hr partner

Amazon

<div>
 
 Description
 
 
 
 This is a 12 month contractual role.
 
 
 At Amazon, HR Partners (HRP) provide high-judgment HR support to managers at scale, enabling them to become force multipliers for customer impact and positive employee experience. They demonstrate strong knowledge of HR policies, processes, and tools, acting as front-line consultants to managers. HRPs work backwards from the voice of the manager to deliver personalized experiences using technology and simplified processes that match the speed and agility of our business. They operate independently with strong working knowledge of local programs and policies, collaborating extensively with PXT teams including HR Business Partners, Employee Relations, IXT, Legal, and others to provide integrated people solutions.
 
 
 Key job responsibilities
 
 
 Managers collaborate with the HR Partners (HRP) to support sensitive and often complex employee issues including disciplinary, performance improvement and grievance processes. These channels can include 1:1s, multiple stakeholder meetings, as well as scalable learning formats to educate Managers on relevant people matters. The HRP acts as an influential partner in helping managers with talent and performance management processes, people development, HR policies and implementation of organizational changes. Thanks to their front-line visibility across businesses, HR Partners are in a position to spot trends, identify emerging needs and address them in collaboration with the appropriate business and HR stakeholders.
 
 
 <ul>
 <li>
 Performance Management: Support managers through performance management cases including performance improvement plans and assessments. Guide managers in implementing performance management processes and tools effectively. Partner with managers to ensure fair evaluation and coaching of their employees. Analyze performance data to identify trends and share insights to prevent the recurrence of known issues.
 </li>
 <li>
 Employee Relations: Handle employee relations cases and investigations following established processes and policies. Conduct thorough and impartial investigations, support grievance processes, and engage in informal discussions or mediation. Provide guidance to managers on ER matters including policy violations and workplace concerns. Work with Legal and Employee Relations teams when required for sensitive cases. Analyze investigation findings and prepare recommendations to close issues with relevant stakeholders.
 </li>
 <li>
 HR General: Act as stewards of the employee experience and Amazon&rsquo;s culture. Demonstrate proficiency in people tools, processes, programs, and projects. Deliver Manager Education initiatives to further drive collective education and manager effectiveness. Analyze data and observations across the organization, highlighting trends and recommending/driving solutions, as appropriate.
 </li>
 <li>
 Change Management: Support implementation of employee programs and contribute to improvements in manager experience. Provide feedback on change initiatives to HR Business Partners and central teams. Use data and insights to identify process improvement opportunities. Support communication and adoption of changes following established frameworks.
 
 
 </li>
 </ul>
 This role is performed through an innovative customer relationship Management tool, which enables this team to be uniquely positioned to identify trending issues and themes through data and inform consequent decisions and initiatives. The HRP team&rsquo;s role is also to identify process improvement opportunities and standardize best practices due to our extensive insights across business lines.
 
 
 
 Basic Qualifications
 
 
 
 Bachelor's degree in Human Resources or related field
 
 
 <ul>
 <li>
 1-3 years&rsquo; relevant experience in the areas of HR Partnering
 </li>
 <li>
 Strong HR acumen, including strong problem-solving skills, critical thinking and analysis
 </li>
 <li>
 Experience working in a highly matrixed organization.
 </li>
 <li>
 Ability to identify problems and drive appropriate solutions independently
 
 
 </li>
 </ul>
 
 Preferred Qualifications
 
 
 
 Master's degree in Human Resources or related field
 
 
 <ul>
 <li>
 Proven track record of accomplishments in a dynamic environment, which is fast paced and customer driven
 </li>
 <li>
 Proven ability to prioritize, meet deadlines and make the best use of available resources
 </li>
 <li>
 Project management and the ability to deliver, with a proven track record of influencing through data-driven recommendations
 </li>
 <li>
 Coaching and consulting skills; Ability to work with and influence multiple stakeholders.
 
 
 </li>
 </ul>
 Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit https://amazon.jobs/content/en/how-we-hire/accommodations for more information. If the country/region you&rsquo;re applying in isn&rsquo;t listed, please contact your Recruiting Partner.
 
 
 
 
 Company
 
 - ADCI - Karnataka - A66
 
 
 Job ID: A3127181
</div>

HR Partner

University of Central Missouri

<div><div><div><h2 class="jobSectionHeader">Description</h2></div>
<div>Based on the selected candidates education &amp; experience, the position will either be offered at the Strategic HR Partner level or the Senior Strategic HR Partner level. The offered salary will be adjusted according to the candidate's education and experience. 
 
The Strategic HR Partner position is responsible for aligning business objectives with employees and management in designated client groups. This position serves as the group's single point of contact in HR by formulating partnerships across the HR function to deliver value-added service to management and employees that reflects the organization's business objectives. The Strategic HR Partner provides &quot;one-stop&quot; service and support regarding all HR-related issues, including talent acquisition, total rewards, employee relations, and other matters. This position oversees the students, graduate assistants, and Federal Workstudy program. This position differs from the Sr. Strategic Partner in the required years of experience and scope of duties. 
 
The Senior Strategic HR Partner position is responsible for aligning business objectives with employees and management in designated client groups. This position serves as the group's single point of contact in HR by formulating partnerships across the HR function to deliver value-added service to management and employees that reflects the organization's business objectives. The Senior Strategic HR Partner provides &quot;one-stop&quot; service and support regarding all HR-related issues, including talent acquisition, total rewards, employee relations, and other matters.</div>
<div><h2 class="jobSectionHeader">Examples of Duties</h2></div>
<div>Strategic HR Partner Job Duties: 
Serve as HR business partner to an assigned University client group, including - 85% 
<ul><li>
Meet regularly with and advise vice presidents, deans, directors, managers, and supervisors regarding HR-related issues, including talent acquisition, employment, classification/compensation, benefits, performance, discipline, and other issues.</li><li>
Manage students, graduate assistants, and Federal Workstudy employment programs.</li><li>
Proactively seek opportunities to connect to stakeholders on the strategies that impact their work in the campus community.</li><li>
Ensure effective and timely communication with stakeholders.</li><li>
Verify the accuracy of information entered into the personnel/payroll computer system.</li><li>
Remain knowledgeable of University policies, procedures, and best practices to provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).</li><li>
Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies.</li><li>
Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations.</li><li>
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.</li><li>
Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.</li><li>
 Provides HR policy guidance and interpretation.</li><li>
Develops contract or offer terms for new hires, promotions, and transfers.</li><li>
Assists international employees with related HR matters.</li><li>
Provides guidance and input on business unit restructure, workforce, and succession planning.</li><li>
Identifies training needs for business units and individual executive coaching needs.</li><li>
Participates in the evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.</li><li>
Works on special projects.</li><li>
Leads special and cross-functional project teams.</li><li>
Participates in professional development sessions or seminars to develop subject matter expertise in multiple human resource discipline</li></ul>
Perform miscellaneous duties, including: 15%<ul><li>
Serve as backup for Sr. Strategic HR Partners during peak times or periods of absence to ensure smooth service delivery to all internal customers.</li><li>
Serve as backup for the Information Systems Project Manager in coordinating, scheduling, and processing the Faculty Load and Compensation (FLAC) with various academic colleges</li><li>
Assist with New Employee Orientations.</li><li>
Draft policies/procedures/proposals/correspondence, as directed.</li><li>
Respond to survey requests by investigating survey areas and completing survey responses as appropriate.</li></ul> 

Senior Strategic HR Partner Job Duties: 
Serve as HR business partner to an assigned University client group, including: 85%<ul><li>
Meet regularly with and advise vice presidents, deans, directors, managers, and supervisors regarding HR-related issues, including talent acquisition, employment, classification/compensation, benefits, performance, discipline, and other issues.</li><li>
Proactively seek opportunities to connect to stakeholders on the strategies that impact their work in the campus community.</li><li>
Ensure effective and timely communication with stakeholders.</li><li>
Verify the accuracy of information entered into the personnel/payroll computer system.</li><li>
Remain knowledgeable of University policies, procedures, and best practices to provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).</li><li>
Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies.</li><li>
Manage and resolve complex employee relations issues. Conducts effective, thorough, and objective investigations.</li><li>
Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.</li><li>
Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.</li><li>
Provide HR policy guidance and interpretation.</li><li>
Develop contract or offer terms for new hires, promotions, and transfers.</li><li>
Provide guidance and input on business unit restructure, workforce planning, and succession planning.</li><li>
Identify training needs for business units and individual executive coaching needs.</li><li>
Participate in the evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.</li><li>
Work on special projects.</li><li>
Lead special and cross-functional project teams.</li><li>
Participate in professional development sessions or seminars.</li></ul>
Perform miscellaneous duties, including but not limited to: 15%<ul><li>
Serve as backup for other Sr. Strategic HR Partners during peak times or periods of absence to ensure smooth service delivery to all internal customers.</li><li>
Serve as backup for the Information Systems Project Manager in coordinating, scheduling, and processing the Faculty Load and Compensation (FLAC) with various academic colleges.</li><li>
Assist with New Employee Orientations.</li><li>
Draft policies/procedures/proposals/correspondence, as directed.</li><li>
Respond to survey requests by investigating survey areas and completing survey responses as appropriate.</li></ul></div> 

<div><h2 class="jobSectionHeader">Typical Qualifications</h2></div>
<div>Strategic HR Partner Qualifications: 
Education:<ul><li>
Bachelor&rsquo;s degree in Human Resource Management, Human Resources Development, Business or Public Administration, or a related field.</li><li>
Education may be substituted for experience may be substituted for education based on the following: AA = 2 years experience; BA/BS = 4 years experience; MA/MS = 6 years experience</li><li>
Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment.</li></ul>
Experience:<ul><li>
Two years of professional-level experience with demonstrated knowledge in at least one of the multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.</li></ul> 

Senior Strategic HR Partner Qualifications: 
Education:<ul><li>
Bachelor&rsquo;s degree in Human Resource Management, Human Resources Development, Business or Public Administration, or a related field.</li><li><div>
Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional or ability to obtain certification within one year of employment.</div></li></ul>
Experience:<ul><li><div>
Three years of professional-level experience with demonstrated knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, training, employee and union relations, diversity, performance management, and federal and state respective employment laws.</div></li></ul></div>
</div><div></div><div><div>Special Instructions:
Full-time staff &amp; 12-month faculty benefits-eligible position: Benefits include competitive salary; health, dental, vision, life insurance, AD &amp; D, long-term disability; 3 weeks paid vacation per year; 3 weeks of accrued sick leave per year; 13 paid holidays; retirement; and generous education assistance for an employee, spouse and dependent children taking classes at UCM.
9-month faculty benefits-eligible position: Benefits include competitive salary; health, dental, vision, life insurance, AD &amp; D, long-term disability; 3 weeks of accrued sick leave per year; 13 paid holidays; retirement; and generous education assistance for an employee, spouse and dependent children taking classes at UCM.
Part-time benefits-eligible positions: Benefits include generous education assistance for the employee.
Temporary, adjunct, student employment, or graduate assistant positions: Benefits are not included.
Completed UCM online application for employment required. Incomplete applications will not be considered.
A review will begin immediately and continue until filled unless indicated otherwise.
NOTE: A background check is required for the selected candidate of all staff, faculty, adjunct, and temporary positions and any job offer is contingent on the results of this check. Student employees and graduate assistants do not require a background check to be conducted prior to employment.
The University of Central Missouri is an Equal Opportunity Employer.</div></div></div>
 <div><div><div>Our faculty and staff are the university&rsquo;s most valuable asset, and our goal is to provide a robust Total Rewards Program designed to help them maintain a happy, healthy, and productive lifestyle. 
 
Highlights from UCM's total rewards package for full-time employees include:<ul><li>30.25% (staff) and 6% (faculty) defined retirement contribution, paid by the university;</li><li>Voluntary Tax-Sheltered Annuity (TSA) programs (403(b) and 457(b)) that allow eligible employees to make additional pre-tax contributions to a retirement plan;</li><li>Employees can earn up to full tuition (15 credit hours) for themselves per academic year. Full-time employees are also eligible for up to $175 towards non-credit courses each fiscal year. Employees can earn up to full tuition for their dependents; </li><li>Comprehensive medical, dental, and vision plans that begin on the first of the month following your date of hire. Basic dental and vision insurance paid at 100% by the university;</li><li>Available Health and Dependent Flexible Spending Accounts;</li><li>University-paid basic life insurance (including accidental death and dismemberment) and short-term and long-term disability insurance coverage;</li><li>Generous leave accruals that begin accruing on your start date, plus 14 paid holidays per year.</li><li>The UCM Childcare Center on the Warrensburg campus can provide faculty, staff, and students quality care for their children ages six weeks to 10 years.</li><li>The Student Recreation and Wellness Center (SRWC) is free for all employees and is located on the Warrensburg campus.</li><li>An Employee Assistance Program is available to all employees and their immediate family members to help assist with personal challenges you may face in your daily life;</li><li>UCM offers an Employee Discount Program through Working Advantage.</li></ul>To learn more about the wonderful benefits available as a University of Central Missouri employee, visit our benefits page!</div></div></div>

Strategic HR Partner/Senior Strategic HR Partner

Mesa Moving and Storage

<div>Since 1981, Mesa Systems has provided reliable relocation services locally, coast to coast, and internationally. Built on the principles of Pride, Respect, and Trust, Mesa takes pride in our work, respects our customers, and trusts each other to deliver the highest level of service possible &mdash; every time.
Mesa&rsquo;s Shared Services team provides HR, payroll, accounting, and administrative support to multiple Mesa-affiliated companies across several states. This collaborative model allows our HR team to impact diverse workforces and business lines within the broader Mesa family.
<h3 class="jobSectionHeader">Position Summary</h3>
The Human Resources Partner plays a key role within Mesa&rsquo;s Shared Services team, providing HR support across multiple Mesa-affiliated businesses and locations. Reporting to the HR Director, this position supports all areas of HR &mdash; including recruitment, employee relations, performance management &mdash; ensuring compliance with employment laws and promoting a positive and productive workplace culture.
The ideal candidate is adaptable, detail-oriented, and thrives in a fast-paced, multi-company environment where teamwork and customer service are central to success.
<h3 class="jobSectionHeader">Essential Responsibilities</h3>
<ul><li>Manage full-cycle recruiting and onboarding processes through ClearCompany ATS.
</li><li>Provide HR support and guidance to managers and employees across multiple Mesa entities.
</li><li>Assist with employee relations, including coaching, counseling, and conflict resolution.
</li><li>Support performance management and employee development initiatives.
</li><li>Coordinate benefits programs, including enrollments, open enrollment, and employee inquiries.
</li><li>Partner with payroll to maintain accurate employee data and ensure timely processing in ADP Workforce Now.
</li><li>Ensure compliance with federal, state, and local employment regulations.
</li><li>Maintain accurate and confidential employee records; generate HR reports and assist with audits.
</li><li>Contribute to HR projects, policy development, and employee engagement activities.
</li><li>Perform other HR duties as assigned.
</li></ul><h3 class="jobSectionHeader">Qualifications</h3>
<ul><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field; or equivalent work experience.
</li><li>Minimum of 5 years of HR experience in a generalist or partner capacity.
</li><li>Knowledge of employment laws and HR best practices.
</li><li>Experience with ADP Workforce Now and/or ClearCompany ATS preferred.
</li><li>Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook).
</li><li>Strong interpersonal, communication, and problem-solving skills.
</li><li>Demonstrated ability to handle confidential information with integrity and professionalism.
</li><li>Excellent organizational and time-management skills.
</li><li>Commitment to Mesa&rsquo;s core values of Pride, Respect, and Trust.
</li></ul><h3 class="jobSectionHeader">Work Environment and Physical Requirements</h3>
<ul><li>Primarily office-based role located within Mesa Shared Services in Salt Lake City.
</li><li>Frequent sitting; occasional standing, bending, and light lifting.
</li><li>Regular use of hands, arms, hearing, and vision for communication and computer work.
</li></ul>Mesa Moving &amp; Storage is an Equal Opportunity Employer and values diversity in its workforce.</div>

HR Partner - SLC

NielsenIQ

<div>Job Description 
Job Description
You will provide local HR expertise and guidance to managers within a country. You&rsquo;ll keep a pulse on employees, market trends, ensure compliance and offer a consistent employee experience for all employees in the geography.
Key Accountabilities<ul><li>
Developing and implementing HR strategy. You will help implement both regional and global business strategies within your market(s). You&rsquo;ll bring expertise on industry and market trends and situations to develop and implement HR initiatives in line with the market(s) operational needs.</li><li>
Retaining talent. You will assist with the implementation of defined retention strategies within your market(s), ensuring that retention agreements are executed in line with local requirements and providing feedback on local nuances that could impact the strategy. You will escalate local situations that require HRBP review or approval, (e.g. identify flight risks, compensation issues or local competitive or benefit nuances).</li><li>
Talent management and development. You will support the roll out of global and regional development initiatives and programs within your market(s), partnering with people managers and employees to provide on-the-ground leadership as appropriate.</li><li>
Employee relations, labor relations and performance management. You will assist with the development and implementation of HR policies and procedures that reflect market conditions and company philosophy. You&rsquo;ll ensure compliance with policies at the local level. You&rsquo;ll oversee appropriate resolution of employee relations issues within your market, escalating as required based on complexity and seniority of associates involved. You will partner with locally relevant Works Councils and Unions. Lastly, you&rsquo;ll assist with the execution of Performance Improvement plans at the local level.</li><li>
Culture, values and Diversity, equity and inclusion (DE&amp;I) You will help maintain a positive organizational culture in the market(s) you support, aligned with the organization's values and mission, which includes promotion or DE&amp;I. You&rsquo;ll assist with the local implementation of global initiatives (eg. Workplace with Purpose, policy changes). You will coach and guide local managers and associates on processes such as performance management, total rewards, employee engagement, career conversations and conflict management. You will contribute to local engagement and talent retention within your geography by fostering a positive local culture and deploying locally relevant programs aligned to global strategy.</li><li>
Change management and communication. You will assist with the roll out of key change initiatives and communication campaigns. You&rsquo;ll support your respective HR leader in building change management materials, gathering appropriate stakeholder feedback and executing against plans.</li><li>
Compliance. You will ensure that the organization is in compliance with all relevant laws and regulations relating to HR, including labor laws, employment standards, local norms, and partner with security team on health and safety regulations. You&rsquo;ll monitor and drive key HR processes for all employees in the market(s) (e.g. merit, goals and objectives, bonus, SIP, performance reviews, Code of Conduct implementation and any other relevant initiatives).</li></ul>
Skills and Knowledge<ul><li>
Good working knowledge in Microsoft Office Suite or similar software and WorkDay (preferred)</li><li>
Demonstrated financial acumen</li><li>
Experience implementing HR strategies that are aligned to the organization's overall strategy and goals</li><li>
Demonstrated experience in employee relations, performance management, and talent development.</li><li>
Knowledge of HR best practices and legal requirements.</li><li>
Demonstrated ability to use data to inform HR strategy and decision making</li><li>
Strong communication and interpersonal skills, with the ability to build relationships with managers and employees.</li><li>
Demonstrated experience supporting the implementation of change initiatives within the organization</li><li>
Ability to work independently and manage multiple priorities</li><li>
Ability to manage across a diverse workforce, promoting diversity, equity and inclusion throughout the organization.</li></ul> 
Qualifications<ul><li> 
Full time master&rsquo;s degree in human resources, Business Administration, or equivalent business experience (PGDM/MSW/MHRM/MPM preferred)</li><li>
3+ years of relevant experience, with a minimum of 1 years in HRBP/HR Generalist role (Finance Organization preferred)</li></ul> 
Additional Information<div></div> 
Our Benefits<ul><li>
Flexible working environment</li><li>
Volunteer time off</li><li>
LinkedIn Learning</li><li>
Employee-Assistance-Program (EAP)</li></ul>

About NIQ
NIQ is the world&rsquo;s leading consumer intelligence company, delivering the most complete understanding of consumer buying behavior and revealing new pathways to growth. In 2023, NIQ combined with GfK, bringing together the two industry leaders with unparalleled global reach. With a holistic retail read and the most comprehensive consumer insights&mdash;delivered with advanced analytics through state-of-the-art platforms&mdash;NIQ delivers the Full View&trade;. NIQ is an Advent International portfolio company with operations in 100+ markets, covering more than 90% of the world&rsquo;s population.
For more information, visit NIQ.com
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Our commitment to Diversity, Equity, and Inclusion
At NIQ, we are steadfast in our commitment to fostering an inclusive workplace that mirrors the rich diversity of the communities and markets we serve. We believe that embracing a wide range of perspectives drives innovation and excellence. All employment decisions at NIQ are made without regard to race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, genetic information, marital status, veteran status, or any other characteristic protected by applicable laws. We invite individuals who share our dedication to inclusivity and equity to join us in making a meaningful impact. To learn more about our ongoing efforts in diversity and inclusion, please visit the https://nielseniq.com/global/en/news-center/diversity-inclusion</div>

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