hr director

The K Company, Inc.

<div><div><div><b>Benefits:</b></div>
<ul><li>Health insurance</li>
<li>Paid time off</li>
<li>Profit sharing</li>
<li>Training &amp; development</li>
<li>Vision insurance</li>
<li>401(k)</li>
<li>Bonus based on performance</li>
<li>Company parties</li>
<li>Competitive salary</li>
<li>Dental insurance</li>
<li>Employee discounts</li>
<li>Tuition assistance</li>
</ul></div><div><h1 class="jobSectionHeader"><b>Director of People &amp; Culture</b></h1>
<div><b>Position Summary</b><br>
The Director of People &amp; Culture is responsible for leading the company's human resources strategy and daily HR operations while fostering a positive, engaging, and high-performing workplace culture. This role oversees the full employee lifecycle, including recruitment, onboarding, employee relations, benefits administration, compliance, training, and organizational development. The Director of People &amp; Culture partners with leadership to attract, develop, and retain top talent while ensuring HR processes support the company's long-term growth and values.<br>
<br>
<b>Essential Responsibilities</b>
</div><ul><li>Talent Acquisition &amp; Recruiting</li>
<li>Manage full-cycle recruiting for all company positions.</li>
<li>Employee Onboarding &amp; Offboarding</li>
<li>Employee Relations &amp; Culture</li>
<li>HR Administration</li>
<li>Benefits &amp; Compensation Administration</li>
<li>Policy &amp; Compliance</li>
<li>Training &amp; Development</li>
<li>Operational Support</li>
</ul><div><b>Qualifications</b></div>
<ul><li>5+ years of progressive Human Resources experience.</li>
<li>Experience managing full-cycle recruiting and employee onboarding.</li>
<li>Working knowledge of employment laws, HR compliance, and best practices.</li>
<li>Strong organizational and project management skills.</li>
<li>Excellent communication, interpersonal, and conflict-resolution skills.</li>
<li>Ability to maintain confidentiality and exercise sound judgment.</li>
<li>Proficiency in Microsoft Office Suite and HR technology platforms.</li>
</ul><div><b>Preferred Qualifications</b></div>
<ul> <li>Bachelor's degree in Human Resources, Business Administration, or a related field preferred.</li>
<li>SHRM-CP, SHRM-SCP, PHR, or SPHR certification.</li>
<li>Experience in the construction, skilled trades, manufacturing, or service industries.</li>
<li>Experience managing apprenticeship or workforce development programs.</li>
<li>Experience leading culture, engagement, and employee development initiatives.</li>
</ul><div><b>Physical Requirements</b></div>
<ul><li>Ability to sit, stand, and work at a computer for extended periods.</li>
<li>Occasional lifting of up to 25 pounds.</li>
<li>Ability to travel locally for recruiting events, career fairs, and company meetings as needed.</li>
</ul><div>This position plays a critical leadership role in shaping the employee experience while ensuring Human Resources practices align with the company's mission, values, and long-term strategic objectives.</div></div></div>

Director of People & Culture

Cardinal Senior Living

<div><h1 class="jobSectionHeader"><b>Lead People. Inspire Leaders. Make a Difference.</b></h1><h2 class="jobSectionHeader"><b>
Regional Human Resources Director &ndash; Assisted Living</b></h2><p>
Are you an HR leader who believes great care starts with great people?</p><p>
We're looking for an experienced <b>Regional Human Resources Director</b> to partner with executive and community leaders <b>across our assisted living communities in OHIO</b>. In this high-impact role, you'll help build exceptional teams, coach leaders, strengthen workplace culture, and ensure our employees have the support they need to provide outstanding care to our residents.</p><p>
If you're passionate about developing leaders, solving complex people challenges, and making a meaningful difference in healthcare, we'd love to meet you.</p><h3 class="jobSectionHeader"><b>
What You'll Do</b></h3><ul><li>
Serve as the strategic HR partner for multiple assisted living communities throughout Michigan.</li><li>
Coach Executive Directors and regional leaders on employee relations, performance management, and leadership development.</li><li>
Drive recruiting and retention strategies that build high-performing teams.</li><li>
Lead employee engagement initiatives that foster an exceptional workplace culture.</li><li>
Ensure compliance with employment laws and HR best practices.</li><li>
Conduct workplace investigations and provide sound, business-focused recommendations.</li><li>
Analyze workforce metrics to identify trends and opportunities for improvement.</li><li>
Support organizational growth, succession planning, and change management initiatives.</li><li>
Travel throughout your assigned region to support community leadership teams.</li></ul><h3 class="jobSectionHeader"><b>
What You Bring</b></h3><ul><li>
Bachelor's degree in Human Resources, Business, or related field.</li><li>
7+ years of progressive HR leadership experience.</li><li>
Multi-site or regional HR experience required.</li><li>
Experience in assisted living, senior living, healthcare, or long-term care strongly preferred.</li><li>
Strong knowledge of employment law, employee relations, and leadership coaching.</li><li>
SHRM-SCP or SPHR certification is a plus.</li></ul><h3 class="jobSectionHeader"><b>
Why You'll Love Working With Us</b></h3><ul><li>
Make a meaningful impact on the lives of employees and seniors every day.</li><li>
Partner with an executive team that values HR as a strategic business partner.</li><li>
Competitive salary and comprehensive benefits package.</li><li>
Generous paid time off and holiday program.</li><li>
Collaborative, mission-driven culture where your ideas matter.</li></ul><h2 class="jobSectionHeader"><b>
We're Looking for More Than an HR Professional</b></h2><p>
We're looking for a leader who can inspire managers, build strong teams, navigate challenges with confidence, and help create communities where employees thrive and residents receive exceptional care.</p><p>
If you're ready to take the next step in your HR leadership career and make a lasting impact across multiple communities, <b>apply today&mdash;we'd love to hear your story.</b></p><p><b>
Interested candidates should submit a resume and cover letter outlining their qualifications and leadership experience in senior living or healthcare administration. As part of the selection process, candidates will be required to complete a leadership and behavioral assessment to help evaluate management competencies and alignment with the organization's values and culture. Scan the QR Code to take the next steps!</b></p><p></p><p>
#CSL101</p></div>

Regional Human Resources Director- OHIO

Minor Hotels

<div>
 <strong>
  Job Location:
  <br/>
  <br/>
 </strong>
 Qasr Al Sarab Desert Resort By Anantara
 <br/>
 <br/>
 Anantara Hotels &amp; Resorts is a global luxury hotel and resort brand rooted in Thai culture, with an intrinsic sense of authentic hospitality. Inspired by the Sanskrit word meaning &lsquo;without end&rsquo;, our spirit embodies freedom, movement, and harmony. We believe every journey should leave a lasting impression &mdash; for our guests and for our people.
 <br/>
 <br/>
 Founded in 2001 in Thailand, we have since expanded across the world, welcoming guests in some of the world&rsquo;s most captivating locales &mdash; from pristine beaches and private islands to ancient sites and vibrant metropolises. If you are driven by a passion for generosity, warmth and heartfelt hospitality, Anantara offers a career without limits.
 <br/>
 <br/>
 The Director of People and Culture plays a strategic leadership role in shaping and nurturing a thriving workplace culture aligned with the organization's mission, values, and goals. This individual is responsible for developing and implementing innovative people strategies that drive engagement, inclusion, performance, and growth across the organization. As a key member of the leadership team, the Director will oversee all human resources functions and champion a people-first culture that attracts, retains, and develops top talent.
 <br/>
 <br/>
 <strong>
  Key Responsibilities
  <br/>
  <br/>
 </strong>
 <strong>
  Culture &amp; Employee Experience
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Foster a positive, inclusive, and high-performing organizational culture.
  </li>
  <li>
   Lead initiatives that support employee well-being, engagement, and belonging.
  </li>
  <li>
   Act as a culture ambassador and change agent, promoting diversity, equity, and inclusion (DEI) across all levels.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  People Strategy &amp; Organizational Development
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Design and execute people strategies that align with business objectives.
  </li>
  <li>
   Partner with leadership on workforce planning, talent development, and succession planning.
  </li>
  <li>
   Drive leadership development programs and learning initiatives.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Talent Acquisition &amp; Retention
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Oversee recruitment processes to attract and hire high-caliber talent.
  </li>
  <li>
   Lead employer branding initiatives and optimize onboarding experiences.
  </li>
  <li>
   Monitor turnover and implement retention strategies based on insights.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  HR Operations &amp; Compliance
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Ensure compliance with labor laws, regulations, and internal policies.
  </li>
  <li>
   Oversee compensation, benefits, and performance management programs.
  </li>
  <li>
   Maintain accurate employee records and HR data systems.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Leadership &amp; Team Management
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Lead, coach, and inspire the People &amp; Culture team.
  </li>
  <li>
   Collaborate with cross-functional teams to align people practices with business goals.
  </li>
  <li>
   Serve as a trusted advisor to the executive team on all people-related matters.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Qualifications
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Bachelor's degree in Human Resources, Business Administration, or related field (Master&rsquo;s or MBA preferred).
  </li>
  <li>
   10+ years of progressive HR experience, with at least 5 years in a leadership role.
  </li>
  <li>
   Proven track record of driving cultural transformation and strategic HR initiatives.
  </li>
  <li>
   Strong understanding of labor law and HR best practices.
  </li>
  <li>
   Excellent communication, interpersonal, and problem-solving skills.
   <br/>
   <br/>
  </li>
 </ul>
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</div>


Ignite Human Capital

<div><p><b>Director, Total Rewards</b></p><p><b>
Industry:</b> Food &amp; Beverage Manufacturing<br>
<b>Location:</b> Los Angeles, CA<br>
<b>Work Model:</b> Hybrid &mdash; 3 days on-site / 2 days remote<br>
<b>Reports To:</b> Chief Human Resources Officer / VP, Human Resources</p><p><b>
The Opportunity</b></p><p>
A well-established Los Angeles food manufacturer is seeking a Director of Total Rewards to design, lead, and modernize its compensation, benefits, and wellbeing strategy across a workforce that spans corporate professionals and a large hourly production and operations population. This is a build-and-lead role for a hands-on, tech-forward total rewards leader who can bring structure, market discipline, and a compelling employee experience to a fast-moving, high-volume manufacturing environment.</p><p>
Partnering closely with senior HR and business leadership, this role owns the full total rewards portfolio &mdash; from job architecture and market pricing to health, retirement, and recognition programs &mdash; while leveraging AI tools and efficient systems to drive smarter, faster decisions and ensuring full compliance with California's evolving pay and wage-and-hour landscape.</p><p><b>
What You'll Own</b></p><ul><li>
Compensation strategy across executive, corporate, and plant/production populations, including base pay structures, incentive plans, shift differentials, and premium pay.</li><li>
Job architecture &amp; market pricing- build and maintain job architecture, leveling frameworks, and salary structures; lead annual market benchmarking, survey participation, and merit/comp planning cycles.</li><li>
Benefits &amp; wellbeing- manage health &amp; welfare, retirement (401k), leave, and wellbeing programs; oversee open enrollment, vendor and broker relationships, and plan renewals with an eye on cost and employee value.</li><li>
Compliance- ensure programs meet California pay transparency (SB 1162), pay-scale posting, wage statement, and wage-and-hour requirements, along with FLSA, ACA, ERISA, and multi-jurisdiction obligations.</li><li>
Analytics &amp; pay equity- build dashboards and pay equity analyses; use data to guide leadership decisions and monitor competitiveness, cost, and internal equity.</li><li>
AI &amp; systems efficiency- leverage AI and modern HR technology to streamline total rewards processes, automate manual work, and deliver faster, data-driven insights; continuously improve tools, workflows, and reporting for accuracy and scalability.</li><li>
Recognition &amp; retention- design recognition and reward programs that resonate with a frontline, shift-based workforce and support attraction and retention in a competitive labor market.</li><li>
Partnership- advise executives and people managers on offers, promotions, retention, and reward decisions; partner with talent acquisition and HRBPs to keep pay competitive and consistent.</li><li>
Systems &amp; operations- optimize total rewards processes and HRIS/comp tools to improve accuracy, scalability, and the employee experience.</li></ul><p><b>
What You Bring</b></p><ul><li>
8+ years of progressive total rewards experience spanning compensation and benefits, with time spent leading or building programs.</li><li>
Direct experience supporting a manufacturing, food &amp; beverage, CPG, distribution, or similar environment with a blended salaried and hourly/non-exempt workforce.</li><li>
AI-savvy and systems-efficient , comfortable using AI tools, automation, and technology to work smarter, streamline processes, and elevate the total rewards function.</li><li>
Deep working knowledge of California compensation and wage-and-hour compliance, including pay transparency and pay-scale requirements.</li><li>
Strong command of market pricing, survey methodology, job evaluation, and salary structure design.</li><li>
Advanced analytical skills; comfort building models, dashboards, and pay equity analyses in Excel and within an HRIS.</li><li>
A hands-on, build-oriented approach, equally comfortable setting strategy and executing the details.</li><li>
Bachelor's degree or equivalent experience; CCP, CBP, or SHRM/HRCI certification is a plus.</li></ul><p><b>
Preferred</b></p><ul><li>
Multi-site and/or unionized workforce experience.</li><li>
Experience standing up or maturing job architecture and leveling in a growing organization.</li><li>
Familiarity with modern comp and HRIS platforms (e.g., Workday, UKG, ADP, or comparable) and AI-enabled HR tools.</li></ul><p><b>
Work Model &amp; Location</b></p><p>
This is a hybrid role based in Los Angeles, CA, with three days per week on-site to stay close to the business, HR leadership, and the plant/operations teams, and two days remote.</p><p><b>
Compensation &amp; Benefits</b></p><p>
Competitive base salary plus annual incentive, comprehensive health and welfare benefits, 401(k), and wellbeing programs. A specific salary range will be provided in the posting in accordance with California pay transparency requirements.</p><p>
$190,000 - $250,000 DOE &amp; Flexible.</p><p>
</p><p>eR2FMFyr0B</p></div>

Total Rewards Leader

Mezzetta

<div><div><p><b>About Us:</b><br>
Since 1935, we've been on a mission to bring a little extra happiness to everyday life and inspire connections over food. We select the finest ingredients the world has to offer, craft premium products made with love, and never settle for shortcuts. We believe that when we share our food, we share a part of ourselves &mdash; and that's the only way we'd put our name on it.</p>
<p>
Today, our small family company has grown into a national leader in specialty olives, peppers, and sauces under the leadership of CEO Jeff Mezzetta, and our commitment to quality has never wavered. With an 80-year legacy behind us and a bright future ahead, we're seeking passionate, driven candidates to help us bring our cherished family traditions to a new generation.</p>
<p><b>
The ideal candidate will have an immediate connection to our Core Ingredients:
</b></p><ul><li>Crunchy Crunchy: We are hungry for excellence.</li>
<li>Own It: We think and act as an owner &ndash; with appetite, initiative, and responsibility.</li>
<li>Connection: We build authentic relationships that foster trust and open communications.</li>
<li>Vibrance: We come to work eager and passionate about fulfilling our vision. When we share our work, we share a part of who we are.</li>
</ul></div><p>
Mezzetta is searching for a strategic Director, People Ops, who puts people first and helps our teams, and our business, thrive. Reporting to the VP, People Ops, this leader will own the strategic talent agenda for the company: talent strategy and management, employee engagement, culture, recognition, internal communications, employer brand and reputation, and talent acquisition. This role is a critical complement to our Director, People Operations, who owns the organizational infrastructure, systems, and processes that enable the company to scale; together, the two roles form a complete People Ops leadership team. <b>This Director will work out of our Larkspur Landing office and our American Canyon office, based on business needs (with one day remote).</b></p>
<p>
This is not an &quot;HR support&quot; role. It is a role for a builder and a driver: a leader who sees talent and culture as a competitive advantage and a direct enabler of company strategy. The Director will translate our people strategy into programs that are designed well, executed with discipline, and measured honestly, from our new talent framework, succession mapping, and career architecture, to a recognition program built on direct employee input, to a communications rhythm that builds trust (&quot;You said, here's what we're doing&quot;).</p>
<p>
The Director will also own talent acquisition strategy and outcomes, with limited recruiter support. Depending on budget and hiring needs, this leader should be prepared to flex into hands on, full cycle recruiting at times, including sourcing and screening. In all cases, talent acquisition remains a meaningful but bounded part of the role, approximately 30% or less, with the majority of time focused on talent strategy, engagement, and culture.</p>
<p>
The ideal candidate is a business minded operator, not a theorist: someone who designs pragmatic programs, drives adoption, uses data to inform decisions, and builds credibility through follow through. They are energized by a fast-paced, evolving environment and by the opportunity to shape how a growing organization attracts, develops, engages, and retains great people.</p>
<p><b>
Responsibilities</b></p>
<p>
Talent Strategy &amp; Development</p>
<ul>
<li>Own and evolve the company talent framework; drive consistent talent assessments and calibration in partnership with the VP, People Ops and leadership.</li>
<li>Build and maintain the succession map for critical roles.</li>
<li>Design, pilot, and scale the Career Framework, creating role clarity and credible growth paths for employees.</li>
<li>Own learning and development: identify capability gaps and build practical development programs, including manager and leader capability in talent practices.</li>
<li>Support leadership development initiatives, including the Leadership Operating System and Predictive Index assessments.</li>
<li>Partner with the Director, People Operations and leadership on organizational and operational effectiveness initiatives.</li>
</ul>
<p>Engagement, Culture &amp; Recognition</p>
<ul>
<li>Own the employee engagement strategy from end to end: surveys, insights, action planning, and visible follow through.</li>
<li>Design and launch the company Recognition &amp; Reward Program, built on direct employee input, and champion adoption.</li>
<li>Translate Mezzetta's core ingredients of Crunchy Crunchy, Own It, Connection, and Vibrance into observable behaviors reinforced through hiring, onboarding, recognition, and everyday leadership practices.</li>
<li>Act early on engagement, retention, and morale risks; bring data and recommendations to the VP, People Ops before issues become problems.</li>
</ul>
<p>Communications &amp; Employer Brand</p>
<ul>
<li>Run a consistent internal communications rhythm, including Town Hall content, monthly updates, and &quot;You said, here's what we're doing&quot; follow through.</li>
<li>Ensure clear, credible communication during periods of change, in partnership with the VP, People Ops and Leadership Team.</li>
<li>Own Mezzetta's employer brand and external reputation, including careers content and active management of employer review sites (e.g., Glassdoor, Indeed) and social platforms (e.g., LinkedIn): monitor, respond on brand, and address recurring themes with real internal action.</li>
</ul>
<p>Talent Acquisition Partnership</p>
<ul>
<li>Support recruiting and partner with contract recruiter, who owns sourcing, screening, scheduling, and pipeline management, to keep hiring on track and high quality.</li>
<li>Lead select or critical searches when needed.</li>
<li>Strengthen hiring manager interviewing and selection capability, and ensure the candidate experience reflects the Mezzetta employer brand.</li>
</ul>
<p><b>Requirements</b></p>
<ul>
<li>Bachelor's degree required; advanced degree (MBA, MSHR) or HR certification (SPHR or SHRM) preferred.</li>
<li>10+ years of progressive HR experience, including experience owning talent management, engagement, or culture programs at a director or senior manager level.</li>
<li>Proven ability to design and execute talent, engagement, and culture programs from concept through adoption, not just recommend them.</li>
<li>Strong strategic thinking paired with an operator mindset; comfortable moving between the whiteboard and the work.</li>
<li>Excellent written and verbal communication skills, including experience crafting communications for employees and presenting to senior leaders.</li>
<li>Strong data fluency and the ability to analyze engagement, retention, and talent data and translate insights into action.</li>
<li>Demonstrated ability to influence and coach leaders and managers without formal authority.</li>
<li>Experience managing or directing team members, contractors, or agency partners and holding them accountable for outcomes.</li>
<li>Sound judgment, discretion, and the ability to handle sensitive talent and organizational information with confidentiality.</li>
<li>Full cycle recruiting experience, including sourcing, screening, interviewing, and closing, plus experience directing recruiters or agencies; able to run searches directly when resourcing requires.</li>
<li>Strong project and change management skills; highly organized with a track record of delivering quality work on time.</li>
<li>Experience with talent assessment and development tools (e.g., Predictive Index or similar) preferred.</li>
<li>Experience building employer brand and internal communications programs preferred.</li>
<li>AI proficiency (Claude, ChatGPT, etc.).</li>
</ul><div><p><b>
Our Commitment to an Inclusive Workplace:</b><br>
At Mezzetta, we embrace diversity and strive to create an inclusive environment where you know you belong. Part of that commitment includes a zero-tolerance policy and being an Equal Opportunity Employer that prohibits discrimination and harassment of any kind. All employment decisions at Mezzetta are solely based on merit, qualifications, abilities and business needs, without regard to race, color, religion or belief, gender, sexual orientation, gender identity/expression, age, marital status, national origin, disability, military or veteran status, family or parental status, pregnancy, or any other status protected by law. All of us share in the responsibility of fulfilling this commitment and creating a culture where our team can thrive.</p></div></div><p></p>

Director, Human Resources Business Partner

VOCO

<div><p>Ideally located in the heart of Sharjah, <b>voco Sharjah</b> offers easy access to Sharjah International Airport, SAIF Zone, and the city's key business and commercial districts. The hotel prime location provides convenient connectivity to Dubai, Ajman, and Sharjah's most popular attractions.</p><p>
</p><p>The hotel is perfectly positioned near some of Sharjah's most renowned educational and cultural institutions, including the University of Sharjah and the American University of Sharjah, making it an excellent choice for visiting academics, students, families, and corporate travelers. Guests are also within easy reach of University Hospital Sharjah, and the vibrant Aljada community.</p><p>
</p><p>Designed with voco's signature charm and thoughtful hospitality, the hotel features stylish guest rooms and suites, a fully equipped fitness centre, an inviting outdoor swimming pool, versatile meeting and event facilities, and a selection of dining experiences, including an all-day dining restaurant, cozy caf&eacute;, and lobby lounge. Whether the stay is for a short visit or an extended stay, voco Sharjah delivers a warm, trendy comfortable, and memorable experience.</p><div>
</div><div>We are a people powered business. So, we&rsquo;re looking for a HR Manager who recognises that culture is key &ndash; with the drive to create an enabling and empowering environment that brings the best out of our team. And delivers truly memorable experiences to our guests as a result.</div><div><br>
</div><div>A little taste of your day-to-day:</div><div><br>
</div><div>Every day is different at IHG, but you&rsquo;ll mostly be:</div><ul><li><p>
Leading the hotel's people strategy and HR initiatives while ensuring alignment with IHG standards and local employment legislation.</p></li><li><p>
Managing the hotel payroll process and overseeing compensation and benefits practices to ensure accuracy, competitiveness, and internal equity.</p></li><li><p>
Monitoring key HR metrics such as turnover, absenteeism, and exit interview trends to identify opportunities for improvement, colleague engagement, and talent development.</p></li><li><p>
Preparing, analysing, and communicating monthly HR reports and insights to support informed business decisions.</p></li><li><p>
Managing the HR department's budget, office resources, and operational expenses effectively.</p></li><li><p>
Creating exceptional colleague experiences through recruitment, onboarding, orientation, and employee lifecycle activities while bringing IHG's BrandHearted culture to life.</p></li><li><p>
Leading performance management initiatives by coaching leaders, supporting development conversations, and promoting a culture of continuous feedback and high performance.</p></li><li><p>
Recruiting, training, motivating, coaching, and developing the HR team to achieve departmental goals and deliver excellent internal service.</p></li><li><p>
Driving colleague communication, engagement, recognition, and wellbeing programmes to create a positive and inclusive workplace.</p></li><li><p>
Planning, administering, and following up on annual colleague engagement surveys, ensuring meaningful action plans are implemented.</p></li><li><p>
Overseeing colleague facilities, including the cafeteria, lockers, public areas, and smoking areas, to maintain high standards of colleague welfare.</p></li><li><p>
Maintaining accurate HR records, employee files, and HR systems while ensuring compliance with company policies and data privacy standards.</p></li><li><p>
Partnering with department leaders to strengthen leadership capability, improve service culture, and enhance both colleague and guest experiences.</p></li><li><p>
Promoting the hotel's reputation within the local community and encouraging colleague participation in social responsibility initiatives.</p></li><li><p>
Ensuring full compliance with labour laws, company policies, hotel procedures, and IHG brand standards.</p></li><li><p>
Leading the HR function, providing trusted guidance to leaders and colleagues, and carrying out additional responsibilities as required.</p></li></ul><div><br>
</div><div>What We need from you:</div><ul><li>
Previous experience in Human Resources within the hospitality industry.</li><li>
5 years of related experience in HR Management
</li><li>Strong knowledge of UAE labor law, HR practices, payroll, and employee relations.</li><li>
Excellent communication, interpersonal, and organizational skills.</li><li>
A proactive, approachable, and solution-oriented mindset with a passion for developing people.</li><li>
Ability to handle confidential information with professionalism and integrity.</li><li>
Strong analytical skills with the ability to interpret HR data and provide actionable insights.</li><li>
Proficiency in Microsoft Office and HR systems.</li><li>
A team player with the ability to inspire, influence, and build positive.</li><li>
relationships across all levels of the organization.</li><li>
Must speak fluent English
</li><li>Other languages may be preferred</li></ul><div><br>
</div><div>What you can expect from us:</div><div><br>
</div><div>We give our people everything they need to succeed. From a competitive salary that rewards all your hard work to a wide range of benefits designed to help you live your best work life &ndash; including a full uniform, impressive room discounts and some of the best training in the business.<br>
</div><div></div><br>
<div>Our mission is to welcome everyone and create inclusive teams where we celebrate difference and encourage colleagues to bring their whole selves to work. IHG Hotels &amp; Resorts provides equal employment opportunities to applicants and employees without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, or disability. We promote a culture of trust, support, and acceptance. Always welcoming different backgrounds, experiences, and perspectives.<br>
</div><div></div><br>
<div>IHG gives every member of the team the room they need to belong, grow and make a difference in a collaborative environment. We know that to work well, we need to feel well &ndash; both inside and outside of work &ndash; and through our myWellbeing framework, we are committed to supporting wellbeing in your health, lifestyle, and workplace.<br>
</div><div></div><br>
<div>So, join us and you&rsquo;ll become part of our ever-growing global family.</div><p>
Don't quite meet every single requirement, but still believe you'd be a great fit for the job? We'll never know unless you hit the 'Apply' button. Start your journey with us today.</p></div>

HR Manager - voco Sharjah (Pre-Opening)

NetApp

<p></p><div><div><div><p><b>Own Every Moment at NetApp</b></p>
<p>At NetApp, your ideas power innovation. We lead in intelligent data infrastructure&mdash;delivering unified storage, integrated data services, and solutions that help organizations unlock the full potential of their data, from AI to multicloud.</p>
<p>Ready to innovate and contribute to our path to $10B? Here, you'll collaborate with passionate teams, tackle real-world challenges, and see your impact in how customers transform and grow. If you're ready to bring curiosity, creativity, and drive to every moment, NetApp is where your journey begins. Join teams that innovate to elevate, drive results, and excel together across every function.</p>
</div></div><p></p><div><div><div><div><h1 class="jobSectionHeader"><b>Director, Talent Management</b></h1>
San Jose, California, United States; Morrisville, North Carolina, United States
</div><div><b>Job category:</b> Human Resources <b>Job ID:</b> 135748-en_US</div><div> </div></div><p></p><div><div><div><div><div><h2 class="jobSectionHeader"><b>About NetApp</b></h2>
</div><div><div><p>We&rsquo;re forward-thinking technology people with heart. We make our own rules, drive our own opportunities, and try to approach every challenge with fresh eyes. Of course, we can&rsquo;t do it alone. We know when to ask for help, collaborate with others, and partner with smart people. We embrace diversity and openness because it&rsquo;s in our DNA. We push limits and reward great ideas. What is your great idea?</p>
</div><div><p>&quot;At NetApp, we fully embrace and advance a diverse, inclusive global workforce with a culture of belonging that leverages the backgrounds and perspectives of all employees, customers, partners, and communities to foster a higher performing organization.&quot; -George Kurian, CEO</p>
</div></div></div><div><div><h2 class="jobSectionHeader"><b>Job Summary</b></h2>
</div><div><div><p>The Director, Talent Management is responsible for the strategy, governance, and continuous evolution of NetApp's enterprise talent management programs. This leader will architect and scale the processes, capabilities, and operating mechanisms that enable a high achievement culture to deliver long-term business success.</p>
</div><div><p>Reporting to the VP, Talent Management, the Director serves as the enterprise leader for performance management, talent reviews, succession planning, promotions, leadership success profiles, and related talent initiatives. The role partners closely with senior executives, HR Business Partners, HR Operations, Total Rewards, Workforce Analytics, Talent Development, and Employee Communications teams to ensure talent practices are integrated, data-driven, scalable, and aligned to business priorities.</p>
</div><div><p>This role requires a unique combination of strategic thinking, operational excellence, organizational influence, and change leadership. The successful candidate will help shape the future of talent at NetApp by transforming talent philosophy into practical systems that strengthen leadership effectiveness, reward performance, accelerate development, and build the capabilities needed to achieve our long-term strategy.</p>
<p></p><p><b>** This is a hybrid role requiring 3x a week in office. Only candidates in San Jose, CA and Raleigh, NC areas will be considered. **</b></p>
</div></div></div><div><div><h2 class="jobSectionHeader"><b>Essential Functions</b></h2>
</div><div><div><p><b>Enterprise Talent Strategy</b></p>
<ul><li>Develop and execute a multi-year talent management strategy that aligns with NetApp's business objectives and cultural aspirations.</li>
<li>Translate enterprise talent philosophy into scalable processes, governance models, leader expectations, and operating mechanisms.</li>
<li>Serve as process owner for key talent management programs including performance management, promotions, talent reviews, and succession planning.</li>
<li>Drive continuous improvement of talent processes while ensuring simplicity, scalability, and operational effectiveness globally.</li>
<li>Leverage AI, automation, and digital tools to reduce operational friction, improve consistency, scale manager and employee support, and accelerate execution across talent processes.</li>
<li>Anticipate future business and workforce needs and evolve talent systems accordingly.</li>
<li>Serve as a trusted advisor to senior HR leaders and executives on talent strategy, organizational effectiveness, and workforce risk.</li>
<li>Establish governance structures, decision rights, operating rhythms, and accountability mechanisms for enterprise talent processes.</li>
<li>Lead executive talent discussions, talent review forums, and succession planning reviews.</li>
<li>Identify organizational talent risks and develop mitigation strategies.</li>
<li>Define the measurement strategy for enterprise talent processes, including adoption, completion, quality, distribution, promotion, succession readiness, and post-cycle effectiveness metrics; translate insights into leadership action and process improvements.</li>
<li>Support executive and Board-level talent discussions through analysis, briefing materials, and strategic recommendations.</li>
</ul><p><b>High Achievement Culture</b></p>
<ul><li>Lead the talent systems and practices that reinforce accountability, performance differentiation, leadership excellence, and results orientation.</li>
<li>Ensure meaningful connections between goal setting, performance management, talent reviews, succession planning, promotions, rewards, and recognition.</li>
<li>Partner with leadership to continuously raise performance standards while maintaining employee trust and transparency.</li>
<li>Champion talent practices that drive both business outcomes and a positive employee experience.</li>
<li>Partner with Leadership Development to define leadership expectations and capabilities required for future success.</li>
<li>Ensure talent and leadership systems work together to strengthen bench strength and succession readiness.</li>
</ul><p><b>Change Leadership &amp; Stakeholder Management</b></p>
<ul><li>Lead enterprise-wide change initiatives associated with talent strategy and process evolution.</li>
<li>Build strong partnerships across HR and business functions to drive adoption and shared ownership.</li>
<li>Influence senior leaders through expertise, credibility, business acumen, and data-driven insights.</li>
<li>Foster a culture of collaboration, accountability, continuous improvement, and operational excellence.</li>
</ul></div></div></div><div><div><h2 class="jobSectionHeader"><b>Job Requirements</b></h2>
</div><div><div><div><p>The successful candidate will:</p>
<ul><li>Build scalable systems and organizational capability to support effective talent management.</li>
<li>Create clarity, accountability, and governance across enterprise talent processes.</li>
<li>Develop strong partnerships and shared ownership across HR and business stakeholders.</li>
<li>Balance strategic thinking with operational rigor and execution discipline.</li>
<li>Continuously challenge the status quo and identify opportunities to improve talent effectiveness at scale, including the appropriate use of AI.</li>
<li>Lead a small team of talent professionals.</li>
</ul></div></div></div></div><div></div><div><div><h2 class="jobSectionHeader"><b>Skills &amp; Experience</b></h2>
</div><div><div><ul><li>Bachelor's degree in Human Resources, Organizational Development, Business, Psychology, or related field (advanced degree preferred).</li>
<li>10+ years of progressive experience in Talent Management, Leadership Development, Organizational Effectiveness, HR Strategy, or related disciplines (experience in global technology industry preferred).</li>
<li>5+ years of people leadership experience.</li>
<li>Experience leading enterprise-scale talent transformation initiatives.</li>
<li>Demonstrated success influencing executives and driving organizational change.</li>
<li>Strong knowledge of performance management, succession planning, talent reviews, organizational effectiveness, leadership assessment, and workforce planning.</li>
<li>Exceptional executive communication and stakeholder management skills.</li>
<li>Ability and willingness to collaborate with others within and outside the function.</li>
<li>Strong analytical capability and experience leveraging data to drive decisions.</li>
<li>Experience building scalable processes, governance models, and operating frameworks.</li>
</ul></div></div></div></div><p>Compensation:
<br>
The target salary range for this position is 196,350 - 266,000 USD. The salary offered will be determined by the candidate's location, qualifications, experience, and education and may be outside of this range. Final compensation packages are competitive and in line with industry standards, reflecting a variety of factors, and include a comprehensive benefits package. This may cover Health Insurance, Life Insurance, Retirement or Pension Plans, Paid Time Off, various Leave options, Performance-Based Incentives, employee stock purchase plan, and/or restricted stocks (RSU&rsquo;s), with all offerings subject to regional variations and governed by local laws, regulations, and company policies. Benefits may vary by country and region, and further details will be provided as part of the recruitment process.</p>
<p>At NetApp, we embrace a hybrid working environment designed to strengthen connection, collaboration, and culture for all employees. This means that most roles will have some level of in-office and/or in-person expectations, which will be shared during the recruitment process.</p>
<p><b>Equal Opportunity Employer:</b></p>
<p>NetApp is firmly committed to Equal Employment Opportunity (EEO) and to compliance with all federal, state and local laws that prohibit employment discrimination based on age, race, color, gender, sexual orientation, gender identity, national origin, religion, disability or genetic information, pregnancy, protected veteran status, and any other protected classification.</p>
<p><b>Why You'll Thrive at NetApp</b></p>
<p>At NetApp, you won't wait for the perfect moment&mdash;you'll make it. The early planning, the extra thought, the bold idea that turns good into great: That's how our people operate and how we continue to push the boundaries of data infrastructure.</p>
<p>NetApp is the trusted partner for organizations transforming data into opportunity. As the only enterprise-grade storage service natively embedded in Google Cloud, AWS, and Microsoft Azure, we empower customers to run everything from traditional workloads to enterprise AI with unmatched performance, resilience, and security.</p>
<p><b>Our culture</b></p>
<p>We celebrate mold breakers, bold thinkers, and problem solvers. We reward initiative, impact, and ownership. We provide flexibility so you can balance professional ambition with your personal life. Here, differences are not just welcomed&mdash;they drive everything we do.</p>
<p>If you're ready to innovate, rise to the challenge, and own every moment - make your next move your best one. Apply now.</p>
<p><b>Submitting an Application</b></p>
<p>To ensure a streamlined and fair hiring process for all candidates, our team only reviews applications submitted through our company website. This practice allows us to track, assess, and respond to applicants efficiently. Emailing our employees, recruiters, or Human Resources personnel directly will not influence your application.</p>
<p><b>AI Disclosure</b></p>
<p>For select roles, some stages of our hiring process may use artificial intelligence tools to help evaluate applications and candidate selection. These tools support&mdash;rather than replace&mdash;human decision-making.</p></div></div></div></div></div>

Director, Talent Management

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