hr program manager

Amazon.com

<div><h2 class="jobSectionHeader"><b>DESCRIPTION</b></h2><div>
The Senior HR Program Manager, M&amp;A will partner with the internal Amazon HR (known at Amazon as People eXperience and Technology or PXT) Centers of Excellence, Business HR Business Partners, Corporate Development Integration Leaders, and acquired leadership teams through all phases of M&amp;A projects, including mergers, acquisitions, divestitures and acquihires. This role will be based in Seattle, WA or the Bay Area in CA, and will partner with team members to support acquisitions across all geographies and business lines.<br>
<br>
Key job responsibilities<br>
The ideal candidate has a passion for process and operational improvement, and thinks creatively to deliver innovations on behalf of customers. They will possess a hybrid program/project management background with experience participating in and leading initiatives as well as experience across varied Human Resources workstreams. Our team works in a fast-paced, global environment and someone who thrives working on high-profile projects, enjoys travel and is comfortable interacting with a wide range of HR and business professionals across all levels would be well-suited for this role.<br>
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Key job responsibilities:
<br>
<ul><li>Partner with the HR M&amp;A team and project manage the full deal lifecycle, including tactical and operational support, from due diligence through post-close integration.</li><li>Continuously improve the M&amp;A programs, systems and tools at Amazon by identifying ways to improve the employee or customer experience via automation, simplification or other types of process improvement; partner cross-functionally to influence and implement change.</li><li>Partner with key HR subject matter experts to deliver solutions for integration issues such as: immigration, recruiting, benefits, compensation, payroll, time and attendance, retirement plans, stock/equity, HR compliance, employee relations, organization design, belonging, talent management, and performance management.</li><li>Drive appropriate M&amp;A and country due diligence and integration activities, including job mapping and leveling, together with other relevant HR functions.</li><li>Provide excellent customer service to all stakeholders by creatively and effectively resolving complex and cross-functional projects.</li><li>Ensure M&amp;A HR tools, best practices and lessons learned are implemented and communicated within the internal HR teams.</li></ul></div><h2 class="jobSectionHeader"><b><br>
BASIC QUALIFICATIONS</b></h2><ul><li>5+ years of professional or military experience</li><li>5+ years of complex cross-functional change management experience</li><li>Experience writing strategy documents for executive audiences with clear recommendations in the midst of ambiguity</li><li>Bachelor's degree</li></ul><h2 class="jobSectionHeader"><b>
PREFERRED QUALIFICATIONS</b></h2><ul><li>5+ years of management consulting, strategy, technology, venture capital, or a related industry experience</li><li>Experience in post-close integration</li></ul><br>
Amazon is an equal opportunity employer and does not discriminate on the basis of protected veteran status, disability, or other legally protected status.<br>
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Los Angeles County applicants: Job duties for this position include: work safely and cooperatively with other employees, supervisors, and staff; adhere to standards of excellence despite stressful conditions; communicate effectively and respectfully with employees, supervisors, and staff to ensure exceptional customer service; and follow all federal, state, and local laws and Company policies. Criminal history may have a direct, adverse, and negative relationship with some of the material job duties of this position. These include the duties and responsibilities listed above, as well as the abilities to adhere to company policies, exercise sound judgment, effectively manage stress and work safely and respectfully with others, exhibit trustworthiness and professionalism, and safeguard business operations and the Company&rsquo;s reputation. Pursuant to the Los Angeles County Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.<br>
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Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.<br>
<br>
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.<br>
<br>
Our compensation reflects the cost of labor across several US geographic markets. The base pay for this position ranges from $120,900/year in our lowest geographic market up to $199,900/year in our highest geographic market. Pay is based on a number of factors including market location and may vary depending on job-related knowledge, skills, and experience. Amazon is a total compensation company. Dependent on the position offered, equity, sign-on payments, and other forms of compensation may be provided as part of a total compensation package, in addition to a full range of medical, financial, and/or other benefits. For more information, please visit https://www.aboutamazon.com/workplace/employee-benefits. This position will remain posted until filled. Applicants should apply via our internal or external career site.</div>

Sr. HR Program Manager, M&A, North America PXT M&A

CommonSpirit Health

<div><b>Job Summary and Responsibilities</b><div><b><br>
Job Summary / Purpose</b><br>
The Talent Stewardship Program Manager leads the design, implementation, and continuous improvement of enterprise-wide performance enablement and talent planning strategies and processes. The Program Manager partners closely with HR and senior leaders to identify key roles, assess talent readiness, and implement processes that prepare the organization for future leadership needs. This role ensures alignment of performance practices with organizational goals, continuous development and talent growth strategies that strengthen leadership pipelines and ensure business continuity.</div><div></div><div><b><br>
Essential Key Job Responsibilities</b><br>
<b>Program Ownership &amp; Strategy</b></div><ul><li>
Design, implement, and manage scalable talent review, succession planning and performance enablement frameworks, processes, and tools.</li><li>
Ensure organizational alignment with strategy, compensation, workforce planning and talent development.</li><li>
Capture and maintain talent stewardship data and metrics assessing progress toward multi-year strategic priorities, goals and initiatives.</li><li>
Continuously assess and improve performance enablement and talent systems to ensure effectiveness and relevance.</li><li>
Lead business process design decisions for future HCM technology configuration.</li></ul><div><b>
Process Delivery</b></div><ul><li>
Lead performance review cycles, including goal-setting, quarterly check-ins, mid-year and year-end evaluations.</li><li>
Monitor compliance and provide insights on participation and completion rates.</li><li>
Coordinate with TLC Delivery and HR to facilitate talent reviews and maintain succession plans for key positions.</li><li>
Track and monitor talent readiness, gaps, and development actions.</li><li>
Manage communications, training, and resources to support leaders and employees through all talent management processes.</li></ul><div><b>
Stakeholder Engagement and Collaboration</b></div><ul><li>
Partner with HR Business Partners and business leaders to ensure performance practices support organizational objectives.</li><li>
Collaborate with Learning &amp; Development to connect performance outcomes with employee growth opportunities and succession planning.</li><li>
Partner with People Insights to develop dashboards and reports that analyze performance enablement data; identify trends, gaps, opportunities, and recommendations for HR and senior leadership.</li><li>
Use insights to enhance organizational effectiveness and decision-making.</li><li>
Drive adoption of talent stewardship practices through communication, training, and leadership engagement.</li><li>
Provide guidance and support to leaders on effective feedback, coaching, and goal alignment.</li><li>
Promote a culture of continuous feedback, accountability, and development.</li></ul><br>
<b>
Job Requirements</b><div><b><br>
Minimum Qualifications</b></div><div><b>
Required Education and Experience</b><br>
Bachelor&rsquo;s degree in Human Resources, Business Administration, Organizational Development or related field. Masters degree preferred. Familiarity with matrixed organizational structures, particularly healthcare, is highly desirable.</div><div></div><div><b><br>
Required Licensure and Certifications</b><br>
Preferred certifications: Human Resources, Change Management, Coaching, Talent Development, Performance Improvement</div><div><b><br>
Required Minimum Knowledge, Skills, Abilities and Training</b></div><ul><li>
8+ years of experience in HR, talent management, program management, organizational development, or related fields. Healthcare experience preferred.</li><li>
Strong knowledge of performance management practices, tools, and enterprise talent processes.</li><li>
Proven ability to consult, facilitate, and influence senior leaders and cross-functional partners.</li><li>
Skilled in data analysis and experienced with HR technology platforms such as Workday and Visier.</li><li>
Analytical and strategic thinker with a track record of using data to drive talent and business decisions.</li><li>
Exceptional communication, stakeholder management, and program management skills.</li><li>
Demonstrated ability to navigate ambiguity, manage multiple priorities, and lead through change effectively.</li></ul><b>
Where You'll Work</b><div><br>
Inspired by faith. Driven by innovation. Powered by humankindness. CommonSpirit Health is building a healthier future for all through its integrated health services. As one of the nation&rsquo;s largest nonprofit Catholic healthcare organizations, CommonSpirit Health delivers more than 20 million patient encounters annually through more than 2,300 clinics, care sites and 137 hospital-based locations, in addition to its home-based services and virtual care offerings. CommonSpirit has more than 157,000 employees, 45,000 nurses and 25,000 physicians and advanced practice providers across 24 states and contributes more than $4.2 billion annually in charity care, community benefits and unreimbursed government programs. Together with our patients, physicians, partners, and communities, we are creating a more just, equitable, and innovative healthcare delivery system.</div><b><br>
Pay Range</b><br>
$43.20 - $64.26 /hour</div>

Talent Learning and Capabilities Talent Stewardship Pgm Mgr

Google

<div>
 <strong>
  Minimum qualifications:
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Bachelor's degree in HR, Business or related field, or equivalent practical experience.
  </li>
  <li>
   7 years of experience in a customer or client-facing role supporting HR/People processes.
  </li>
  <li>
   5 years of experience managing operations.
  </li>
  <li>
   Experience in India legal and regulatory requirements for local market HR practices and standards.
  </li>
  <li>
   Ability to communicate in English fluently in order to collaborate with stakeholders across global teams.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Preferred qualifications:
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Experience in mitigating HR compliance risk and other process improvement initiatives across the employee life-cycle.
  </li>
  <li>
   Experience with leading operational initiatives in an ambiguous environment and drive outcomes through collaboration across multiple areas and teams.
  </li>
  <li>
   Experience with leading multiple priority projects and program managing complex projects.
  </li>
  <li>
   Experience in the deployment of HR and People Programs especially with Digital Transformation/ HR Digitalization.
  </li>
  <li>
   Experience with a data driven approach to decision-making, data analysis, with the knowledge in sheets and Scripts.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  About The Job
  <br/>
  <br/>
 </strong>
 Great just isn't good enough for our People Operations team (known elsewhere as "Human Resources"). We bring the world's most innovative people to Google and provide the programs that help them grow. Whether recruiting the next Googler, refining our core programs, developing talent, or simply looking for ways to inject some more fun into the lives of our Googlers, we bring a data-driven approach that is reinventing the human resources field.
 <br/>
 <br/>
 In this role you will be able to use your exceptional problem solving, change management and process design skills. You will be willing to take thoughtful risks, iterate quickly, and are ready to work side-by-side with an amazing team of Googlers driving alignment across different functions.
 <br/>
 <br/>
 As a Country Process Owner, you will serve as a process designer for our hire to retire a portfolio of activities and projects. You will be responsible for designing operationally compliant processes to mitigate HR compliance risks and optimize existing processes to address business needs; design and plan the rollout of service changes; coordinate local vendors and work to develop and maintain resource documentation, including process mapping, training materials and knowledge management.
 <br/>
 <br/>
 Great just isn't good enough for our People Operations team (known elsewhere as "Human Resources"). We bring the world's most innovative people to Google and provide the programs that help them thrive. Whether recruiting the next Googler, refining our core programs, developing talent, or simply looking for ways to inject some more fun into the lives of our Googlers, we bring a data-driven approach that is reinventing the human resources field.
 <br/>
 <br/>
 <strong>
  Responsibilities
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   End-to-end HR compliance risk mitigation. Design and execute operationally compliant processes that mitigates HR Compliance risks.
  </li>
  <li>
   Optimize existing processes to enable operational efficiency and scalability that delivers extraordinary experiences for Googlers.
  </li>
  <li>
   Program management of strategic initiatives that delivers end-to-end HR processes.
  </li>
  <li>
   Comprehensive documentation, data analysis, reporting, and presentation to align cross-functional stakeholders.
   <br/>
   <br/>
   <br/>
  </li>
 </ul>
 Google is proud to be an equal opportunity workplace and is an affirmative action employer. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. See also Google's EEO Policy and EEO is the Law. If you have a disability or special need that requires accommodation, please let us know by completing our Accommodations for Applicants form .
</div>


Country Process Owner (English)

Emirates Flight Catering

<p>Manage daily administrative duties, trainings, workshops, wellness programs, social programs, and relevant employee engagement activities across EKFC and accommodations to enhance employee engagement and foster a culture of positivity and inclusivity.</p>
<p>Collaborate with relevant vendors to effectively execute HR-related programs and initiatives for the Company, ensuring seamless implementation of HR engagement initiatives across all areas of EKFC and accommodation.</p>
<p>Design, develop, and facilitate events and projects that promote the Company*s culture, mission, and values across EKFC and accommodation, leading to increased employee engagement and alignment with company values.</p>
<p>Collaborate with HRBPs to use employee feedback data to identify key areas and create action plans aligned with business needs, resulting in targeted improvements in employee satisfaction and performance across the entire organization.</p>
<p>Create, plan, and implement engagement surveys, and assist in leading the HR team in executing the Company*s employee engagement strategy, ensuring data-driven enhancements to employee engagement strategies across EKFC and accommodation.</p>
<p>Conduct research on best practices and support the design and implementation of the Company*s Diversity and Inclusion strategy to create a more inclusive and diverse workplace.</p>
<p>Manage EKFC reward frameworks and the annual recognition awards process, fostering a culture of recognizing and rewarding excellent performance through a well-maintained framework and program.</p>
<p>Design and implement initiatives to improve company culture and support employee well-being across EKFC and accommodation, including developing guidelines, implementation, coordination, and booking of company events for employee well-being and celebrations, such as sports/recreation clubs, leading to a healthier, more engaged workforce.</p>
<p>Ensure EKFC lives up to its Employee Value Proposition (EVP) by working cross-functionally within the HR team and evaluating practices to maintain a consistent and compelling EVP across the organization, including accommodation.</p>
<p>Create engagement content for internal communication platforms in collaboration with Corporate Communications to facilitate effective communication and increase employee engagement across EKFC and accommodation.</p>

HR Specialist - Engagement

CVS Health

<div><p>At CVS Health, we&rsquo;re building a world of health around every consumer and surrounding ourselves with dedicated colleagues who are passionate about transforming health care.</p><p></p><p>
As the nation&rsquo;s leading health solutions company, we reach millions of Americans through our local presence, digital channels and more than 300,000 purpose-driven colleagues &ndash; caring for people where, when and how they choose in a way that is uniquely more connected, more convenient and more compassionate. And we do it all with heart, each and every day.</p><p></p><p><b>
Position Summary</b></p><p>
As part of the newly established HR Modernization organization, the Executive Director of HR Colleague Experience Design &amp; Governance will be accountable for providing a unifying control tower structure and governance to prioritization of initiatives and enablement of business processes .</p><p></p><p>
With the goal of accelerating business outcomes, enriching Colleague Experiences and ensuring efficiency in application of Technology and Process Innovation toward the HR sponsored strategy.</p><p></p><p>
Major Responsibilities include:</p><ul><li>
Maintain and adapt the HR Technology Landscape Roadmap of Current and Future State (integrated application set, vendor and service provider list and requested functionality) aligning to a clear demand signal for HR Technology (DDAT) org and against the HRLT Strategy. Be a thought leader on user interface alignment, AI infusion into approach and simplifying the overall experience</li><li>
Provided a central point for bespoke intake requests within HR and from Business and HR Tech to establish and uphold a unifying approach to request intake management, governance of project and program execution results, service level agreements and tie to a set communication, utilization and change management discipline imbedded within the HR Modernization as a space to achieve HRLT and Business commitments</li><li>
Manage a team of 6-8 Enablement Lead roles tied to distinct HR areas (TA, TM, L&amp;D, TR, Colleague Insights/Analytics, Payroll/Shared Services, Colleague &amp; Labor Relations, Change/Comms/Inclusion) and provide a direct conduit for Business Input through 4-5 Colleague Experience Client Relationship Leads across COE areas to (Aetna, HCD+PBM+Specialty RX, Retail, Shared Services), plus agreed to project support areas
</li><li>Be a key thought partner with VP of HR Modernization and tied to VP of HR Technology and work closely with multiple vendor relationships (e.g., Workday, ServiceNow, Tableau&hellip;) Provide Quality and Control measurement and discipline to expand ROI of all investments
</li><li>Build and adapt work process/policy mapping frameworks for a Moments that Matter vision by unique Colleague Persona (role, tenure, point of work journey) tied to a unifying CVS Health Colleague experience baseline with adaptation to bespoke business requirements</li></ul><p></p><p><b>
Required Qualifications</b></p><ul><li>
15+ years of proven experience in program management, project management, or organizational change management.</li><li>
Experience deploying and transforming HR Technical Roadmaps, Core, Talent, Total Rewards (e.g., Workday, Phenom)</li><li>
10+ years of leadership experience, preferably in a highly matrixed organization.</li><li>
Demonstrated experience in developing and implementing governance frameworks and reporting structures.</li><li>
Proficiency in project management tools and methodologies.</li><li>
Strong analytical and problem-solving skills, with a focus on results and continuous improvement.</li><li>
Strong leadership skills with the ability to influence and drive change across diverse teams.</li><li>
Excellent communication and interpersonal skills, with the ability to engage stakeholders at all levels.</li></ul><p></p><p><b>
Preferred Qualifications</b></p><ul><li>
Significant project management experience</li><li>
Consultative experience</li><li>
HR leadership experience supporting VP+ strongly preferred</li><li>
The candidate will have a strong work ethic, be a self-starter, and be able to be highly productive in a dynamic, collaborative environment. This position offers broad exposure to all aspects of the company&rsquo;s business, as well as significant interaction with all the business leaders.</li><li>
Ability to build strong relationships with multiple partners, coach and develop colleagues at all levels</li><li>
Critical thinking skills. Ability to develop, document, and effectively communicate strategies.</li></ul><p></p><p><b>
Education</b></p><p>
Bachelor's Degree Required</p><p>
Master's Degree Preferred</p><p></p><p><b>
Pay Range</b></p><p>
The typical pay range for this role is:</p><p></p>
$131,500.00 - $303,195.00<p><br>
This pay range represents the base hourly rate or base annual full-time salary for all positions in the job grade within which this position falls. The actual base salary offer will depend on a variety of factors including experience, education, geography and other relevant factors. This position is eligible for a CVS Health bonus, commission or short-term incentive program in addition to the base pay range listed above. This position also includes an award target in the company&rsquo;s equity award program.</p><p><br>
Our people fuel our future. Our teams reflect the customers, patients, members and communities we serve and we are committed to fostering a workplace where every colleague feels valued and that they belong.</p><p></p><p><b>
Great benefits for great people</b></p><p></p><p>
We take pride in our comprehensive and competitive mix of pay and benefits &ndash; investing in the physical, emotional and financial wellness of our colleagues and their families to help them be the healthiest they can be. In addition to our competitive wages, our great benefits include:</p><ul><li><p><b>
Affordable medical plan options,</b> a <b>401(k) plan </b>(including matching company contributions), and an <b>employee stock purchase plan</b>.</p></li><li><p><b>
No-cost programs for all colleagues </b>including wellness screenings, tobacco cessation and weight management programs, confidential counseling and financial coaching.</p></li><li><p><b>
Benefit solutions that address the different needs and preferences of our colleagues</b> including paid time off, flexible work schedules, family leave, dependent care resources, colleague assistance programs, tuition assistance, retiree medical access and many other benefits depending on eligibility.</p></li></ul><p></p><p>
For more information, visit https://jobs.cvshealth.com/us/en/benefits</p><p></p>
We anticipate the application window for this opening will close on: 11/20/2025<p></p><p>
Qualified applicants with arrest or conviction records will be considered for employment in accordance with all federal, state and local laws.</p></div>

Executive Director, HR Colleague Experience Design & Governance

Cargill

<div><p>Cargill&rsquo;s size and scale allows us to make a positive impact in the world. Our purpose is to nourish the world in a safe, responsible and sustainable way. We are a family company providing food, ingredients, agricultural solutions and industrial products that are vital for living. We connect farmers with markets so they can prosper. We connect customers with ingredients so they can make meals people love. And we connect families with daily essentials &mdash; from eggs to edible oils, salt to skincare, feed to alternative fuel. Our 160,000 colleagues, operating in 70 countries, make essential products that touch billions of lives each day. Join us and reach your higher purpose at Cargill.</p><div><div><div><h2 class="jobSectionHeader"><b>
Location</b></h2>
</div><div><p>
This role will be based in Wayzata, Minnesota.</p></div></div><div><div><h2 class="jobSectionHeader"><b>
Job Purpose and Impact</b></h2>
</div><div><p>
The Senior Director, Onboarding Leader is responsible for unifying and leading Cargill&rsquo;s enterprise-wide onboarding experience and other cross-functional journeys by driving process discovery and improvement, workflow optimization, and robust change management. This leader will drive a roadmap and plan to prioritize opportunities and improve the experience to deliver a best-in-class onboarding experience, ensuring effective stakeholder engagement and continuous improvement. This role will partner closely with cross-functional teams, including Digital Technology, to ensure an aligned enablement roadmap to support future-state processes and experiences.</p></div></div><div><div><h2 class="jobSectionHeader"><b>
Key Accountabilities</b></h2>
</div><div><ul><li>Serve as the owner of the onboarding process and experience at Cargill, establishing clear governance, accountability, and cross-functional alignment across stakeholder groups including Digital Technology, Talent and Development, HR Operations, Process &amp; Experience, HR Business Partners, Talent Acquisition, Real estate, Travel and Expense, hiring leaders, etc.</li><li>
Collaborate across to ensure a consistent, seamless onboarding experience that reflects Cargill&rsquo;s values and leadership expectations.</li><li>
Identify and address the most significant onboarding gaps, especially those impacting frontline operations, global functions, and leadership transitions. Ensure onboarding is inclusive, scalable, and tailored to the needs of multiple different personas.</li><li>
Build strong relationships with leaders to drive alignment, sponsorship, and accountability for onboarding initiatives across Cargill&rsquo;s enterprise.</li><li>
Partner with the Digital Technology &amp; Data &ndash; HR team on the digital enablement strategy, ensuring solutions are integrated with Cargill&rsquo;s HR technology ecosystem including CargillNow.</li><li>
Synthesize large volumes of quantitative and qualitative data to inform onboarding strategy, identify pain points, and prioritize improvements. Translate insights into a roadmap that balances quick wins with long-term investments aligned to Cargill&rsquo;s transformation goals.</li><li>
Define and track onboarding KPIs, leveraging data to drive continuous improvement and demonstrate impact on engagement, retention, and productivity.</li><li>
Continuously scan for emerging onboarding technologies and practices. Recommend and implement enhancements that elevate the employee experience.</li><li>
Integrate onboarding with Cargill&rsquo;s purpose, values, and leadership frameworks to ensure a consistent and engaging experience that accelerates cultural alignment and performance.</li><li>
Develop executive-ready reports and presentations to communicate onboarding outcomes, insights, and recommendations to senior leadership and governance bodies.</li><li>
Other duties as assigned</li></ul></div></div><div><div><h2 class="jobSectionHeader"><b>
Qualifications</b></h2>
</div><div><h3 class="jobSectionHeader"><b>Minimum Qualifications</b></h3><ul><li>
8+ years of experience in HR, talent strategy, or organizational development, with a focus on onboarding or employee experience.</li><li>
Proven success leading global HR transformation efforts at large organizations (100,000+ employees) with multiple business units and personas.</li></ul><h3 class="jobSectionHeader"><b>
Preferred Qualifications</b></h3><ul><li>
Experience designing onboarding experiences for diverse personas.</li><li>
A track record of successfully designing and implementing impactful global onboarding programs.</li><li>
Highly organized with the ability to synthesize large volumes of data, insights, and feedback into actionable strategy.</li><li>
Excellent communication and executive presence; able to influence without direct authority.</li><li>
Knowledge around Human Resources principles, employment laws, and onboarding best practices</li><li>
Experience leading onboarding modules within SuccessFactors and ServiceNow</li><li>
Strong strategic thinking and prioritization skills.</li><li>
Skilled collaborator with a track record of building cross-functional partnerships.</li><li>
Experience navigating complex, matrixed organizations with shared services and decentralized structures.</li></ul></div></div><div><div><h2 class="jobSectionHeader"><b>
Compensation Data</b></h2>
</div><div><p>
The expected salary for this position is $175,000 - $210,000. Compensation varies depending on a wide array of factors including but not limited to the specific location, certifications, education, and level of experience. The disclosed range estimate may be adjusted for any applicable geographic differential associated with the location at which the position may be filled. This position is eligible for a discretionary incentive award. The incentive award amount is dependent upon company performance and your personal performance. At Cargill we put people first. As part of your overall rewards, we offer a comprehensive benefit program including medical and/or other benefits dependent on the position offered and hours worked. Visit: https://www.cargill.com/page/my-health/mh-health-and-wellness to learn more (subject to certain collective bargaining agreements for Union positions).</p></div></div></div><p>
Equal Opportunity Employer, including Disability/Vet.</p></div>

Senior Director, Onboarding Leader

Vali Cooper International

<div>
 <p>
  The Human Resources (HR) Manager is charged with meeting and fulfilling the company's HR obligations to employees, as well as achieving goals set by the Corporate Officers. The HR Manager will normally have supervisory responsibilities for one or more employees and management responsibilities for HR functions. The HR manager is expected to be an expert in their field and provide essential guidance and counsel to employees and leaders. The HR manager shares in the responsibility of maintaining a positive work environment and keeping the company healthy and viable for the benefit of all employees.
 </p>
 <p>
  <br/>
 </p>
 <ul>
  <li>
   Role Overview: The HR Manager oversees HR functions, fulfills employee obligations, and contributes to a positive work environment.
  </li>
  <li>
   Key Traits Required: Essential traits include honesty, initiative, strategic thinking, and effective communication skills.
  </li>
  <li>
   Recruitment Responsibilities: The HR Manager plays a crucial role in recruitment, ensuring a positive candidate experience and strategic talent acquisition.
  </li>
  <li>
   Onboarding Process: The position includes maintaining a comprehensive onboarding program for new hires to familiarize them with company policies and benefits.
  </li>
  <li>
   Performance Management: The HR Manager facilitates performance reviews, goal setting, and provides guidance on employee development and disciplinary actions.
  </li>
  <li>
   Compliance and Record Keeping: The role ensures compliance with employment laws and maintains accurate employee records.
  </li>
  <li>
   Benefits Administration: The HR Manager administers benefits programs, manages enrollments, and conducts annual reviews for market competitiveness.
  </li>
  <li>
   Qualifications Needed: A Bachelor&rsquo;s degree in HR or related field, 10+ years of HR experience, and preferred SHRM certification are required for this role.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  See: https://www.indeed.com/job/human-resources-manager-fc27ef2aa9c82d2c for more information.
 </p>
</div>


HR Manager

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