's collective, and you show up every day ready to contribute beyond your immediate responsibilities.
 
 
 You bring both strategic thinking and a roll-up-your-sleeves mentality. Whether you're navigating complex employee relations issues, optimizing HR programs, or executing day-to-day operation, you hold yourself to a high standard and expect the same from those around you.
 
 
 
 What You Bring
 
 
 
 <ul>
 <li>
 5+ years of progressive HR experience, ideally in a generalist or business partner role
 </li>
 <li>
 Strong working knowledge of employment and HR best practices
 </li>
 <li>
 Experience supporting for administering employee benefits and leave programs (FMLA, COBRA, ADA)
 </li>
 <li>
 Proven ability to build relationships and influence leaders at all levels
 </li>
 <li>
 Experience in recruiting, employee relations, HR operations, benefit administration, and payroll
 </li>
 <li>
 Strong problem-solving skills, sound judgment, and attention to detail
 </li>
 <li>
 High level of integrity, professionalism, and confidentiality
 </li>
 <li>
 Proficiency with HRIS (UKG Ready) and MS Office products
 
 
 </li>
 </ul>
 
 What's In It For You
 
 
 
 We believe our people are our greatest asset and our benefits reflect that. From the expected to the exceptional, our offerings are designed to support you and your family at every stage of life. We provide a well-rounded package that includes medical, dental, and vision coverage, paid time off, parental leave, adoption assistance, tuition reimbursement, life insurance, and robust retirement plans - just to name a few.
 
 
 
 How To Apply
 
 
 
 We know your time is valuable and that's why our application is short. Grab your resume and answer a few short questions at the link below.
 
 
 Great Lakes Energy is an equal opportunity provider and employer.
 
 
 Salary: $77400 - $95300 per year
 
 
 
 
 Job Posted by ApplicantPro
 
 
</div>

Memorial Healthcare System

<div>
 
 Location:
 
 
 
 Hollywood, Florida
 
 
 At Memorial, we are dedicated to improving the health, well-being and, most of all, quality of life for the people entrusted to our care. An unwavering commitment to our service vision is what makes the difference. It is the foundation of The Memorial Experience.
 
 
 
 Summary
 
 
 
 The Human Resource (HR) Business Partner serves as an internal consultant and strategic value creator for the businesses &ndash; driving business outcomes and translating needs into a people agenda that cultivates a customer-centric culture. Enables business growth through talent strategy, utilizing market knowledge, analytics and leveraging HR&rsquo;s organizational capability. Provides strategic influence and vision to the business, focused on a 3-5-year horizon.
 
 
 
 Responsibilities
 
 
 
 Guides process of optimizing organizational design to increase productivity and improve performance of the business.Partners with leaders to assess and evaluate the impact of change initiatives within the facility, as well as ensuring change management strategies are developed and implemented. (i.e., implementation of change management plan at the facility for the new HR technology or initiatives)Utilize resources within HR COEs to identify strategic needs of the facility client group to drive culture, competitive advantage, leadership pipeline, and desired work environment for the business.Co-owns workforce analytics metrics on performance scorecard with business / client group leaders.Utilizes people management data and analysis tools to inform development of strategies and recommendations.Implements talent management solutions, programs, and policies (i.e., annual performance reviews, goal setting, etc.)Develops framework and requirements for building capabilities specific to the facility (i.e., build framework to assess organizational capabilities that includes identifying gaps in capability against the people strategy, and criteria to determine whether talent can be developed or acquired, or if the organization needs to design/update role profiles to close the gap(s)).Leads succession planning activities for assigned client group: select and develop key talent to ensure there is talent to fill critical roles.Identify what is needed to drive culture, competitive advantage, leadership pipeline, and desired work environment for the business.Shares facility-specific and HR customer insights with the broader HR organization to shape best-in-class employee experience across Memorial Healthcare (i.e., identifying, prioritizing, selecting, implementing and communicating improvement opportunities within the HR processes through user-focused process design) Includes driving adoption of the digital experience.Leads strategic workforce planning efforts, ensuring the facility&rsquo;s workforce has the right size, shape, cost, and agility for the future.
 
 
 
 Competencies
 
 
 
 Business and Financial Acumen, Communication, Data Literacy, Managing Through Change, Organizational Awareness, Problem Solving and Decision Making, Relationship Building &amp; Influence
 
 
 
 Education And Certification Requirements
 
 
 
 Bachelors (Required)
 
 
 
 Additional Job Information
 
 
 
 Complexity of Work: Requires critical thinking skills, effective communication, decisive judgment and the ability to work with minimal supervision. Requires business acumen, ability to read and interpret dashboards and reports containing complex data, and an understanding of HR analytics techniques. Must have excellent stakeholder management and be skilled at developing good working relationships with a diverse group. Must be able to work in a stressful environment and take appropriate action. Must be knowledgeable of employment laws and consultative methods. Required Work Experience: Three (3) years&rsquo; experience in Human Resources or related field. Experience in a strategic consultative role preferred. Other Information: Additional Education Info: Bachelor's degree in Human Resources or Business Administration or in a job related field. Master's degree in related field is preferred.Additional Certification Info: Certification in HR (SPHR, SHRM-SCP) is preferred.
 
 
 
 Working Conditions And Physical Requirements
 
 
 
 <ul>
 <li>
 Bending and Stooping = 20%
 </li>
 <li>
 Climbing = 0%
 </li>
 <li>
 Keyboard Entry = 60%
 </li>
 <li>
 Kneeling = 0%
 </li>
 <li>
 Lifting/Carrying Patients 35 Pounds or Greater = 0%
 </li>
 <li>
 Lifting or Carrying 0 - 25 lbs Non-Patient = 0%
 </li>
 <li>
 Lifting or Carrying 2501 lbs - 75 lbs Non-Patient = 0%
 </li>
 <li>
 Lifting or Carrying &gt; 75 lbs Non-Patient = 0%
 </li>
 <li>
 Pushing or Pulling 0 - 25 lbs Non-Patient = 0%
 </li>
 <li>
 Pushing or Pulling 26 - 75 lbs Non-Patient = 0%
 </li>
 <li>
 Pushing or Pulling &gt; 75 lbs Non-Patient = 0%
 </li>
 <li>
 Reaching = 0%
 </li>
 <li>
 Repetitive Movement Foot/Leg = 0%
 </li>
 <li>
 Repetitive Movement Hand/Arm = 60%
 </li>
 <li>
 Running = 0%
 </li>
 <li>
 Sitting = 60%
 </li>
 <li>
 Squatting = 0%
 </li>
 <li>
 Standing = 60%
 </li>
 <li>
 Walking = 60%
 </li>
 <li>
 Audible Speech = 60%
 </li>
 <li>
 Hearing Acuity = 60%
 </li>
 <li>
 Smelling Acuity = 0%
 </li>
 <li>
 Taste Discrimination = 0%
 </li>
 <li>
 Depth Perception = 60%
 </li>
 <li>
 Distinguish Color = 60%
 </li>
 <li>
 Seeing - Far = 60%
 </li>
 <li>
 Seeing - Near = 60%
 </li>
 <li>
 Bio hazardous Waste = 0%
 </li>
 <li>
 Biological Hazards - Respiratory = 0%
 </li>
 <li>
 Biological Hazards - Skin or Ingestion = 0%
 </li>
 <li>
 Blood and/or Bodily Fluids = 0%
 </li>
 <li>
 Communicable Diseases and/or Pathogens = 0%
 </li>
 <li>
 Asbestos = 0%
 </li>
 <li>
 Cytotoxic Chemicals = 0%
 </li>
 <li>
 Dust = 0%
 </li>
 <li>
 Gas/Vapors/Fumes = 0%
 </li>
 <li>
 Hazardous Chemicals = 0%
 </li>
 <li>
 Hazardous Medication = 0%
 </li>
 <li>
 Latex = 0%
 </li>
 <li>
 Computer Monitor = 60%
 </li>
 <li>
 Domestic Animals = 0%
 </li>
 <li>
 Extreme Heat/Cold = 0%
 </li>
 <li>
 Fire Risk = 0%
 </li>
 <li>
 Hazardous Noise = 0%
 </li>
 <li>
 Heating Devices = 0%
 </li>
 <li>
 Hypoxia = 0%
 </li>
 <li>
 Laser/High Intensity Lights = 0%
 </li>
 <li>
 Magnetic Fields = 0%
 </li>
 <li>
 Moving Mechanical Parts = 0%
 </li>
 <li>
 Needles/Sharp Objects = 0%
 </li>
 <li>
 Potential Electric Shock = 0%
 </li>
 <li>
 Potential for Physical Assault = 0%
 </li>
 <li>
 Radiation = 0%
 </li>
 <li>
 Sudden Decompression During Flights = 0%
 </li>
 <li>
 Unprotected Heights = 0%
 </li>
 <li>
 Wet or Slippery Surfaces = 0%
 
 
 </li>
 </ul>
 
 Shift
 
 
 
 Primarily for office workers - not eligible for shift differential
 
 
 
 Disclaimer:
 
 This job description is not intended, nor should it be construed to be an exhaustive list of all responsibilities, skills, efforts or working conditions associated with the job. It is intended to indicate the general nature and level of work performed by employees within this classification.
 
 
 Wages shown on independent job boards reflect market averages, not specific to any employer. We encourage candidates to talk to their Memorial Healthcare System recruiter to discuss actual pay rates, during the hiring process.
 
 
 Memorial Healthcare System is proud to be an equal opportunity employer committed to workplace diversity.
 
 
 Memorial Healthcare System recruits, hires and promotes qualified candidates for employment opportunities without regard to race, color, age, religion, gender, gender identity or expression, sexual orientation, national origin, veteran status, disability, genetic information, or any factor prohibited by law.
 
 
 We are proud to offer Veteran&rsquo;s Preference to former military, reservists and military spouses (including widows and widowers). You must indicate your status on your application to take advantage of this program.
 
 
 Employment is subject to post offer, pre-placement assessment, including drug testing.
 
 
 If you need reasonable accommodation during the application process, please call 954-276-8340 (M-F, 8am-5pm) or email TalentAcquisitionCenter@mhs.net
</div>

Human Resources Business Partner - FT - Days - JDCH

M&T Bank

<div><div><div>tion</div></div><div><div><div><div><div><div><div><div><div>
Overview:<ul><li>
The Senior HR Business Partner (Sr. HRBP) serves as a strategic advisor responsible for aligning people strategy with business objectives, and execution of HR programs for their assigned businesses. Provides expertise in workforce planning, employee development, leadership coaching, and organizational design that enables business performance. Connects all HR COEs in service of the business to influence and drive business value through enhanced operational efficiency and employee engagement.</li></ul>
Primary Responsibilities:<ul><li>
Serve as a strategic advisor and coach to senior leaders, providing guidance on talent, people management, and career development to advance organizational priorities and strengthen overall business performance.</li><li>
Leverage HR and business knowledge to lead and influence managers on the alignment and deployment of talent and organizational structure. Predict and diagnose business conditions related to human capital which may have underlying HR ramifications.</li><li>
Lead the design, development and execution of human capital plans for assigned business(es)</li><li>
Make independent decisions on complex human capital matters.</li><li>
Execute and lead annual HR events (Employee Engagement, Talent Calibration/Review, Performance Management and Compensation Cycle) as HR lead for business lines, providing insight and recommendations to leaders.</li><li>
Provide strategic consultation to business leaders on human capital and talent issues and promote a culture of leadership accountability for completion of outcomes.</li><li>
Participate in organizational change efforts including communication plans, employee engagement impact, and organizational design for assigned business lines. In some cases, lead one or more workstream(s) in support of transformation efforts.</li><li>
Lead the unification of HR services for assigned business lines by communicating and partnering with HR and other internal resources (Technology, Finance, etc.) on business initiatives to drive value and create a mutually beneficial approach to solving human capital challenges.</li><li>
Leverage data from the HRIS system to create proactive, data-driven solutions to inform leaders and drive value through human capital strategies</li><li>
Demonstrate sound judgement in complex and ambiguous situations</li><li>
May manage a small HR Business Partner team.</li></ul><ul><li>
Create and develop workforce planning efforts. Create and execute Workforce Planning efforts including activities needed to ensure workforce designs and capabilities meet current and future organizational goals.</li><li>
Understand and adhere to the Company&rsquo;s risk and regulatory standards, policies, and controls in accordance with the Company&rsquo;s Risk Appetite. Identify risk-related issues needing escalation to management.</li><li>
Promote an environment that supports engagement and belonging and reflects the M&amp;T Bank brand.</li><li>
Maintain M&amp;T internal control standards, including timely implementation of internal and external audit points together with any issues raised by external regulators as applicable.</li><li>
Complete other related duties as assigned.</li></ul>
Scope of Responsibilities:<ul><li>
This position typically covers multiple business lines with a medium to high variation in nature of work, employee level and geography in business line support structure and supports the talent management needs of senior to executive level managers in these business lines. The jobholder interacts with senior to executive level managers and supports them through all their talent management needs.</li></ul>
Key competencies for success in the role:<ul><li>
Influences: Understand the power of networks and leverages business relationships to gain support</li><li>
Builds Alliances: Break down silos by co-creating synergistic solutions</li><li>
Inspires Followers: Earn trust and respect through expertise and authentic connection</li><li>
Develops Talent: Understands and acts on own development and coaches others through the process</li></ul>
Education and Experience Required:
<ul><li>Bachelor&rsquo;s degree or four (4) years relevant experience.</li><li>
Seven years applicable Human Resources and/or relevant business line experience.</li><li>
Two years leadership/supervisory experience.</li><li>
Operates in a fast pace, high change environment, with a heavy involvement in people projects</li><li>
Talent Management certifications &ndash; Myers Briggs</li><li>
Solid knowledge of MS Office and software used by department</li><li>
Understanding of the business (of Human Resources and respective business area(s) assigned, i.e. how the business operates financially, the products and services offered and how they are positioned, who the key customers and competitors are and understanding the environment that could affect future successes).</li><li>
Thorough knowledge and understanding of applicable laws and regulations</li><li>
Highly literate in Human Resources procedures</li></ul>
Education and Experience Preferred:<ul><li>
Master&rsquo;s degree</li><li>
SPHR (Senior Professional in Human Resources) and/or SHRM &ndash; SCP (SHRM Senior Certified Professional)</li><li>
Experience with pertinent HRIS systems and report generation</li><li>
Sound understanding of the business line(s) supported</li></ul></div></div></div></div></div></div></div></div></div>
M&amp;T Bank is committed to fair, competitive, and market-informed pay for our employees. The pay range for this position is $118,200.00 - $197,000.00 Annual (USD). The successful candidate&rsquo;s particular combination of knowledge, skills, and experience will inform their specific compensation.<h1 class="jobSectionHeader">
Location</h1>
Radnor, Pennsylvania, United States of America</div>

Senior HR Business Partner

Search 10000+ Hr business partner consultant jobs near you this June. New roles added regularly across leading industries. Apply today.

10000 hr business partner consultant jobs Near Me

HR Business Partner

HRBP - Middle East

HR Business Partner

Regional HR Business Partner

HR Business Partner

Human Resources Business Partner - FT - Days - JDCH

Senior HR Business Partner