hr director

Classera

<div>
 As part of the organization&rsquo;s next phase of growth, the
 <strong>
  Senior HR Director
 </strong>
 will lead the
 <strong>
  end-to-end People &amp; HR agenda
 </strong>
 , ensuring the company scales with strong performance discipline, operational rigor, and a high-engagement culture.
 <br/>
 <br/>
 This is a
 <strong>
  hands-on leadership role
 </strong>
 responsible for designing
 <strong>
  HR strategy
 </strong>
 and
 <strong>
  personally driving execution
 </strong>
 across
 <strong>
  performance management, HR operations, employee engagement, and rewards
 </strong>
 . The role partners closely with the CEO and executive leadership team to shape organizational design, workforce planning, governance frameworks, and scalable people infrastructure.
 <br/>
 <br/>
 The Senior HR Director will act as the
 <strong>
  business owner for HR
 </strong>
 , accountable for people outcomes, leadership capability, retention, and organizational effectiveness.
 <br/>
 <br/>
 <ul>
  <li>
   HR Strategy &amp; Executive Partnership
  </li>
  <li>
   Define and execute the HR strategy aligned with business objectives, growth plans, and operating model.
  </li>
  <li>
   Partner closely with the CEO and executive leadership team on organizational design, workforce planning, and leadership capability.
  </li>
  <li>
   Translate business strategy into clear people priorities, operating rhythms, and execution plans.
  </li>
  <li>
   Act as trusted advisor to leadership on people risk, performance issues, and succession exposure.
  </li>
  <li>
   Performance Management &amp; Leadership Effectiveness (Hands-On)
  </li>
  <li>
   Own and drive the end-to-end performance management lifecycle, including:
   <br/>
   <br/>
  </li>
 </ul>
 Goal setting and alignment
 <br/>
 <br/>
 Mid-cycle and annual reviews
 <br/>
 <br/>
 Calibration and performance differentiation
 <br/>
 <br/>
 PIPs and performance improvement governance
 <br/>
 <br/>
 Individual Development Plans (IDPs)
 <br/>
 <br/>
 <ul>
  <li>
   Ensure performance outcomes are fair, consistent, data-driven, and business-linked.
  </li>
  <li>
   Coach leaders on managing performance effectively, including difficult conversations and underperformance.
  </li>
  <li>
   Embed performance discipline as a core leadership capability, not an HR process.
  </li>
  <li>
   HR Operations, Governance &amp; Compliance
  </li>
  <li>
   Lead HR operations end-to-end, ensuring scalable, efficient, and compliant people processes.
  </li>
  <li>
   Establish and maintain HR governance frameworks, policies, and procedures across all markets.
  </li>
  <li>
   Ensure compliance with local labor laws, regulatory requirements, and internal controls.
  </li>
  <li>
   Drive continuous improvement of HR systems, workflows, and data quality.
  </li>
  <li>
   Partner with Finance and Legal to ensure people processes support audit, risk, and regulatory readiness.
  </li>
  <li>
   Employee Engagement, Culture &amp; Retention
  </li>
  <li>
   Design and execute employee engagement and retention strategies grounded in data and business needs.
  </li>
  <li>
   Lead engagement surveys, diagnostics, and action planning with clear ownership and follow-through.
  </li>
  <li>
   Partner with leaders to address engagement risks, attrition hotspots, and cultural challenges.
  </li>
  <li>
   Drive initiatives that strengthen manager effectiveness, employee experience, and belonging.
  </li>
  <li>
   Track and report engagement, retention, and attrition trends to leadership.
  </li>
  <li>
   Rewards, Compensation &amp; Workforce Planning
  </li>
  <li>
   Own the total rewards strategy, including compensation structures, salary bands, incentives, and progression frameworks.
  </li>
  <li>
   Partner with Finance on manpower planning, budgeting, and cost optimization.
  </li>
  <li>
   Ensure rewards are market-competitive, equitable, and aligned to performance.
  </li>
  <li>
   Oversee annual salary reviews, promotions, and incentive processes with strong governance.
  </li>
  <li>
   Use rewards as a strategic lever for performance and retention, not just administration.
  </li>
  <li>
   Team Leadership &amp; Capability Building
  </li>
  <li>
   Build, lead, and mentor a high-performing HR leadership team.
  </li>
  <li>
   Ensure HRBPs and HR teams operate as business partners with strong execution discipline.
  </li>
  <li>
   Set clear expectations, KPIs, and accountability across the HR function.
  </li>
  <li>
   Develop internal HR talent and succession for critical HR roles.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Experience
  <br/>
  <br/>
 </strong>
 Required Experience &amp; Profile
 <br/>
 <br/>
 <ul>
  <li>
   12+ years of progressive HR leadership experience.
  </li>
  <li>
   Proven experience leading HR in scaling, multi-country, or regulated environments.
  </li>
  <li>
   Demonstrated hands-on ownership of:
   <br/>
   <br/>
  </li>
 </ul>
 Performance management
 <br/>
 <br/>
 HR operations and governance
 <br/>
 <br/>
 Employee engagement and retention
 <br/>
 <br/>
 Rewards and compensation
 <br/>
 <br/>
 <ul>
  <li>
   Experience partnering with CEOs and executive leadership teams.
  </li>
  <li>
   Track record of building or transforming HR functions during growth or change phases.
  </li>
 </ul>
</div>


Senior HR Director

MS Holiday Homes

<p>Job Summary</p><p>We are seeking an experienced HR Manager with a strong background in the <b>limousine and tourism industry</b> to oversee all human resources functions. The ideal candidate will manage recruitment, employee relations, compliance, performance management, and HR operations while supporting business growth and operational excellence.</p><p>Key Responsibilities</p><p><b>Human Resources Management</b></p><ul><li>Develop and implement HR policies and procedures in line with UAE Labor Law and company requirements.</li><li>Manage end-to-end recruitment for drivers, operations staff, sales, and administrative roles.</li><li>Oversee onboarding, orientation, and probation evaluations for new employees.</li></ul><p><b>Industry-Specific Responsibilities</b></p><ul><li>Handle chauffeur and operations staff management, leave planning, and disciplinary actions.</li><li>Ensure compliance with RTA, transport authority, and tourism regulations related to limousine operations.</li><li>Coordinate with operations and fleet departments regarding driver documentation, licensing, and renewals.</li></ul><p><b>Employee Relations &amp; Performance</b></p><ul><li>Address employee grievances, misconduct, and disciplinary matters professionally and confidentially.</li><li>Implement performance appraisal systems and KPI tracking for drivers, operations, and office staff.</li><li>Support department heads with coaching, counseling, warnings, suspensions, and termination processes.</li></ul><p><b>Payroll, Compensation &amp; Benefits</b></p><ul><li>Manage payroll coordination, salary structures, incentives, commissions, and overtime calculations.</li><li>Oversee employee benefits including health insurance, leave, gratuity, and end-of-service settlements.</li></ul><p><b>Compliance &amp; Administration</b></p><ul><li>Ensure full compliance with UAE Labor Law, visa regulations, MOL, and immigration processes.</li><li>Maintain accurate employee records, contracts, and HR documentation.</li><li>Handle audits, inspections, and government-related HR requirements.</li></ul><p><b>Training &amp; Development</b></p><ul><li>Identify training needs and arrange programs for customer service, chauffeur etiquette, safety, and compliance.</li><li>Promote a positive work culture focused on professionalism, customer satisfaction, and teamwork.</li></ul><p>Requirements &amp; Qualifications</p><ul><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field.</li><li>Minimum <b>5&ndash;7 years of HR experience</b>, with <b>proven experience in limousine, transport, or tourism industry</b>.</li><li>Strong knowledge of UAE Labor Law and transport/tourism regulations.</li><li>Experience handling large driver workforce and shift-based operations.</li><li>Excellent communication, leadership, and conflict-resolution skills.</li><li>Proficient in HR systems and Microsoft Office.</li></ul><p>Preferred Skills</p><ul><li>Experience working with RTA, tourism authorities, and fleet-based companies.</li><li>Ability to work under pressure in a fast-paced, operations-driven environment.</li><li>Strong organizational and decision-making skills.</li></ul><p>Job Type: Full-time</p><p>Pay: AED12,000.00 - AED15,000.00 per month</p>

HR Director

Maplewood Senior Living

<p></p><div><p><b>Job Title: Regional Human Resources Director</b><br>
<b>Location: Travel between Weston and Cape Cod Communities</b><br>
<b>Employment Type: Full Time Salaried Exempt</b><br>
<b>Salary Range: $75,000-$95,000 annually</b><br>
<b>Department: Human Resources</b></p>
<p><b>
About Us: </b>Maplewood Senior Living, is a leading operator of premier senior living communities across 5 states and Washington, D.C., featuring two distinguished brands: Maplewood and Inspīr. Known nationally for innovation in the senior living space, Maplewood is a growing company dedicated to excellence in care, offering personalized and thoughtful services in independent living, assisted living and memory care.</p>
<p>
Our success is built on a foundation of personalized, compassionate care and communities designed to enrich the quality of life for our residents. We foster a dynamic and supportive work environment that empowers our teams to excel, inspire, and make a meaningful impact every day. If you are a passionate about driving growth and innovation in senior living, Maplewood offers the opportunity to be part of a forward-thinking organization that values your expertise. Join us and help shape the future of senior living!</p>
<p><b>
Position Summary: </b>The Regional Human Resources Director (RHRD) serves as a senior, field-based HR leader responsible for aligning community-based HR operations with Maplewood Senior Living&rsquo;s strategy. This role provides strategic leadership across a cluster of communities while ensuring consistent execution of HR practices related to compliance, recruitment, retention, engagement, and workforce development.</p>
<p>
Acting as a bridge between Home Office HR team and community operations, the RHRD directly supports and mentors on-site Community HR Directors, monitors key HR systems and processes (e.g., UKG, LMS), and ensures regulatory compliance in alignment with CQE standards and company policies. The RHRD also plays a pivotal role in advancing talent development, promoting employee engagement, and reinforcing Maplewood&rsquo;s culture and HEART values.</p>
<p><b>
Key Responsibilities</b></p>
<p><b>
Regional HR Leadership</b></p>
<ul>
<li>Provide coaching, mentorship, and direct oversight to community-based HR Directors to ensure alignment with organizational policies, standards, and service expectations.</li>
<li>Serve as a primary escalation point for complex employee relations issues, investigations, and progressive discipline matters.</li>
<li>Conduct quarterly compliance site reviews, ensuring readiness for semi-annual CQE audits, including documentation, file maintenance, and training compliance.</li>
<li>Reinforce the consistent use of UKG and other HR tools to support audit readiness and operational efficiency.</li>
</ul>
<p><b>Recruitment &amp; Retention</b></p>
<ul>
<li>Collaborate with Executive Directors and HR Directors to execute recruitment strategies, particularly for high-turnover and hard-to-fill positions.</li>
<li>Lead workforce planning efforts and monitor turnover metrics, aiming to support a minimum 10% reduction in regional turnover.</li>
<li>Strengthen early-tenure engagement through improved onboarding and 30/60/90-day check-ins.</li>
</ul>
<p><b>Talent Development &amp; Succession</b></p>
<ul>
<li>Support career pathing, performance management, and leadership development in coordination with LMS content and operational leadership.</li>
<li>Facilitate succession planning and leadership pipeline development by identifying and advancing high-potential associates.</li>
</ul>
<p><b>Community HR Operations &amp; Compliance</b></p>
<ul>
<li>Oversee accurate recordkeeping, labor law postings, and adherence to state-specific HR regulations.</li>
<li>Coordinate with Home Office HR on payroll processing, benefit enrollment, leave administration, and compliance reporting.</li>
<li>Manage onboarding, orientation, and assimilation programs for new hires, including documentation and policy alignment.</li>
<li>Support performance evaluations, stay interviews, and training delivery based on community needs (e.g., dementia care).</li>
</ul>
<p><b>Culture &amp; Engagement</b></p>
<ul>
<li>Champion initiatives that foster a positive and inclusive work environment, aligned with Maplewood&rsquo;s HEART values and lifestyle standards.</li>
<li>Leverage employee feedback platforms (e.g., Roots) and associate surveys to drive community-specific engagement action plans.</li>
<li>Promote wellness, recognition, and peer mentorship initiatives to support employee satisfaction and retention.</li>
</ul>
<p><b>Qualifications</b></p>
<ul>
<li>Bachelor&rsquo;s degree in human resources, Business Administration, or related field (Master&rsquo;s or HR certification preferred).</li>
<li>Minimum of 7 years of progressive HR leadership experience, including multi-site oversight, preferably in senior living, healthcare, or hospitality.</li>
<li>Demonstrated ability to lead HR professionals and manage field-based HR operations.</li>
<li>Strong knowledge of employment law, compliance auditing, employee relations, and HRIS systems (preferably UKG).</li>
<li>Proven success in reducing turnover, enhancing engagement, and implementing performance and learning systems.</li>
<li>Ability to travel regularly within assigned region (approx. 30&ndash;40%).</li>
</ul>
<p><b>Why You'll Love working for Us:</b></p>
<ul>
<li>Innovative Culture: We are a group of smart, forward-thinking and compassionate pros dedicated to enhancing the lives of our residents through service excellence, creative and meaningful programs and continuous innovation.</li>
<li>HEART: We recognize Humor, Empathy, Autonomy, Respect and Trust as core values that guide our work.</li>
<li>Growth Opportunities: We promote and foster career development and continuous learning.</li>
<li>Work-Life Balance: We value autonomy, flexibility and a family-friendly supportive workplace.</li>
<li>Competitive Comp and Benefits: We offer a competitive compensation package, bonus, health insurance, 401K with match, paid time off, and more. Inspir believes in rewarding top talent and dedication, depending upon years of experience and commitment to the company. Inspir strives for transparency, reviewing pay periodically, to be the industry leader in recruiting talent like you!</li>
</ul><p></p><p>
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities<br>
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.</p></div>

Regional HR Director

ASM Global

<div><div>POSITION: HR Director, Compliance &amp; Audit</div><div>
DEPARTMENT: Human Resources</div><div>
REPORTS TO: SVP, Employment Counsel</div><div>
FLSA STATUS: Salaried, Exempt</div><div></div><div><br>
LEGENDS GLOBAL</div><div>
Legends Global is the premier partner to the world's greatest live events, venues, and brands. We deliver a fully integrated solution of premium services that keeps our partners front and center through our white-label approach. Our network of 450 venues worldwide, hosting 20,000 events and entertaining 165 million guests each year, is powered by our depth of expertise and level of execution across every component &mdash; feasibility &amp; consulting, owner&rsquo;s representation, sales, partnerships, hospitality, merchandise, venue management, and content &amp; booking &mdash; of world-class live events and venues. The Legends Global culture is one of respect, ambitious thinking, collaboration, and bold action. We are committed to building an inclusive workplace where everyone can be authentic, make an impact, and grow their career. Winning is an everyday thing at Legends Global. We have the best team members who understand every win is earned when we come together as one unified team. Sound like a winning formula for you? Join us!</div><div></div><div>
THE ROLE</div><div>
The HR Director, Compliance &amp; Audit is a senior individual contributor responsible for leading enterprise-wide employment compliance oversight and HR audit initiatives across a multi-state organization. Reporting to the SVP, Employment Counsel, with a dotted line to the SVP, Human Resources, this role serves as a strategic advisor and operational lead in identifying, assessing, and mitigating employment-related risk.</div><div></div><div>
While this role supports compliance across all U.S. jurisdictions where the company operates, strong expertise in California employment law is required given the complexity and regulatory environment of that market. This role requires an exceptionally detail-oriented, analytical, and strong communicator who can partner closely with Legal, HR Leadership, Compensation, and Learning &amp; Development.</div><div></div><div>
Essential Duties and Responsibilities</div><ul><li>
Design and lead a comprehensive HR compliance and audit framework across a multi-state organization.</li><li>
Conduct and oversee periodic audits of HR practices, including wage &amp; hour compliance, employee classification, documentation integrity, corrective action processes, and workplace investigation protocols.</li><li>
Serve as a subject matter expert on complex employment law requirements, including California law.</li><li>
Partner closely with HR Leadership, Compensation, and the L&amp;D HR Training function to align policies and practices with compliance standards.</li><li>
Monitor emerging employment law trends nationally and recommend proactive policy and process enhancements.</li><li>
Utilize Workday data to support compliance reviews, reporting, and audit analysis.</li><li>
Oversee or support review of concerns raised through the Speak Up (ethics hotline) platform and identify recurring compliance trends.</li><li>
Develop audit tools, scorecards, and reporting dashboards to assess compliance risk exposure.</li><li>
Identify compliance gaps and drive corrective action plans with location-level and corporate HR teams.</li><li>
Support internal investigations, agency responses, and regulatory reviews as needed.</li><li>
Prepare executive-level reporting and risk summaries for senior leadership.</li></ul><div></div><div>
SUPERVISORY RESPONSIBILITIES</div><div>
Carries out supervisory responsibilities in accordance with all Legends Global policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.</div><div></div><div>
QUALIFICATIONS</div><div>
To perform this job successfully, an individual must be able to perform each essential duty with energy and enthusiasm. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.</div><div></div><div>
Education and/or Experience</div><ul><li>
Bachelor&rsquo;s degree required; advanced degree or HR certification preferred.</li><li>
7+ years of experience in HR compliance, employment law, HR audit, or related discipline.</li><li>
Extensive, hands-on knowledge of California employment law (required).</li><li>
Strong working knowledge of federal and multi-state employment laws.</li><li>
Demonstrated experience conducting HR or employment compliance audits</li><li>
Workday experience highly preferred.</li><li>
Experience working with Speak Up or ethics hotline platforms highly preferred.</li></ul><div></div><div>
Skills and Abilities</div><ul><li>
Exceptional attention to detail and strong analytical skills.</li><li>
Strong written and verbal communication skills, including executive-level reporting.</li><li>
Ability to influence without direct authority across multiple business functions.</li></ul><div></div><div>
COMPENSATION</div><div>
This role offers a base salary range of $120,000&ndash;$135,000 annually, plus performance-based incentives, and a generous benefits package that includes medical, dental, vision, life and disability insurance, paid vacation, and a 401(k) plan. Final compensation will be determined based on experience, skills, and qualifications.</div><div></div><div>
WORKING CONDITIONS</div><div>
Location: Hybrid role based in Culver City, CA. Candidates must be local and able to work onsite at least three days per week.</div><div></div><div>
PHYSICAL DEMANDS</div><div>
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.</div><div></div><div>
NOTE:</div><div>
The essential responsibilities of this position are described under the above headings. They may be subject to change at any time due to reasonable accommodation or other reasons. Also, this document in no way states or implies that these are the only duties to be performed by the employee occupying this position.</div><div></div><div><i>
Legends Global is an Equal </i><i>Opportunity/Affirmative</i><i> Action employer, and encourages Women, Minorities, Individuals with Disabilities, and protected Veterans to apply. VEVRAA Federal Contractor.</i></div></div>

HR Director, Compliance & Audit

Noble Hearts Hr Consulting

<div><p><b>Job Title: Human Resources (HR) Manager / Director</b><br>
&eth; <b>Location:</b> Flexible Remote with Onsite Visits in Selma, AL<br>
&eth; <b>Job Type:</b> Full-Time<br>
&eth;&deg; <b>Compensation:</b> Competitive salary based on experience + benefits</p><p></p><h3 class="jobSectionHeader"><b><br>
About the Role</b></h3><p>
We are seeking an experienced <b>Human Resources professional</b> to lead HR operations for a growing nonprofit organization headquartered in <b>Selma, Alabama</b>. This role offers a <b>hybrid or primarily remote work arrangement</b>, with the expectation of <b>periodic onsite visits</b> to the Selma office for team meetings, compliance reviews, or training events.</p><p>
This role is responsible for leading and managing all human resources functions in the organization. This includes employee relations, recruitment and onboarding, benefits administration, performance management, training and development, compliance, and HR policy implementation. This role will be both <b>strategic and hands-on</b>, helping to build systems and processes while supporting our team's day-to-day HR needs. The HR Manager will play a key role in <b>building a culture rooted in trust, transparency, collaboration, and care</b>.</p><p></p><h3 class="jobSectionHeader"><b><br>
Work Arrangement</b></h3><p></p><ul><li><p><br>
Primarily remote, with occasional travel to Selma, AL as needed.</p></li><li><p>
Candidates must reside within Alabama or nearby states (MS, GA, FL, TN) and be <b>able to commute to Selma when required</b>.</p></li></ul><p></p><h3 class="jobSectionHeader"><b><br>
</b></h3><h3 class="jobSectionHeader"><b>
Key Responsibilities</b></h3><p><b>
Employee Relations &amp; HR Compliance</b></p><ul><li><p>
Serve as the main point of contact for HR matters across the organization</p></li><li><p>
Ensure compliance with federal and state labor laws, employment regulations, and organizational policies</p></li><li><p>
Update and enforce employee handbook, policies, and procedures</p></li><li><p>
Manage confidential employee files and records</p></li></ul><p><b>
Recruitment, Hiring &amp; Onboarding</b></p><ul><li><p>
Manage recruitment efforts for open roles, including job postings, candidate screening, and interview coordination</p></li><li><p>
Collaborate with hiring managers to ensure equitable, timely, and values-aligned hiring</p></li><li><p>
Lead employee onboarding and orientation processes to ensure a smooth transition</p></li></ul><p><b>
Performance &amp; Development</b></p><ul><li><p>
Support the development and implementation of performance review systems</p></li><li><p>
Coach managers and staff on performance management and growth opportunities</p></li><li><p>
Lead or support staff development initiatives, training programs, and retention strategies</p></li></ul><p><b>
Benefits &amp; Payroll Coordination</b></p><ul><li><p>
Administer employee benefits including health insurance, leave, and other programs</p></li><li><p>
Coordinate with third-party payroll and benefits providers</p></li><li><p>
Assist employees with benefit-related questions or issues</p></li></ul><p><b>
Organizational Culture &amp; Engagement</b></p><ul><li><p>
Help foster a culture of equity, inclusion, and employee well-being</p></li><li><p>
Plan and support staff engagement initiatives and recognition programs</p></li><li><p>
Assist with organizational surveys and feedback systems</p></li></ul><p></p><h3 class="jobSectionHeader"><b><br>
Qualifications</b></h3><p>
&acirc;
 <b>Bachelor's degree in Human Resources, Business Administration, or related field</b><br>
&acirc;
 <b>3&ndash;5 years of professional HR experience</b> (nonprofit or mission-driven organization experience is a plus)<br>
&acirc;
 Strong knowledge of employment laws and HR best practices<br>
&acirc;
 Experience with full-cycle recruitment and onboarding<br>
&acirc;
 Excellent communication, problem-solving, and interpersonal skills<br>
&acirc;
 Comfortable working in a fast-paced, growing organization with a collaborative culture<br>
&acirc;
 High level of discretion, emotional intelligence, and commitment to confidentiality</p><p></p><p><b><br>
Preferred Qualifications:</b></p><ul><li><p>
SHRM-CP, PHR, or equivalent HR certification</p></li><li><p>
Experience using HRIS or payroll systems</p></li><li><p>
Knowledge of Alabama labor laws</p></li></ul><p></p><p><b><br>
NOTE: </b>This is a remote-based role for candidates within commuting distance of Selma, AL (approx. 150 miles).</p></div>

HR Manager / HR Director (Flexible Remote with Onsite Visits in Selma, AL)

GritHR Solutions

<div><p>Director of Human Resources (Hospital or Healthcare Experience Required)</p><p>
This is not a &ldquo;keep the lights on&rdquo; HR role.</p><p>
The hospital is rebuilding its HR function from the ground up to support patient care, workforce stability, and trust. We are a complex, mission-driven hospital serving a diverse community, and we need an HR leader who knows how hospitals actually work.</p><p>
If you have led HR inside a hospital or healthcare system and you are energized by complexity, accountability, and real impact, keep reading.</p><p>
If you are looking for a low-conflict, low-change role, this is not your job.</p><h3 class="jobSectionHeader"><b>
What You&rsquo;ll Actually Do</b></h3><ul><li>
Lead the full HR function for a high-acuity safety net hospital environment</li><li>
Partner with executive and clinical leadership as a true strategic advisor</li><li>
Fix what&rsquo;s broken, modernize what&rsquo;s outdated, and build what never existed</li><li>
Create consistency across employee relations, manager practices, and decision-making</li><li>
Strengthen recruitment, onboarding, and retention across clinical and non-clinical roles</li><li>
Reduce risk by bringing structure, clarity, and discipline to HR operations</li><li>
Build and lead a strong HR team aligned to service lines and outcomes</li><li>
Ensure HR decisions support patient care, workforce stability, and trust</li></ul><h3 class="jobSectionHeader"><b>
Who We&rsquo;re Looking For</b></h3><ul><li>
8&ndash;12+ years of progressive HR leadership experience</li><li>
Direct hospital or healthcare HR experience required</li><li>
Deep expertise in employee relations, compliance, and healthcare labor dynamics</li><li>
Proven ability to lead through complexity, change, or turnaround</li><li>
Confident, credible leader who earns trust across all levels of the organization</li><li>
Comfortable making hard calls and holding the line when it matters</li></ul><h3 class="jobSectionHeader"><b>
Why This Role Is Different</b></h3><p>
You will not inherit a polished system. You will build one.</p><p>
You will have executive visibility, real authority, and the opportunity to leave a lasting impact on a hospital and the community it serves.</p><p>
If you want the most meaningful chapter of your HR career, this is it.</p><p>
Apply if you&rsquo;re ready to lead.</p><h2 class="jobSectionHeader"><b>
90-DAY SUCCESS PROFILE</b></h2><p>
This role is measured by outcomes, not activity. Here&rsquo;s what success actually looks like.</p><h3 class="jobSectionHeader"><b>
FIRST 30 DAYS: Listen, Assess, Stabilize</b></h3><p>
You are learning the system without becoming part of the chaos.</p><p><b>
You have:</b></p><ul><li>
Built strong working relationships with executive leadership and key clinical leaders</li><li>
Assessed the current HR structure, workflows, and capability gaps</li><li>
Identified the top employee relations and compliance risks</li><li>
Reviewed open investigations, high-risk cases, and unresolved escalations</li><li>
Established credibility as calm, fair, and decisive</li></ul><p><b>
Signals of success:</b></p><ul><li>
Leaders trust your judgment</li><li>
HR stops reacting and starts pausing to think</li><li>
Issues feel more contained, not loude</li></ul><h3 class="jobSectionHeader"><b>
DAYS 31&ndash;60: Create Structure and Clarity</b></h3><p>
You stop the bleeding and introduce order.</p><p><b>
You have:</b></p><ul><li>
Clarified HR decision rights so leaders know what HR owns and what they own</li><li>
Standardized employee relations processes and documentation expectations</li><li>
Reset expectations with managers around accountability and escalation</li><li>
Evaluated HR team strengths, gaps, and development needs</li><li>
Partnered with recruiting to address priority staffing and retention issues</li><li>
Started cleaning up policies, practices, or training that create risk or confusion</li></ul><p><b>
Signals of success:</b></p><ul><li>
Fewer fire drills</li><li>
More consistent manager behavior</li><li>
Leaders begin pulling HR in earlier, not later</li></ul><h3 class="jobSectionHeader"><b>
DAYS 61&ndash;90: Lead, Execute, and Influence</b></h3><p>
You move from stabilization to momentum.</p><p><b>
You have:</b></p><ul><li>
Presented a clear HR roadmap aligned to hospital priorities</li><li>
Improved collaboration between HR, operations, and clinical leadership</li><li>
Reduced repeat employee relations issues through better manager capability</li><li>
Strengthened onboarding and early tenure support</li><li>
Established HR as a trusted, proactive partner</li><li>
Built confidence inside the HR team and raised the bar for performance</li></ul><p><b>
Signals of success:</b></p><ul><li>
HR is seen as part of the solution, not the problem</li><li>
Leaders trust HR to handle complex issues</li><li>
Decisions are explainable, consistent, and defensible</li><li>
The organization feels steadier</li></ul><h3 class="jobSectionHeader"><b>
Bottom Line</b></h3><p>
At 90 days, the hospital should feel more stable, less reactive, and more confident in HR leadership.</p><p>
If that kind of responsibility excites you, you&rsquo;re the right candidate.</p><p></p><p>
</p><p>iHS7LWPM1u</p></div>

Director of Human Resources - Healthcare

Holcim

<div></div><div><div><div><div><div><p>Plant People Director
</p></div></div></div></div><div><div><div><div><b>Location:
</b>Suez, EG
</div></div></div></div><div><div><div><div><b>Requisition ID: </b>16006
</div></div></div></div><div></div><div><div><p><b>Why work for us?</b><br>
Driven by our purpose: Building progress for people and the planet. We are transforming to become the leader in innovative and sustainable building solutions. Holcim US offers an unparalleled range of innovative cement, aggregates, asphalt, concrete products and construction services that have been the foundation for infrastructure projects across the globe. To move the industry forward to a greener future we need people who are passionate about sustainability, are driven to shape and influence perception, and keen to build, grow and thrive in our high-performance culture. <b>Are you ready to build progress with us?</b></p><br>
</div></div><div></div><div><div><div><div><div><div><div><div><div><b>Plant People Director</b></div></div></div><div><br>
<div>
<div><b>Job Purpose</b><br>
<br>
</div></div><div></div><div><div>The People Plant Director is accountable for leading the full people agenda at Sokhna Plant ensuring a high-performance culture, strong employee engagement, effective talent development, and robust HR and administrative operations.</div><div><br>
The role serves as a strategic business partner to the Plant Director and site leadership team, while ensuring alignment with Lafarge Egypt&rsquo;s corporate HR strategy and governance.</div>
<div>
This position oversees HR Business Partnering, HR Operations, Administration, and third-party workforce management within a complex industrial/manufacturing environment.</div>
<div>
.</div></div></div><div><br>
<div>
<div><b>Key Responsibilities</b></div></div><div></div><div><br>
<div><b>
 Health &amp; Safety:</b></div>
<ul>
<li>Adhere to and enforce relevant legislation and policies and ensure that the highest degree of safety and safe working practices are maintained.</li></ul><br>
<div></div>
<div><b>
2- Functional:</b></div><br>
<div></div>
<div><b>
1. People Strategy &amp; Leadership</b></div>
<ul>
<li>Define, deploy, and continuously refine the plant people strategy in line with Lafarge Egypt&rsquo;s corporate People agenda, industrial priorities, and CPO direction.</li>
<li>Translate business and operational objectives into clear workforce and organizational plans that support safety, productivity, and sustainability.</li>
<li>Lead culture transformation initiatives that reinforce Lafarge values, accountability, performance, and engagement across all plant functions.</li>
<li>Act as a trusted advisor and coach to the Plant Director and the site leadership team on all people-related matters.</li>
<li>Ensure strong governance, ethical conduct, and consistency in people decisions across the plant.</li></ul><br>
<div></div>
<div><b>
2. Talent Management &amp; Organizational Development</b></div>
<ul>
<li>Lead strategic workforce planning to ensure optimal manpower levels, critical skills availability, and future capability readiness.</li>
<li>Drive talent identification, succession planning, and leadership pipeline development for critical and operational roles.</li>
<li>Oversee performance management cycles, ensuring objective goal setting, quality performance reviews, and effective development plans.</li>
<li>Design and deploy learning, upskilling, and reskilling programs for both white-collar and blue-collar employees, aligned with operational excellence needs.</li>
<li>Support organizational design, role clarity, and structure optimization to enhance efficiency and accountability.</li>
</ul>
<div><b>3. Employee Relations, Labor Stability &amp; Engagement</b></div>
<ul>
<li>Ensure a stable, compliant, and constructive labor environment across all plant operations.</li>
<li>Lead collective and individual employee relations matters, including disciplinary actions, grievances, investigations, and conflict resolution.</li>
<li>Act as the final escalation point for complex employee relations and labor law cases at site level.</li>
<li>Drive employee engagement initiatives, engagement survey action plans, and continuous listening mechanisms.</li>
<li>Strengthen internal communication, ensuring transparency, alignment, and trust across all employee segments.</li></ul><br>
<div></div>
<div><b>
4. People Operations Excellence</b></div>
<ul>
<li>Oversee all People operational activities, including personnel administration, employee lifecycle management, payroll coordination, HR systems, and data accuracy.</li>
<li>Ensure effective implementation of HR policies, procedures, and standards across the plant.</li>
<li>Maintain full compliance with Egyptian labor law, internal controls, audits, and corporate governance requirements.</li>
<li>Monitor HR KPIs, workforce analytics, and reporting to support data-driven decision-making.</li>
<li>Ensure service quality, responsiveness, and operational discipline within the HR Operations team.</li></ul><br>
<div></div>
<div><b>
5. Administration &amp; Facilities Management</b></div>
<ul>
<li>Lead the Administration function for the plant, covering facilities management, transportation, accommodation, catering, security, and general services.</li>
<li>Ensure safe, efficient, and cost-effective management of plant facilities and services in line with HSE and business standards.</li>
<li>Manage budgets related to administration and general services, ensuring cost control and value optimization.</li>
<li>Oversee contracts and service providers, ensuring service quality, compliance, and SLA performance.</li>
<li>Coordinate closely with HSE, Security, Procurement, and Finance to ensure seamless administrative operations.</li></ul><br>
<div></div>
<div><b>
6. Third-Party Workforce &amp; Contractor Management</b></div>
<ul>
<li>Oversee third-party labor providers, contractors, and outsourced services supporting plant operations.</li>
<li>Ensure compliance with labor law, HSE requirements, and Lafarge standards for all external workforce.</li>
<li>Monitor headcount, performance, costs, and risks related to outsourced labor.</li>
<li>Drive continuous improvement in contractor workforce productivity, discipline, and engagement.</li></ul><br>
<div></div>
<div><b>
7. Business Partnership &amp; Change Leadership</b></div>
<ul>
<li>Act as People Business Partner to the Industrial Director and functional leaders, aligning people solutions with operational priorities.</li>
<li>Provide regular insights to the CPO on workforce trends, talent risks, engagement levels, and organizational effectiveness.</li>
<li>Lead and support site-wide change initiatives including restructures, productivity programs, digital transformation, and cultural shifts.</li>
<li>Anticipate people-related risks and proactively propose mitigation actions.</li></ul><br>
<div></div>
<div><b>
8. Governance, Risk &amp; Continuous Improvement</b></div>
<ul>
<li>Ensure strong people governance, risk management, and compliance across the plant.</li>
<li>Lead internal and external audits related to HR and administration and ensure timely closure of findings.</li>
<li>Drive continuous improvement in HR and administrative processes, service delivery, and employee experience.</li>
<li>Ensure alignment with Lafarge Egypt, regional, and group HR standards and policies.</li></ul></div></div><div></div><div><div><br>
<div><b>
Education</b></div><br>
<div></div>
<div><b>
Qualifications &amp; Experience</b></div></div><div><br>
<div>
<div> Bachelor&rsquo;s degree in Human Resources Management, Business Administration, Industrial Relations, or a related discipline.</div>
<ul><li>Postgraduate qualification (MBA, Master&rsquo;s in HR Management, Organizational Development, or Industrial Management) is preferred.</li></ul>
<ul><li>Continuous professional development in labor law, leadership, change management, and industrial relations is expected.</li></ul>
<div><b>
Technical Skills:</b></div>
<ul><li>Strong knowledge of industrial/manufacturing HR and blue-collar workforce management.</li></ul>
<ul><li>In-depth understanding of Egyptian Labor Law and industrial relations.</li></ul>
<ul><li>Expertise in workforce planning, talent management, and performance systems.</li></ul>
<ul><li>Proficient in HRIS systems (e.g., SAP SuccessFactors, Oracle) and HR operations.</li></ul>
<ul><li>Experience managing facilities, transportation, and administrative services in industrial sites.</li></ul>
<ul><li>Skilled in third-party workforce and contractor management with compliance focus.</li></ul>
<ul><li>Solid background in governance, audit, and compliance related to HR and admin.</li></ul>
<ul><li>Competent in leading change management and organizational effectiveness initiatives.</li></ul>
<div><b>
Experience:</b></div>
<div>
- Minimum 13 - 15 years of progressive HR experience, preferably within multinational and industrial/manufacturing environments.</div>
<ul><li><b> </b>Strong hands-on experience leading HR functions in factory or plant settings with large labor populations.</li></ul>
<ul><li>Proven exposure to administration and facilities management as part of a senior HR role.</li></ul>
<ul><li>Deep expertise in employee relations, engagement, talent management, and organizational development.</li></ul>
<ul><li>Strong leadership, stakeholder management, communication, and analytical skills.</li></ul></div></div></div><br>
<div></div>
</div>
</div></div></div></div></div><div></div><div><div><p><b>WHO ARE LAFARGE PEOPLE?</b><br>
Lafarge people are passionate about finding better ways to build. They embrace innovation and improvement with a pioneering spirit. They work as trusted partners, creating better solutions and experiences for their customers, communities, and colleagues.</p>
<p><b>YOUR LAFARGE EXPERIENCE</b><br>
At Lafarge, there is endless opportunity for you to play your part. Whether you&rsquo;re in a technical, managerial, or frontline role, you can shape a career that works for you. With us you&rsquo;ll have the chance to embrace the passion we share for our planet. You&rsquo;ll be encouraged to seek out diverse perspectives, share your ideas, and build the skills and connections you need to perform at your best. Because it&rsquo;s only when we work together in a culture where everyone thrives, that we can build the world we all want to live in.</p></div></div></div><p></p>

Plant People Director

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