hr consultant

NBCL

<p>Role Overview: The HR Business Partner (HRBP) collaborates with business leaders to develop and implement HR strategies that support organizational objectives. This role acts as a consultant on human resource-related issues, balancing employee needs with business priorities. Key Responsibilities: 1. Strategic Partnership Partner with leadership teams to understand business goals and workforce needs Translate business strategy into HR initiatives and priorities Drive organizational design, workforce planning, and change management 2. Talent Management Support recruitment strategies and workforce planning Oversee talent development, succession planning, and retention strategies Identify skill gaps and recommend training programs 3. Employee Relations Provide guidance on employee issues, conflict resolution, and disciplinary actions Ensure fair and consistent application of policies Foster a positive work culture and employee engagement 4. Performance Management Implement performance management frameworks Support managers in setting goals, conducting reviews, and addressing performance issues 5. HR Metrics &amp; Analytics Analyze HR data (turnover, engagement, productivity) Provide insights and recommendations to leadership 6. Policy &amp; Compliance Ensure compliance with labor laws and company policies Update and implement HR policies and procedures 7. Change Management Lead or support organizational change initiatives Help teams adapt to restructuring, mergers, or transformations Required Qualifications: Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field 5+ years of HR experience (with business-facing exposure) Strong knowledge of HR practices and labor laws Experience in stakeholder management and influencing leadership Key Skills: Strategic thinking and business acumen Communication and interpersonal skills Problem-solving and conflict resolution Data-driven decision-making Leadership and coaching ability Typical KPIs: Employee engagement scores Retention/attrition rates Time-to-fill positions Performance improvement metrics Diversity and inclusion indicators Reporting Structure: Typically reports to: HR Director or Head of HR Works closely with: Business Unit Leaders, Talent Acquisition, L&amp;D, and Compensation teams</p><p>Job Type: Full-time</p><p>Application Question(s):</p><ul><li>What's your current salary?</li><li>What's your expected salary?</li></ul><p>Work Location: In person</p>

HRBP

Computer World S.P.C.

<p>Hiring: Microsoft Dynamics 365 F&amp;O Functional Consultant (Finance &amp; HR)</p><p>We are looking for an experienced <b>Microsoft Dynamics 365 F&amp;O Functional Consultant</b> with strong expertise in <b>Finance and HR modules</b>.</p><p>Key Responsibilities</p><ul><li>Gather and analyze business requirements with Finance &amp; HR stakeholders</li><li>Configure and implement D365 F&amp;O Finance and HR modules</li><li>Support data migration, testing (SIT/UAT), deployment, and go-live activities</li><li>Coordinate with technical teams for integrations, customizations, and reporting</li><li>Provide post-go-live support and continuous system improvements</li><li>Maintain functional documentation and process workflows</li></ul><p>Required Skills</p><ul><li>5&ndash;8+ years of experience in Microsoft Dynamics 365 F&amp;O</li><li>Strong hands-on experience in Finance &amp; HR modules</li><li>Minimum 2 end-to-end implementation projects</li><li>Knowledge of Power BI, SSRS, APIs, and Power Platform is a plus</li><li>Strong communication and stakeholder management skills</li></ul><p>Qualification</p><ul><li>Bachelor&rsquo;s degree in IT, Finance, Business, or related field</li><li>Microsoft Dynamics certifications preferred</li></ul><p>Pay: From BD500.000 per month</p><p>Work Location: In person</p>

Microsoft Dynamics 365 F&O Functional Consultant (Finance & HR)

Servco Pacific Inc.

<div><p>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.</p><p></p><p><b><i>
Responsibilities:</i></b></p><ul><li><p>
Serve as a trusted advisor to leaders on organizational strategy, workforce planning, leadership effectiveness, and culture transformation.</p></li><li><p>
Maintain strong relations with business partners and establish HR as a proactive, value-added function rather than a reactive resource.</p></li><li><p>
Lead complex employee and labor relations matters, including high-risk investigations, grievance management, and interpretation/application of collective bargaining agreements.</p></li><li><p>
Translate business strategy into forward-looking talent strategies including succession planning, development, and capability building.</p></li><li><p>
Drive organizational effectiveness initiatives such as restructures, role clarity, up-skilling, and change management efforts.</p></li><li><p>
Strengthen performance management rigor and talent differentiation processes to elevate accountability and results.</p></li><li><p>
Use workforce metrics (retention, engagement, bench strength, productivity, etc.) to provide data-driven recommendations.</p></li><li><p>
Ensure compliance with federal, state (Hawai'i and beyond), and local employment laws, company policies, and labor agreements while mitigating organizational risk.</p></li><li><p>
Champion employee engagement and cultural initiatives, ensuring measurable improvements in engagement and retention outcomes.</p></li><li><p>
Partner cross-functionally with Talent Acquisition, Total Rewards, Talent Development, and HR Operations to implement enterprise-wide initiatives effectively.</p></li></ul><p></p><p><b><i>
Requirements:</i></b></p><ul><li><p>
Bachelor's Degree in Human Resources, Business Administration, Organizational Development, or related field preferred.</p></li><li><p>
SPHR, SHRM-SCP, or equivalent advanced HR certification strongly preferred.</p></li><li><p>
Minimum 8-12 years of progressive HR experience in increasingly strategic roles.</p></li><li><p>
Minimum 5+ years as an HR Business Partner supporting leaders in a complex, multi-site, union and non-union environment.</p></li><li><p>
Demonstrated experience operating at a manager or director-equivalent scope within a large, matrixed organization.</p></li><li><p>
Proven experience in workforce planning, succession management, and change leadership.</p></li><li><p>
Strong background in employee and labor relations, including investigations, grievance handling, and contract interpretation.</p></li><li><p>
Experience influencing stakeholders and driving measurable business outcomes.</p></li><li><p>
Valid driver&rsquo;s license and clean driving record.</p></li><li><p>
Labor relations experience preferred.</p></li><li><p>
Deep knowledge of Hawai&rsquo;i and Federal employment and labor laws.</p></li><li><p>
Advanced ability to interpret and operationalize complex documents (e.g. collective bargaining agreements, regulatory guidance).</p></li><li><p>
Professional presence and ability to influence without direct authority.</p></li><li><p>
Strong business acumen with the ability to understand financial, operational, and strategic drivers.</p></li><li><p>
High-level investigation, risk assessment, and conflict resolution skills.</p></li><li><p>
Data fluency - ability to analyze and interpret workforce metrics to guide decision-making.</p></li><li><p>
Skilled at coaching leaders to improve leadership effectiveness and team performance.</p></li><li><p>
Change management expertise with demonstrated success leading organizational transitions.</p></li><li><p>
Proficient in Microsoft Office Suite (Word, Excel, PowerPoint) and HRIS systems.</p></li></ul><p></p><p><b><i>
HRBP - HR Business Partner - HR Consultant - Human Resources
</i></b></p><p></p><p>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.</p><p></p><p><b>
Interested?</b></p><p>
Visit www.servco.com/careers to apply online.</p><p></p><p><i>
Equal Opportunity Employer and Drug-Free Workplace</i></p><p></p>
Pay Range: $93,900.00 - $142,700.00 per year</div>

HR Business Partner

The Emirates Group

<div><h5 class="jobSectionHeader"><b>Job Purpose
</b></h5><p>Join us as an <b>HR Business Partner, dnata International - Emiratisation </b>, and play a pivotal role in shaping the future of our organisation by driving people strategies that empower our global workforce. As part of our Emiratisation strategy, this opportunity is open to UAE Nationals and offers the chance to gain exposure to a fast-paced, multicultural environment where your expertise in human resources will contribute to building a world-class employee experience while advancing your own career on a global stage. This role will be based at our Headquarters in Dubai.
</p><p>Our HR Business Partnership team is responsible for supporting and providing HR business partnerships to various business leaders and teams across the Emirates Group. As the HR Business Partner for dnata International, this is an exciting opportunity to provide an efficient, solutions-focused HR service through effective partnership with HR Business Partners, the HR management team, and the line. The main focus of this role will be the project management of cross-divisional dnata HR initiatives, in close coordination with Group HR teams and HR representatives across the dnata international businesses. In this role, you will be an HR consultant and will act as a change agent for various strategic initiatives in dnata HR, including technology standardisation, data analytics, and organisation development.
</p><p><b>In this role, you will
</b></p><div><ul><li>Provide insights on employee engagement and departmental culture through formal and informal interactions; contribute to initiatives that improve culture and engagement levels.
</li><li>Identify and propose improvements to HR processes, focusing on customer experience, simplification, and efficiency; promote feedback mechanisms and support change initiatives within HR.
</li><li>Coach managers through hiring processes; identify learning, development, and executive coaching needs and input into HRBP strategies.
</li><li>Provide consistent, compliant HR guidance aligned to departmental needs; advise managers on employee and organisational matters in line with company policy and local employment laws.
</li><li>Build strong networks across HR teams to ensure a seamless, high-quality service to the business.
</li><li>Act as a point of contact for key HR projects and deliver core HR calendar activities, including pay reviews, profit share, and related initiatives.
</li><li>Manage and resolve complex employee relations matters, including investigations and hearings; escalate high-risk cases appropriately and partner with EAP for sensitive issues.
</li><li>Coach managers on attendance management and support short- and long-term absences cases in collaboration with HR Shared Services and Occupational Health.
</li><li>Support and deliver organisational and HR change initiatives, including organisational design, role review, and job evaluation; drive effective communication of change.
</li><li>Strengthen performance culture by supporting managers with goal setting, development planning, reviews, and analysis of performance trends.
</li></ul></div><h5 class="jobSectionHeader"><b>Qualification
</b></h5><p><b>To be considered for the role, you must meet the below requirements
</b></p><div><ul><li>5 years experience in HR Business Partner capacity with exposure to international environments or multinational organisations.
</li><li>Degree or Honours in a related subject HR, Business, Humanities.
</li><li>Professional accreditation (e.g. CIPD, AHRI or equivalent) is desirable.
</li>As part of our Emiratisation strategy, this opportunity is open to UAE Nationals.<br>
<li>
</li></ul><p></p><br>
<p><b>You&rsquo;ll have an edge if you have
</b></p><div><ul><li>A customer-focused and solutions-oriented approach, with strong written, presentation and interpersonal communication skills.
</li><li>The ability to build trusted relationships, collaborate effectively, and coach and mentor managers and teams.
</li><li>The ability to demonstrate impartiality and diplomacy, while maintaining effective working relationships.
</li><li>Strong organisational and analytical skills, with the ability to identify trends, propose solutions and deliver to deadlines.
</li><li>Comfort using HR technology and systems.
</li><li>The ability to travel to various locations across Dubai and internationally.
</li></ul></div></div><p>At Emirates Group, we&rsquo;re committed to providing our employees with opportunities to grow and develop in their careers. So if you&rsquo;re looking for a challenging and rewarding opportunity, apply today and join our team.
</p><h5 class="jobSectionHeader"><b>Salary &amp; benefits
</b></h5><p>Join us in Dubai and enjoy an attractive tax-free salary and travel benefits that are exclusive to our industry, including discounts on flights and hotels stays around the world. You can find more information about our employee benefits in the Working Here section of our website www.emirates.com/careers. Further information on what it&rsquo;s like to live and work in our cosmopolitan home city, can be found in the Dubai Lifestyle section.</p></div>

HR Business Partner, dnata International

University of North Carolina at Pembroke

<div><div><div>This position is subject to the successful completion of an employment background check. An employment background check includes a criminal background check, employment verification, reference checks, license verification (if applicable) and credit history check (if applicable). In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. New employees are paid only by direct deposit to the financial institution of their choice. Candidates claiming Veterans Preference must attach a copy of their DD-214 as a part of the online application process.<br>
<br>
UNC Pembroke is an Equal Opportunity Employer. The University prohibits discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities, and prohibits discrimination against all individuals based on their age, race, color, genetic information, religion, sex, sexual orientation, gender identity or expression and national origin. UNC Pembroke is a VEVRAA Federal Contractor and seeks priority referrals of protected veterans for our openings.</div>
</div><div><div><h2 class="jobSectionHeader"><b>Position Details</b></h2>
<div><div><div>Position Information
</div><p></p><div><div><div><div><b>Division</b></div> <div>Chancellor's Office</div>
</div><br>
<div><div><b>Department</b></div> <div>Office of Human Resources</div>
</div><br>
<div><div><b>Working Title</b></div> <div>Classification and Compensation Consultant</div>
</div><br>
<div><div><b>Vacancy Type</b></div> <div>Exempt Professional Staff (EPS)</div>
</div><br>
<div><div><b>Min T/E Requirements</b></div>
<div>Bachelor&rsquo;s degree and two years of progressively responsible professional human resources experience; or an equivalent combination of training and experience. All degrees must be from appropriately accredited institutions.</div>
</div><br>
<div><div><b>FTE</b></div> <div>1.0</div>
</div><br>
<div><div><b>Recruitment Range</b></div> <div>Commensurate with Education and Experience</div>
</div><br>
<div><div><b>Anticipated Hiring Range</b></div> <div>Commensurate with Education and Experience</div>
</div><br>
<div><div><b>Position #</b></div> <div>401</div>
</div><br>
<div><div><b>FLSA Status</b></div> <div>Exempt</div>
</div><br>
<div><div><b>Months per year</b></div> <div>12</div>
</div><br>
<div><div><b>Is this a grant funded position? </b></div><div>No</div>
</div><br>
<div><div><b>If yes, please indicate the end date of the grant.(if applicable)</b></div>
<div>.</div>
</div><br>
<div><div><b>Primary Purpose of Organization Unit</b></div>
<div><div>The position is part of the University&rsquo;s Office of Human Resources, within the Chancellor&rsquo;s Division. The department provides a wide range of customer-focused HR services, including:<br>
</div><ul><li>Recruitment and employment for all university positions, including EHRA faculty, non-faculty, SHRA, Exempt Professional Staff (EPS), temporary and student employees</li>
<li>EEO compliance, classification and salary administration</li>
<li>Performance management, professional development, and training</li>
<li>Records management, policy and procedural administration</li>
<li>Employee relations, HR information systems &amp; data reporting</li></ul><p></p><div><br>
</div><div>
These services comply with guidelines from the University of North Carolina system&rsquo;s UNC Policy Manual The Code, the N.C. Office of State Human Resources, and federal and state laws. The department supports nearly 900 benefits-eligible staff, and approximately 300 temporary employees and students.</div></div>
</div><br>
<div><div><b>Primary Purpose of Position</b></div>
<div>This position serves as the classification and compensation consultant and subject matter expert for the office of human resources, and holds authority for SHRA and EHRA classifications, status determinations, and compensation actions. The role advises leadership on position and organizational design, in accordance with established policies and guidelines.</div>
</div><br>
<div><div><b>Job Description</b></div>
<div><div>Founded in 1887 as a school for the education of American Indians, The University of North Carolina Pembroke (UNCP) now serves a robust student body. UNCP exists to promote excellence in teaching and learning, in bachelor&rsquo;s, master&rsquo;s and professional doctoral degrees, in an environment of free inquiry, interdisciplinary collaboration and rigorous intellectual standards. As a constituent institution of the 17-campus University of North Carolina System, UNCP is known for small classes, close interaction with faculty, and community involvement. UNCP is a campus where faculty and staff meet every individual student where they are with the tools needed to succeed. A student-faculty ratio of 14:1 and an average class size of 17 create a context for personalized teaching, learning and research.<br>
<br>
Nestled in the heart of picturesque landscapes, Pembroke stands as a testament to the harmonious blend of history, culture, and nature. Our town offers an array of activities and experiences waiting to be explored. From our historic landmarks, lush parks, and bustling local markets to our tight-knit community events, there&rsquo;s something for everyone here.</div><div>
<br>
UNCP is consistently one of the safest campuses in the University of North Carolina System. The university is proud to serve its entire community including nontraditional, first-generation and military-affiliated students. At the University of North Carolina Pembroke, we are dedicated to fostering excellence in education and research.<br>
<br>
Employees (benefits eligible) of UNCP receive a comprehensive benefits package along with various programs, resources, policies, and practices aimed at supporting a healthy work/life balance. Our offerings are designed to provide a range of choices to meet both the employee and their family&rsquo;s needs. Permanent, full-time employees (benefits eligible) qualify for dental, vision, and health insurance plans. Eligibility for health insurance benefits begins on the first of the month following the date of hire. Retirement plan contributions start on the eligibility date after the employee election and include employer contributions to either a defined contribution or defined benefit plan. Additionally, optional disability plans, supplemental retirement plans, and pre-tax flexible spending accounts are available.<br>
</div><div>Benefits eligible employees are also eligible to participate in the university&rsquo;s tuition waiver program, which covers the cost of tuition and fees for up to three (3) undergraduate or graduate courses per academic year at UNCP or any institution within The University of North Carolina system.<br>
</div><div>Permanent, full-time employees (benefits eligible) enjoy 12 paid holidays and, if eligible, receive 24 hours of paid community service leave, as well as accruals for vacation, personal leave, and sick leave as applicable. Family medical leave (FMLA) and paid parental leave is available after 12 months of continuous service.<br>
<br>
The office of Human Resources, takes pride in serving our faculty and staff to promote pathways that help our students and employees find success. We are looking for a passionate and highly qualified individual to join us!</div><div><br>
</div><div><b>This position is eligible for a sign-on bonus. To be eligible for a sign-on bonus, the candidate must not have worked as a probationary, permanent, or time-limited employee in the last 12 months as an employee in North Carolina state government subject to the State Human Resources Act.</b><br>
<br>
<b>This position may be eligible for a hybrid work arrangement that may include a partially remote work location, consistent with the University (</b><b>UNC</b><b> Pembroke) and </b><b>UNC</b><b> System policies. </b><b>UNC</b><b> Pembroke employees are generally required to reside within a reasonable commuting distance of their assigned duty station.</b><br>
</div><div><b>Job Duties and Responsibilities:</b><br>
The Classification and Compensation Consultant is responsible for advising campus leaders on position management, organizational design, compensation strategies, and market analysis. Position responds to major requests for employment and salary actions for all permanent employees. This position applies knowledge of SHRA and EHRA position classification requirements, role descriptions and competency standards; provides support and direction on a variety of salary administration policies and best practices to maintain fair and equitable classification and salary decisions for the university&rsquo;s workforce; participates in maintaining and developing relationships throughout the university and assists with the administration of the classification and compensation program, university policies, procedures, and processes.<br>
<br>
The Classification and Compensation Consultant partners at various levels across the university, as well as the UNC System Office, Office of State Human Resources and other agencies and universities. This position provides comprehensive guidance regarding compliance, regulation, policy, processes and initiatives to ensure alignment with State and Federal guidelines. The position maintains compliance with regulations established by University of North Carolina System Office (UNCSO) and the North Carolina Office of State Human Resources (OSHR), to guide managers in restructuring existing positions and establishing new positions to most effectively meet the changing business needs of the University.<br>
<br>
In addition, the Classification and Compensation Consultant will support the daily resolution of a wide variety of department and human resources issues while performing the essential key duties of the role. The unit maintains the integrity of the State of North Carolina&rsquo;s SHRA career banding program, the University System EHRA classification program, as well as the Department of Labor&rsquo;s prescribed Fair Labor Standards Act regulations in combination with other federal, state, and local policies and regulations</div><div>
<br>
<b>Key responsibilities include:
</b><br>
Communicate classification and compensation decisions to leadership; ensure a fair and equitable plan by applying consistent and objective criteria, treating employees impartially, aligning compensation with roles and market standards, and providing transparent reasoning behind decisions; address any concerns with leadership effectively<b>;</b> conduct compensation and labor market research; analyze and prepare market reports annually and provide salary recommendations for all positions; prepare &amp; analyze compensation reports and labor market analysis for SHRA and EHRA positions; offer guidance on implementing statewide initiatives, such as salary range revisions and classification studies; lead campus efforts to comply with Fair Labor Standards Act (FLSA) exemption and policy changes.</div></div>
</div><br>
<div><div><b>Management Preference</b></div>
<ul><li>Working knowledge of best practices in employment, recruitment, classification and compensation; Fair Labor Standards Act, Equal Employment Opportunity and other pertinent laws.</li>
<li>Experience in classification and compensation systems, including benchmarking, classification analysis, create salary ranges and compensation administration</li>
<li>Highly proficient in Microsoft Office with knowledge and skill using Excel as an analytical tool.</li>
<li>Experience with HR information and ERM systems (e.g., Online Employment [PeopleAdmin], Banner HR, or comparable HRIS)</li>
<li>Adaptability to changes in the work environment, managing competing demands and dealing with frequent change, delays or unexpected events.</li>
<li>Strong project management, analytical, consultative, negotiation, attention to detail and accuracy, and communication skills (both verbal and written)</li>
<li>Proficient in designing or delivering employee training sessions</li>
<li>Knowledge of the UNC System or North Carolina public employment classification and compensation systems or similar state systems preferred</li>
<li>SHRM or HRCI certification</li>
</ul>
</div><br>
<div><div><b>Lic or Certification required by statute or regulation</b></div>
</div><br>
</div></div></div><div></div><div><div>Posting Information
</div><p></p><div><div><div><div><b>Job Opening Date</b></div> <div>06/12/2026</div>
</div><br>
<div><div><b>Job Closing Date</b></div>
</div><br>
<div></div><div><div><b>Open Until Filled</b></div> <div>Yes</div>
</div><br>
<div><div><b>Posting Category</b></div> <div>Professional</div>
</div><br>
<div><div><b>Posting Number</b></div> <div>EPA01141</div>
</div><div></div><div>
</div><br>
<div><div><b>Special Instructions to Applicants</b></div>
<div>This position is subject to the successful completion of an employment background check. An employment background check includes a criminal background check, employment verification, reference checks, license verification (if applicable) and credit history check (if applicable). In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. New employees are paid only by direct deposit to the financial institution of their choice. Candidates claiming Veterans Preference must attach a copy of their DD-214 as a part of the online application process.<br>
<br>
UNC Pembroke is an Equal Opportunity Employer. The University prohibits discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities, and prohibits discrimination against all individuals based on their age, race, color, genetic information, religion, sex, sexual orientation, gender identity or expression and national origin. UNC Pembroke is a VEVRAA Federal Contractor and seeks priority referrals of protected veterans for our openings.</div>
</div><br>
</div></div></div></div></div><h2 class="jobSectionHeader"><b>Applicant Documents</b></h2>
<div><b>Required Documents</b>
<div><ul><li>C V/Resume</li></ul>
<ul><li>Cover Letter</li></ul></div></div></div></div><p></p>

Human Resources Consultant I - 401

Texas Association of Counties

<div>
 <p>
  <strong>
   Position Overview
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <p>
  <span>
   Under the supervision of the Human Resources Consultant Supervisor, provide support services related to personnel and human resources (HR) policies, procedures, operations, and training to Human Resources Consultants and members of the Texas Association of Counties Risk Management Pool (TAC RMP) and Texas Association of Counties Unemployment Compensation Group Account Fund. Research and develop resources including articles, guidance documents, best practices, checklists, and training materials. Participate in developing regional or state-wide training that provides sound best practices, effective risk mitigation strategies, and reducing liability for TAC RMP and Unemployment Fund members.&nbsp;
  </span>
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Essential Job Functions
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <ol>
  <li>
   Review policies and procedures submitted by members; assist members in understanding and implementing HR-related regulations, as needed to meet members&rsquo; needs; and conduct research on HR and employment-related questions and issues.
  </li>
  <li>
   Collaborate with HR Consultants to develop and present HR and employment presentations at TAC-sponsored and TAC-affiliate member organization conferences and other county official groups.&nbsp;
  </li>
  <li>
   Prepare articles on HR and personnel issues for TAC publications and online resources; review, edit and update existing member resources including model policies, presentations, and other publications.
  </li>
  <li>
   Monitor and analyze new legislation, regulations, and trends relating to the employer-employee relationship and develop articles and resources for TAC RMP members of relevant statutory changes.
  </li>
  <li>
   Collaborate on internal projects and new program development.&nbsp;
  </li>
 </ol>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Non-essential Job Functions
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <ul>
  <li>
   Serve as liaison for HR team on various committees and projects.&nbsp;
  </li>
  <li>
   Attend and represent TAC and TAC RMP at TAC sponsored and TAC-affiliate organization conferences for county officials and employees.
  </li>
  <li>
   This position interacts with members and as a requirement for this position you agree to sign the TAC Photo/Video Release Form allowing the use of your picture, likeness, image, and/or voice recording videos, and other posts to TAC social media accounts, webpages, promotional, and educational materials.&nbsp;
  </li>
  <li>
   Other duties as assigned.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Education/Experience
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <ul>
  <li>
   Five years of experience in human resources management or related functions.&nbsp;
  </li>
  <li>
   Experience with a county or other governmental entity is preferred.&nbsp;
  </li>
  <li>
   Bachelor&rsquo;s degree in human resources management, Business Administration, or a related field is preferred.
  </li>
  <li>
   Professional in Human Resources (PHR), Certified Professional (SHRM-CP), or similar professional designation preferred.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Other Skills, Knowledge, and Requirements
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <ul>
  <li>
   Broad knowledge of human resources programs and risk mitigation techniques, including major federal and state laws affecting the employer-employee relationship.&nbsp;
  </li>
  <li>
   Proficient with Texas Workers&rsquo; Compensation and Unemployment laws and regulations.
  </li>
  <li>
   Experienced in reviewing and editing documents relating to personnel policies and procedures.
  </li>
  <li>
   Proficient in using personal computers and Microsoft Office including, but not limited to: Word, Excel, PowerPoint, and SharePoint.
  </li>
  <li>
   Proficient in adult learning strategies for researching and developing training to diverse adult audiences.&nbsp;
  </li>
  <li>
   Position requires excellent communications skills; written and verbal with ability to relate to persons from varying economic, educational, and cultural backgrounds.&nbsp;
  </li>
  <li>
   Position requires a high degree of professionalism in representing TAC in significant contacts with elected officials, members, and others.
  </li>
  <li>
   Excellent time management and record keeping.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Supervisory Detail
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <ul>
  <li>
   Performs independently within the established policies, procedures, and guidelines for Risk Control Services.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Working Conditions
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Location:
  </strong>
  Remote; may be required to be in the TAC Building in Austin once a week, or as needed.
 </p>
 <p>
  <strong>
   Teleworking Agreement Available:
  </strong>
  No
 </p>
 <p>
  <strong>
   May be required to work weekends, nights, or be on call as a regular part of the job:
  </strong>
  Sometimes
 </p>
 <p>
  <strong>
   Travel Requirements:
  </strong>
  Sometimes, about 30%
 </p>
 <p>
  <strong>
   Keyboarding:
  </strong>
  Always; Right and Left
 </p>
 <p>
  <strong>
   Filing:
  </strong>
  Rarely
 </p>
 <p>
  <strong>
   Operation of a computer mouse with their dominant hand:
  </strong>
  Always
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Physical Requirements
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <p>
  1.&nbsp;&nbsp;Sitting&nbsp;&nbsp;Always
 </p>
 <p>
  2.&nbsp;&nbsp;Standing&nbsp;&nbsp;Sometimes
 </p>
 <p>
  3.&nbsp;&nbsp;Walking&nbsp;&nbsp;Sometimes
 </p>
 <p>
  4.&nbsp;&nbsp;Speaking&nbsp;&nbsp;Sometimes
 </p>
 <p>
  5.&nbsp;&nbsp;Hearing&nbsp;&nbsp;Sometimes
 </p>
 <p>
  6.&nbsp;&nbsp;Squatting&nbsp;&nbsp;Occasionally
 </p>
 <p>
  7.&nbsp;&nbsp;Bending&nbsp;&nbsp;Occasionally&nbsp;
 </p>
 <p>
  8.&nbsp;&nbsp;Reaching&nbsp;&nbsp;Occasionally
 </p>
 <p>
  9.&nbsp;&nbsp;Twisting&nbsp;&nbsp;Occasionally
 </p>
 <p>
  10.&nbsp;&nbsp;Crawling&nbsp;&nbsp;Never
 </p>
 <p>
  11.&nbsp;&nbsp;Climbing&nbsp;&nbsp;Occasionally
 </p>
 <p>
  12.&nbsp;&nbsp;Driving a motor vehicle&nbsp;&nbsp;Sometimes
 </p>
 <p>
  13.&nbsp;&nbsp;Walking on rough ground&nbsp;&nbsp;Never
 </p>
 <p>
  14.&nbsp;&nbsp;Exposure to changes of temperature/humidity&nbsp;&nbsp;Never
 </p>
 <p>
  15.&nbsp;&nbsp;Exposure to dust/fumes/gases/chemicals&nbsp;&nbsp;Never
 </p>
 <p>
  16.&nbsp;&nbsp;Being near moving machinery&nbsp;&nbsp;Never
 </p>
 <p>
  17.&nbsp;&nbsp;Working from heights&nbsp;&nbsp;Never
 </p>
 <p>
  <br/>
 </p>
 <p>
  This position may be required: To move or transport boxes or heavy equipment occasionally, up to 50 pounds.
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   LIMITATIONS AND DISCLAIMER:
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <p>
  The above job description is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties and skills required for the position.
 </p>
 <p>
  <br/>
 </p>
 <p>
  All job requirements are subject to possible modification to reasonably accommodate individuals with disabilities. Some requirements may exclude individuals who pose a direct threat or significant risk to the health and safety of themselves or other employees.
 </p>
 <p>
  <br/>
 </p>
 <p>
  This job description in no way states or implies that these are the only duties to be performed by the employee occupying this position. Employees will be required to follow any other job&shy; related instructions and to perform other job-related duties requested by their supervisor in compliance with Federal and State Laws.
 </p>
 <p>
  <br/>
 </p>
 <p>
  Requirements are representative of minimum levels of knowledge, skills and/or abilities. To perform this job successfully, the employee must possess the abilities or aptitudes to perform each duty proficiently. Continued employment remains on an "at-will" basis.
 </p>
 <p>
  <br/>
 </p>
 <p>
  &nbsp;
 </p>
</div>


HR Risk Control Specialist I

Memorial Healthcare System

<div>
 <strong>
  Location:
  <br/>
  <br/>
 </strong>
 Hollywood, Florida
 <br/>
 <br/>
 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.
 <br/>
 <br/>
 <strong>
  Summary
  <br/>
  <br/>
 </strong>
 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.
 <br/>
 <br/>
 <strong>
  Responsibilities
  <br/>
  <br/>
 </strong>
 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.
 <br/>
 <br/>
 <strong>
  Competencies
  <br/>
  <br/>
 </strong>
 Business and Financial Acumen, Communication, Data Literacy, Managing Through Change, Organizational Awareness, Problem Solving and Decision Making, Relationship Building &amp; Influence
 <br/>
 <br/>
 <strong>
  Education And Certification Requirements
  <br/>
  <br/>
 </strong>
 Bachelors (Required)
 <br/>
 <br/>
 <strong>
  Additional Job Information
  <br/>
  <br/>
 </strong>
 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.
 <br/>
 <br/>
 <strong>
  Working Conditions And Physical Requirements
  <br/>
  <br/>
 </strong>
 <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%
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Shift
  <br/>
  <br/>
 </strong>
 Primarily for office workers - not eligible for shift differential
 <br/>
 <br/>
 <strong>
  Disclaimer:
 </strong>
 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.
 <br/>
 <br/>
 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.
 <br/>
 <br/>
 Memorial Healthcare System is proud to be an equal opportunity employer committed to workplace diversity.
 <br/>
 <br/>
 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.
 <br/>
 <br/>
 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.
 <br/>
 <br/>
 Employment is subject to post offer, pre-placement assessment, including drug testing.
 <br/>
 <br/>
 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

Search 2278+ Hr consultant jobs near you this June. New roles added regularly across leading industries. Apply today.