hrbp

NBCL

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

HRBP

Grifols Egypt for Plasma Derivatives (GEPD)

<div>
 
 
 Job Objective
 
 
 
 To align human resources strategies with business goals by providing high-level consultancy to leadership, managing a highly-dynamic HRBP team, and ensuring the delivery of employee-centric solutions that drive performance, engagement, and organizational objectives.
 
 
 
 
 
 
 Environment
 
 
 
 
 Internal:
 
 Executive Leadership, GEPD Plasma Procurement Management, Donor Cetners Employees
 
 
 
 External:
 
 External Vendors &amp; Providers, Governmental Entities
 
 
 
 
 
 
 Key responsibility
 
 
 
 -
 
 
 Strategic Partnership:
 
 
 Collaborate with senior management to develop and implement HR initiatives that support business objectives.
 
 
 -
 
 
 Team Leadership:
 
 
 Direct and mentor a team of HRBPs, setting clear KPIs and ensuring consistent HR service delivery across the organization.
 
 
 -
 
 
 Talent Management:
 
 
 Oversee end-to-end talent cycles, including workforce planning, succession planning, and high-potential identification.
 
 
 -
 
 
 Employee Relations &amp; Compliance:
 
 
 Navigate complex employee relations issues and ensure all practices comply with Egyptian Labor Law.
 
 
 -
 
 
 Performance Culture:
 
 
 Drive the performance management process, coaching managers on how to deliver feedback and manage underperformance effectively.
 
 
 -
 
 
 Regional Mobility:
 
 
 Conduct frequent travel to regional offices and sites across Egypt to audit HR practices, engage with staff, and maintain a physical HR presence.
 
 
 -
 
 
 Change Management:
 
 
 Lead organizational change initiatives, ensuring smooth transitions during restructuring or process updates.
 
 
 
 
 
 
 Academic experience required
 
 
 
 Bachelor&rsquo;s Degree in Business Administration, Human Resources, Psychology, or a related field.
 
 
 MBA or HR Diploma is highly preferred.
 
 
 
 
 
 
 Professional experience required
 
 
 
 - 10+ years in Human Resources with at least 3+ years in a managerial role leading a team of HR professionals.
 
 
 - Previous experience managing a headcount of 1000+ Employees
 
 
 - Proven track record in a fast-paced environment with a distributed workforce.
 
 
 
 
 
 
 Computing Skills
 
 
 
 - Experience using SAP is a plus.
 
 
 - Strong with MS Excel and Microsoft Suite to derive insights from HR metrics.
 
 
 - Professional level in MS PowerPoint for presenting strategies to stakeholders.
 
 
 
 
 
 
 Personal Skills
 
 
 
 -
 
 Strategic Thinking
 
 : Ability to see the "big picture" while managing operational details.
 
 
 -
 
 Emotional Intelligence
 
 : High level of empathy and self-awareness to navigate sensitive organizational dynamics.
 
 
 -
 
 Conflict Resolution
 
 : Strong negotiation and mediation skills.
 
 
 -
 
 Resilience
 
 : Ability to handle the demands of frequent travel and highly dynamic environments.
 
 
 
 
 
 
 Languages
 
 
 
 - Arabic: Native
 
 
 - English: Fluent
 
</div>

HRBP Manager

Dungarvin

<div>
 
 
 
 A LITTLE ABOUT US:
 
 
 
 
 
 
 At Dungarvin, we are more than a provider of support services; we&rsquo;re a mission-driven team rooted in respect, inclusion, and person-centered care. Since 1976, we&rsquo;ve been dedicated to enhancing the quality of life for people with intellectual and developmental disabilities, including those with mental health, behavioral, or complex medical needs.
 
 
 
 
 Our mission is simple but powerful: respecting and responding to the choices of people in need of supports. This mission guides everything we do; from creating individualized service plans to building strong partnerships with families, teams, and communities.
 
 
 
 
 As a Dungarvin employee, you&rsquo;ll be at the heart of that mission. You&rsquo;ll help people live meaningful lives on their own terms; supporting their goals, honoring their choices, and empowering their independence.
 
 
 
 
 With services nationwide, our team is united by a shared commitment to making a real difference; one person, one voice, one choice at a time.
 
 
 
 
 Join our nationwide family and let us help you achieve your unique goals and dreams.
 
 
 
 
 
 
 WE OFFER:
 
 
 
 
 
 <ul>
 <li>
 
 Compensation:
 
 $69,000 Fixed Rate
 </li>
 <li>
 
 Work Environment:
 
 Hybrid 2 days per week in the office (location may vary based on operational needs) and the remainder remote.
 </li>
 <li>
 
 Team Culture:
 
 Join a respected, collaborative HRBP team that partners with Operations, values open communication, and drives meaningful organizational change with trust, credibility, and a solution-focused approach.
 </li>
 <li>
 
 Work Schedule:
 
 Typically 8 AM &ndash; 5 PM EST with flexibility to work in multiple time zones, meet deadlines or support initiatives.
 </li>
 <li>
 
 Travel Requirements:
 
 Approximately 30% travel, primarily within the southern part of the state. Day trips are generally within a 100-mile radius, though some overnight travel may be required.
 </li>
 <li>
 
 Retirement Plan:
 
 401 K plan with employer match after one year of service.
 </li>
 <li>
 
 Time Away:
 
 PTO that increases with tenure, PTO donation options, and paid sick leave
 </li>
 <li>
 
 Company-Provided Hardware and Cellphone Stipend:
 
 All necessary equipment will be provided, along with a monthly stipend for cell phone expenses.
 </li>
 <li>
 
 Insurance &amp; Health:
 
 Medical, dental, and vision coverage, pet insurance, supplemental insurance options, and flexible spending and health savings accounts (FSA and HSA). Plus, 100% company-paid long-term disability and life insurance.
 </li>
 <li>
 
 Job Mobility:
 
 Dungarvin&rsquo;s multi-state footprint allows internal job mobility nationwide.
 </li>
 <li>
 
 Mileage Reimbursement:
 
 $0.45 cents per mile
 
 
 </li>
 </ul>
 
 Job Description
 
 
 
 
 As a Human Resources Business Partner (HRBP), you&rsquo;ll play a vital role in supporting the people who make that possible; our dedicated employees. You&rsquo;ll serve as a trusted advisor to managers and employees alike, blending strategic HR insight with hands-on partnership. You&rsquo;ll drive HR strategies, coach leaders on employee relations and performance, manage investigations, guide policy and compliance, support workforce planning, and contribute to data-driven decisions that shape organizational growth. In this role, you&rsquo;ll ensure our teams feel supported, empowered, and connected to our mission.
 
 
 
 
 
 WHAT YOU'LL DO:
 
 
 
 
 <ul>
 <li>
 Build trusted relationships with managers and employees across your business units.
 </li>
 <li>
 Coach leaders on employee relations, performance management, team development, and change management.
 </li>
 <li>
 Lead onboarding for new leaders and provide ongoing guidance on HR policies, benefits, and compliance.
 </li>
 <li>
 Manage employee investigations, track grievances, and provide actionable recommendations.
 </li>
 <li>
 Collaborate with HR peers to deliver consistent, proactive, and solution-oriented support.
 
 
 </li>
 </ul>
 
 Qualifications
 
 
 
 
 
 
 MUST HAVE:
 
 
 
 
 
 <ul>
 <li>
 
 Education:
 
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field.
 </li>
 <li>
 
 HRBP Experience:
 
 3+ years of HR Business Partner experience supporting large, non-exempt populations (500-700+ employees).
 </li>
 <li>
 
 HR Knowledge &amp; Expertise:
 
 Strong knowledge of employee relations, performance management, and compensation, with experience across core HR functions, including high-volume recruiting and organizational development, and skills in investigations, coaching, employee development, and change/project management.
 </li>
 <li>
 
 Microsoft 365 &amp; Power BI:
 
 Proficiency: Advanced proficiency in Microsoft 365 (Word, Excel, PowerPoint, Outlook, Teams, and SharePoint), with the ability to analyze data and present actionable insights; Power BI experience a plus.
 </li>
 <li>
 
 HR Compliance:
 
 Strong knowledge of federal and state employment laws, multi-state compliance, and diversity &amp; inclusion.
 </li>
 </ul>
 
 
 
 NICE TO HAVE:
 
 
 
 
 
 <ul>
 <li>
 
 HR Leadership:
 
 Ability to influence and support leaders through coaching and performance management; prior leadership or mentoring experience is a plus, especially when partnering with operations.
 </li>
 <li>
 
 HR Technology Expertise:
 
 Experience with HRIS platforms such as Workday, UltiPro (Ultimate Software), or similar systems, along with familiarity with ATS and LMS platforms (e.g., Relias, Cornerstone).
 </li>
 <li>
 
 Industry Experience:
 
 Background in healthcare, human services, or other regulated, multi-state environments preferred.
 </li>
 <li>
 
 Professional Certifications:
 
 SHRM-CP, SHRM-SCP, PHR, or SPHR.
 </li>
 <li>
 
 Additional credentials:
 
 In Coaching, Mediation, or Project Management (PMP, CAPM)
 
 
 </li>
 </ul>
 
 Additional Information
 
 
 
 
 
 
 SKILLS CRITICAL FOR SUCCESS:
 
 
 
 
 
 <ul>
 <li>
 
 Strategic &amp; Analytical Thinking:
 
 Connects people strategy to business goals, uses data and insights to assess workforce trends, and makes sound decisions aligned with company values and strategy.
 </li>
 <li>
 
 Relationship Building &amp; Influence:
 
 Builds trust quickly, fosters collaboration, coaches leaders, and communicates HR guidance clearly to employees and management.
 </li>
 <li>
 
 Emotional Intelligence &amp; Problem Solving:
 
 Navigates sensitive situations with professionalism and empathy, resolves conflicts constructively, and brings innovative solutions to complex workforce challenges.
 </li>
 <li>
 
 Adaptability &amp; Change Agility:
 
 Thrives in fast-paced, evolving environments, supporting others through transitions while maintaining focus on outcomes and continuous improvement.
 </li>
 <li>
 
 Leadership &amp; Coaching:
 
 Partners with leaders to mentor and develop teams, promoting engagement, accountability, and a high-performance culture.
 </li>
 <li>
 
 Organization &amp; Project Management:
 
 Manages multiple priorities and initiatives across business units with attention to detail, efficiency, and accuracy.
 </li>
 <li>
 
 Compliance &amp; Integrity:
 
 Ensures adherence to employment laws, regulations, and company policies while maintaining confidentiality and credibility.
 </li>
 <li>
 
 Technical &amp; HR Systems Proficiency:
 
 Leverages HR technology to streamline processes, improve decision-making, and enhance workforce management.
 </li>
 </ul>
 
 
 
 WHY YOU&rsquo;LL LOVE THIS ROLE:
 
 
 
 
 
 
 Drive impact across both legacy and newly acquired business units. Partner with Operations to support teams, lead change, and integrate new employees while maintaining established processes. Build trusted relationships, tackle varied projects, and help shape the future of the organization in a dynamic, hybrid role.
 
 
 
 
 
 
 IMPORTANT INFORMATION:
 
 
 
 
 
 
 
 
 At Dungarvin, diversity and inclusion are a part of what makes our organization strong. Together, we can continue to work towards an inclusive culture that supports our employees and persons served. Compass, Cambrian and Dungarvin are affirmative action and equal opportunity employers.
 
 
 
 
 
 
 The deadline for internal applications is set for two weeks from the date of the job posting.
 
 
 
 
 
 
 
 
 
 
 
 
 #DDIJ
 
 
 
 
 5/20
 
 
 
</div>

Human Resources Business Partner (HRBP)

Thomson Reuters

<div>At Thomson Reuters, our people are our most important asset. As a Director, HR Business Partner supporting our global Commercial Excellence and Marketing organizations, you will serve as a senior advisor to executive leaders, shaping and driving the people strategy in direct alignment with business priorities and enterprise transformation.
This role sits at the center of the GTM transformation. Commercial Excellence and Marketing are critical levers in how Thomson Reuters drives revenue growth, strengthens customer engagement, and scales globally. The work is complex and highly visible, requiring close partnership with senior leaders to evolve operating models, build new capabilities, and enable more integrated, data-driven ways of working across regions and functions.
The pace is high and the environment is dynamic. Priorities will shift as the business evolves, and success in this role requires strong judgment, adaptability, and the ability to balance near-term execution with long-term strategy. You will be expected to lead through ambiguity, navigate competing demands, and bring clarity and structure to complex organizational challenges.
As a core member of the leadership teams you support, you will provide insight-led counsel, shape critical talent and organizational decisions, and ensure the organization is equipped to deliver against its growth ambitions in an increasingly digital and AI-enabled landscape.
About the Role
In this opportunity as Director, HRBP - CE &amp; Marketing , your responsibilities will be:
Strategic Business Partnership
<ul><li>Act as a trusted advisor to global Commercial Excellence and Marketing leadership team, providing clear, data-informed perspective on organizational health, performance, and risk
 
Participate as an active member of leadership forums, shaping business decisions and ensuring people considerations are embedded in strategy
</li><li>Lead the development and execution of the people strategy, aligned to business goals and the broader enterprise transformation
</li><li>Partner with leaders to evolve how work gets done, including team structures, decision rights, and cross-functional alignment across regions
</li><li>Provide pragmatic guidance on risk, governance, and employee-related matters in a complex global environment
</li></ul>Transformation and Capability Build
<ul><li>Partner closely with Commercial Excellence and Marketing leaders to strengthen the organizational foundations that enable go-to-market success, including organizational design, stakeholder management and cross-functional alignment Help define and build the capabilities required to support a more integrated, insight-driven commercial model, including roles, skills, and ways of working
</li><li>Support leaders in translating strategy into organizational design and talent implications, ensuring alignment between business ambition and workforce capability
</li><li>Bring an external perspective on best practices in commercial and marketing organizations to inform decisions and accelerate progress
</li></ul>AI Enablement and Future of Work
<ul><li>Embed AI and digital capability considerations into workforce and talent strategy, ensuring teams are positioned to leverage new tools and ways of working
</li><li>Partner with leaders to prioritize reskilling and upskilling efforts to keep pace with business and technology change
</li><li>Use data and analytics to provide forward-looking insights that inform workforce planning and decision-making
</li></ul>Talent, Skills and Workforce Planning
<ul><li>Lead workforce planning efforts across global Commercial Excellence and Marketing organizations, balancing current needs with future capability requirements
</li><li>Drive a more skills-based approach to talent decisions, including hiring, development, and internal mobility
</li><li>Partner with Talent teams to build strong, diverse pipelines for critical roles and leadership positions
</li><li>Identify opportunities to move talent across functions and geographies to strengthen organizational effectiveness
</li><li>Provide leaders with clear, actionable talent insights to inform investment, prioritization, and risk mitigation
</li></ul>Organizational Design and Change
<ul><li>Lead organizational design efforts tied to transformation, including operating model evolution and changes to team structures
</li><li>Advise leaders on spans and layers, role clarity, and how to simplify and scale the organization effectively
</li><li>Support large-scale change initiatives, ensuring alignment, clear communication, and strong adoption across global teams
</li><li>Partner across HR to deliver coordinated solutions that support the broader transformation agenda
</li></ul>Performance, Engagement and Culture
<ul><li>Drive execution of core HR processes including performance management, compensation planning, and talent reviews
</li><li>Translate engagement data into focused, practical actions that improve team effectiveness and business outcomes
</li><li>Partner with leaders to strengthen culture, particularly in a global environment where consistency and local nuance must be balanced
</li><li>Champion inclusive leadership and ensure equity is embedded in hiring, promotion, and talent decisions
</li><li>Support leaders in building high-performing, accountable teams with strong levels of trust and engagement
</li></ul>About You
You're a fit for the role of Director, HRBP - CE &amp; Marketing if your background includes:
<ul><li>Extensive experience as an HR Business Partner supporting senior leaders in complex, global organizations
</li><li>Strong track record of influencing executive stakeholders and shaping business-critical decisions
</li><li>Deep experience in organizational design, transformation, and change leadership
</li><li>Strong business acumen, with the ability to connect people strategy to revenue, growth, and operational outcomes
</li><li>Experience using data and analytics to inform decisions and drive impact
</li><li>Experience supporting commercial, GTM, or marketing organizations on a scale is preferred
</li><li>Experience in technology-enabled or AI-driven environments is highly relevant
</li><li>Comfort operating in a fast-paced environment with shifting priorities and high expectations
</li></ul>Key Capabilities
<ul><li>Strategic and commercial mindset with an understanding of how Commercial Excellence and Marketing drive growth
</li><li>Ability to operate effectively in a global, matrixed organization with multiple stakeholders and competing priorities
</li><li>Strong judgment, with the ability to simplify complex issues and provide clear, actionable direction
</li><li>Credibility and confidence to challenge senior leaders constructively
</li><li>High degree of resilience, adaptability, and ownership in a fast-moving environment
</li></ul>#LI-JK3 
Replacement: This position is open due to an existing vacancy to support our evolving business needs.
What&rsquo;s in it For You?
<ul><li>Hybrid Work Model: We&rsquo;ve adopted a flexible hybrid working environment (2-3 days a week in the office depending on the role) for our office-based roles while delivering a seamless experience that is digitally and physically connected.
</li><li>Flexibility &amp; Work-Life Balance: Flex My Way is a set of supportive workplace policies designed to help manage personal and professional responsibilities, whether caring for family, giving back to the community, or finding time to refresh and reset. This builds upon our flexible work arrangements, including work from anywhere for up to 8 weeks per year, empowering employees to achieve a better work-life balance.
</li><li>Career Development and Growth: By fostering a culture of continuous learning and skill development, we prepare our talent to tackle tomorrow&rsquo;s challenges and deliver real-world solutions. Our Grow My Way programming and skills-first approach ensures you have the tools and knowledge to grow, lead, and thrive in an AI-enabled future.
</li><li>Industry Competitive Benefits: We offer comprehensive benefit plans to include flexible vacation, two company-wide Mental Health Days off, access to the Headspace app, retirement savings, tuition reimbursement, employee incentive programs, and resources for mental, physical, and financial wellbeing.
</li><li>Culture: Globally recognized, award-winning reputation for inclusion and belonging, flexibility, work-life balance, and more. We live by our values: Obsess over our Customers, Compete to Win, Challenge (Y)our Thinking, Act Fast / Learn Fast, and Stronger Together.
</li><li>Social Impact: Make an impact in your community with our Social Impact Institute. We offer employees two paid volunteer days off annually and opportunities to get involved with pro-bono consulting projects and Environmental, Social, and Governance (ESG) initiatives.
</li><li>Making a Real-World Impact: We are one of the few companies globally that helps its customers pursue justice, truth, and transparency. Together, with the professionals and institutions we serve, we help uphold the rule of law, turn the wheels of commerce, catch bad actors, report the facts, and provide trusted, unbiased information to people all over the world.
</li></ul>Our use of AI within the recruitment process Thomson Reuters utilizes Artificial Intelligence (AI) to support parts of our global recruitment process. Unless you opt-out, our AI system will assess the information provided by you and compare it to the requirements listed for the role, and present the result to our recruitment personnel for further review. The AI system acts as a supporting tool, but there is always a human making the decision if you will be considered for the role. 
In the United States, Thomson Reuters offers a comprehensive benefits package to our employees. Our benefit package includes market competitive health, dental, vision, disability, and life insurance programs, as well as a competitive 401k plan with company match. In addition, Thomson Reuters offers market leading work life benefits with competitive vacation, sick and safe paid time off, paid holidays (including two company mental health days off), parental leave, sabbatical leave. These benefits meet or exceeds the requirements of paid time off in accordance with any applicable state or municipal laws. Finally, Thomson Reuters offers the following additional benefits: optional hospital, accident and sickness insurance paid 100% by the employee; optional life and AD&amp;D insurance paid 100% by the employee; Flexible Spending and Health Savings Accounts; fitness reimbursement; access to Employee Assistance Program; Group Legal Identity Theft Protection benefit paid 100% by employee; access to 529 Plan; commuter benefits; Adoption &amp; Surrogacy Assistance; Tuition Reimbursement; and access to Employee Stock Purchase Plan.
Thomson Reuters complies with local laws that require upfront disclosure of the expected pay range for a position. The base compensation range varies across locations.&amp;#xa;&amp;#xa;Eligible office location(s) for this role include one or more of the following: New York City, San Francisco, Los Angeles, and/or Irvine, CA; McLean, VA; Washington, DC. The base compensation range for the role in any of those locations is $158,100 USD - $293,500 USD.&amp;#xa;For any eligible US locations, unless otherwise noted, the base compensation range for this role is $137,200 USD - $254,800 USD.&amp;#xa;For Ontario, Canada, the base compensation range for this role is $155,000 CAD - $205,000 CAD.&amp;#xa;&amp;#xa;Base pay is positioned within the range based on several factors including an individual&rsquo;s knowledge, skills and experience with consideration given to internal equity. Base pay is one part of a comprehensive Total Reward program which also includes flexible and supportive benefits and other wellbeing programs.&amp;#xa;This role may also be eligible for an Annual Bonus based on a combination of enterprise and individual performance.&amp;#xa;
About Us
Thomson Reuters informs the way forward by bringing together the trusted content and technology that people and organizations need to make the right decisions. We serve professionals across legal, tax, accounting, compliance, government, and media. Our products combine highly specialized software and insights to empower professionals with the data, intelligence, and solutions needed to make informed decisions, and to help institutions in their pursuit of justice, truth, and transparency. Reuters, part of Thomson Reuters, is a world leading provider of trusted journalism and news.
We are powered by the talents of 26,000 employees across more than 70 countries, where everyone has a chance to contribute and grow professionally in flexible work environments. At a time when objectivity, accuracy, fairness, and transparency are under attack, we consider it our duty to pursue them. Sound exciting? Join us and help shape the industries that move society forward.
As a global business, we rely on the unique backgrounds, perspectives, and experiences of all employees to deliver on our business goals. To ensure we can do that, we seek talented, qualified employees in all our operations around the world regardless of race, color, sex/gender, including pregnancy, gender identity and expression, national origin, religion, sexual orientation, disability, age, marital status, citizen status, veteran status, or any other protected classification under applicable law. Thomson Reuters is proud to be an Equal Employment Opportunity Employer providing a drug-free workplace.
Thomson Reuters makes reasonable accommodations for applicants with disabilities, including veterans with disabilities, and for sincerely held religious beliefs in accordance with applicable law. If you reside in the United States and require an accommodation in the recruiting process, you may contact our Human Resources Department at HR.Leave-Expert@thomsonreuters.com . Disability accommodations in the recruiting process may include things like a sign language interpreter, making interview rooms accessible, providing assistive technology, or other relevant accommodations. Please note this email is not intended for general recruitment questions and we will promptly respond to inquiries regarding accommodations. More information on requesting an accommodation here.
Learn more on how to protect yourself from fraudulent job postings here.
More information about Thomson Reuters can be found on thomsonreuters.com</div>

Director, HRBP - Commercial Excellence & Marketing

Ball Corporation

<div>At Ball, integrity and trust are the foundation of who we are. Guided by our core values&mdash;&quot;We Care. We Work. We Win.&rdquo;&mdash;we create a culture where every voice matters, and every idea drives progress.
Together with our global employees, customers, and partners, we&rsquo;re turning bold sustainability goals into reality and shaping a future we can all be proud of.
Create a new future. Apply Today. 
Primary Purpose of the Position:
Performs as a business partner, collaborating with stakeholders, appropriate Global HR Centers of Expertise (COE's), and Global Shared Services (GSS) to develop and implement HR solutions aligned to business goals in support of the Global People Ambition. Provides leadership to and continuous improvement and development of the HR team, ensuring efficient and effective HR service delivery and execution of enterprise and regional HR priorities and strategy in the assigned region. 
What will you be responsible for?<ul><li>
Collaborates with plant/site, region business leaders and functions to anticipate future business needs, challenges and influences to advocate for HR strategy, solutions, policies and processes through effective communication to HR Directors and HR VPs.</li><li>
In alignment with Global Business Services (GBS), HR solutions should be developed, designed, and executed through data-driven decision making and operational governance.</li><li>
Provides direction and leadership to plant/site HR, ensuring that they are equipped to deliver high-quality HR services that meet the needs of the organization and its team members.</li><li>
Serves as a trusted advisor and partner to plant/site and regional leaders, providing coaching and guidance on HR and business matters to build strong, high-performing leadership teams.</li><li>
Leads and develops the HR team, building capabilities for effective business partnership while providing guidance, supporting team growth and readiness, and serving as an escalation point for employee relations and HR service challenges.</li><li>
As business partner, creates a strong culture of collaboration by working closely with business leaders in the plant/site and region to clearly understand their objectives and challenges, enabling HR to play an active role in business decisions. Builds engaged relationships through trust, support and effective communication.</li><li>
Partners with Global Talent to deliver development initiatives that build a strong, diverse talent pipeline and foster an inclusive, healthy work environment.</li><li>
Maintains and enhances essential HR knowledge and skill base through training, development and research. Keeps abreast of legal/regulatory frameworks in the countries they support and ensures conformity to legal, enterprise and regional requirements and practices by conducting reviews of HR practices.</li><li>
Partners with COEs and Global Shared Services to design and deliver data-driven HR solutions that improve business outcomes, while driving standardization and continuous improvement of HR operations.</li><li>
Lead local communication and culture efforts, monitor HR service delivery, and use data insigts to influence decisions that improve workforce performance and engagement.</li><li>
Leads teams in executing global talent initiatives in partnership with operations, managing the full talent lifecycle&mdash;attraction, onboarding, development, and retention&mdash;aligned to strategic business goals.</li><li>
Align people and HR strategies with business and production goals, including workforce planning, change management, and footprint initiatives. Lead the development of aligned HR and labor strategies in partnership with COEs, driving employee engagement, safety, compliance, and continuous improvement.</li></ul> 
What are we looking for?<ul><li>
Broad training in a related field usually acquired through college or work-related experience</li><li>
Job related experience for 5 years minimum</li><li>
Certifications/Licenses/Other: SHRM SCP, preferred, Masters or MBA preferred</li><li>
Experience with positive employee relations, labor relations, negotiation of labor contracts, contract construction and enforcement, discipline administration, arbitration and conflict resolution, regulatory and legal compliance at Federal, State, Provincial, and local levels required.</li><li>
Bi-Lingual English/Spanish (Strongly Preferred)</li><li>
Experience supporting US, Canda and Mexico regions</li><li>
Able to accommodate regional travel up to 40%</li></ul> 

<div><div>
Compensation &amp; Benefits:<ul><li>
Expected Hiring Salary Range: $115,000 - $164,300 (Salary to be determined by the applicant&rsquo;s education, experience, knowledge, skills, and abilities, as well as internal equity and alignment with market data.)</li><li>
This role will be eligible to participate in the annual incentive compensation plan.</li><li>
Please visit our &quot;Total Rewards&quot; page to learn more about Ball&rsquo;s comprehensive benefits structure.</li><li>
Hybrid On-Site Work Environment: Based in Colorado, this position requires regular in-person engagement by working on-site for three (3) or more work days per work week (with core collaboration days of Tuesday, Wednesday, and Thursday). [Travel and local commute between Ball locations and other possible non-Ball locations may be required.] If based in Arizona, this position will be remote.</li><li>
Relocation assistance may be available.</li></ul> 
When submitting your application to Ball, we encourage you to emphasize your skills, experience, and qualifications that align with the role.
Ball Corporation is proud to be an Equal Opportunity Employer. We actively encourage applications from everybody. All qualified job applicants will receive consideration without regard to race, color, religion, creed, national origin, aboriginality, genetic information, ancestry, marital status, sex, sexual orientation, gender identity or expression, physical or mental disability, pregnancy, veteran status, age, political affiliation or any other non-merit characteristic.
Please note the advertised job title might vary from the job title on the contract due to local job title structure and global HR systems.<ul><li>
Under Colorado, California, Connecticut, Minnesota, and Pennsylvania law, you have the right to exclude or redact age-related details&mdash;such as your date of birth, school attendance dates, or graduation dates&mdash;from your resume, cover letter, CV, or other supporting documents (e.g., transcripts, certificates).
</li><li>Legal authorization to work in the U.S. We will not sponsor individuals for employment visa, now or in the future, for this job opening.</li><li>This position will be posted internally for a minimum of 5 days and will remain open until filled or adjusted based on the volume of applicants.</li></ul>
No agencies please.
Global Grade 13</div></div></div>

Sr. Manager, Regional HRBP Manufacturing Operations (NCA)

YER USA

<div>
 
 Our client, GPA, founded in 1940 and part of the Fedrigoni Group, brings over 85 years of expertise in specialty papers and materials to the North American market. Headquartered in McCook, IL, GPA is a trusted partner to printers, converters, and brand owners across the United States and Canada, known for its deep product intelligence, innovation, and service excellence.
 
 
 
 
 
 
 Your Role in the Transformation
 
 
 
 As HR Business Partner (HRBP), you will be based at GPA&rsquo;s headquarters in McCook, IL and report to the HRBP Americas. In this pivotal role, you will be the sole HR presence on-site and the primary point of contact for approximately 100 employees, a mixed workforce of office professionals and warehouse/operations staff.
 
 
 
 
 
 More than an administrator, you will be a visible, trusted presence on the floor: spending real time with employees, understanding what drives or hinders collaboration, and building the trust needed to shift the culture toward greater manager ownership and accountability. You will also serve as the critical bridge between GPA&rsquo;s US operations and the Fedrigoni Group&rsquo;s Italian headquarters, ensuring alignment on people practices, processes, and values.
 
 
 
 
 
 
 Key Responsibilities
 
 
 
 
 Employee Relations &amp; Engagement
 
 
 <ul>
 <li>
 Serve as the primary HR point of contact for all ~100 employees across office and operations functions.
 </li>
 <li>
 Be present and accessible, invest time on the floor to build relationships, understand team dynamics, and surface issues early.
 </li>
 <li>
 Address employee relations matters with care and rigor.
 </li>
 <li>
 Lead initiatives to strengthen on-site collaboration and foster a more cohesive, engaged workplace culture.
 </li>
 </ul>
 
 
 
 
 
 Manager Empowerment &amp; Organizational Effectiveness
 
 
 <ul>
 <li>
 Coach and equip managers to handle day-to-day people challenges.
 </li>
 <li>
 Support performance review cycles and guide managers through performance improvement conversations and documentation.
 </li>
 <li>
 Identify gaps in people practices and develop or improve HR processes to support a more scalable, manager-led model.
 </li>
 </ul>
 
 
 
 
 
 Talent Acquisition &amp; People Operations
 
 
 <ul>
 <li>
 Manage full-cycle recruitment across all functions and levels, from requisition through onboarding.
 </li>
 <li>
 Oversee onboarding, offboarding, and all related HR administration.
 </li>
 <li>
 Maintain accurate HR reporting and provide regular people metrics to leadership.
 </li>
 </ul>
 
 
 
 
 
 Compensation, Compliance &amp; Benefits
 
 
 <ul>
 <li>
 Support the HRBP Americas on annual salary review processes, compensation benchmarking, and budget planning.
 </li>
 <li>
 Ensure compliance with US federal, state, and local employment regulations across all HR activities.
 </li>
 <li>
 Administer and optimize benefits programs; serve as employee point of contact for benefits-related questions. (Strong compliance and benefits experience is a significant plus.)
 </li>
 </ul>
 
 
 
 
 
 What We&rsquo;re Looking For
 
 
 <ul>
 <li>
 
 Experience
 
 : 5+ years in a generalist HR role, ideally in a mixed or multi-function environment (office + operations/warehouse).
 </li>
 <li>
 
 Employee-first presence
 
 : Natural ability to connect with people at all levels, you are someone employees seek out and trust.
 </li>
 <li>
 
 Coach&rsquo;s mindset
 
 : You believe in building manager capability, not creating dependency on HR.
 </li>
 <li>
 
 Process builder
 
 : Comfortable identifying what&rsquo;s missing and creating structure where there is none.
 </li>
 <li>
 
 Compliance &amp; benefits acumen
 
 : Working knowledge of US employment law; benefits administration experience is a strong plus.
 </li>
 <li>
 
 Cross-cultural agility
 
 : Comfortable navigating a European parent company context.
 </li>
 <li>
 
 Education
 
 : Bachelor&rsquo;s degree in HR, Business Administration, or related field (Master&rsquo;s/SHRM certification preferred).
 </li>
 </ul>
 
 
</div>

Human Resources Business Partner

UNFPA

Staff grade/level
 
P-5
 
Contract type
 
Fixed Term Appointment
 
Duty station
 
Cairo
 
Job categories
 
Human Resources
 
Closing date
 
31 August 2026 23:59(America/New_York)
 
Job ID
 
34173
 
Job description
 
RE-ADVERTISEMENT: All candidates who have previously applied for this position need not reapply.
 
The Position: 
You will manage the interface between business units and the Human Resources function in UNFPA by providing strategic HR Client services and driving HR programs and initiatives in your client area.
 
You will report to the Deputy HR Director.
 
How you can make a difference: 
UNFPA is the lead United Nations agency for delivering a world where every pregnancy is intended, every childbirth is safe, and every young person's potential is fulfilled. The UNFPA Strategic Plan for 2026-2029 articulates the organization’s response to a complex global environment, providing a roadmap for resilience and renewal. It is designed to accelerate the implementation of the Programme of Action of the International Conference on Population and Development (ICPD) and the achievement of the Sustainable Development Goals by 2030. This mandate is pursued through a focus on four interconnected outcomes: ending the unmet need for family planning; ending preventable maternal deaths; ending gender-based violence and harmful practices; and adapting to demographic change through evidence and rights-based policies.
 
In a world where fundamental human rights are at risk, we need principled and ethical staff, who embody these international norms and standards and who will defend them courageously and with full conviction.
 
UNFPA is seeking candidates who transform, inspire, and deliver high-impact and sustained results and ensure effective external relations, communications, and partnership-building and resource mobilization in a rapidly changing development and funding landscape. We need staff who are transparent, exceptional in how they manage the resources entrusted to them, and who commit to delivering excellence in programme results.
 
Job Purpose: 
The HR Business Partner (HRBP) is a key member of the global HR team and facilitates the identification and meeting of the Human Resource needs and objectives of the organization in the client area (Region/HQ) supporting the effective implementation of the Human Resources aspects of the UNFPA Strategic Plan. The HRBP maintains an effective level of business acumen and aligns HR initiatives and programs to support the clients’ business objectives. The HRBP manages the business-HR interface and guides client managers in applying HR policies and practices effectively and equitably, also invites them to contribute to development of policies and HR initiatives in support of new and evolving ways of doing business. The HRBP will ensure delivery of timely, client focused HR support in a spirit of partnership with the business. In close collaboration with the HR Programme manager, you will lead and coordinate the efficient, consistent implementation of key HR processes in the above Regions. You will strengthen the team's ability to provide value-adding advice to managers and staff regarding policy application in all areas of Human Resources.
 
You will supervise a team of Human Resources Specialists and Assistants who support managers and staff based in the field. Together with the Deputy Director, Client Services the Regional HR Business Partner will be responsible for ensuring that the delivery of HR services globally meets clients' expectations with regard to efficiency and consistency. The position is a rotational and roster post.
 
The HRBP works with Client managers, including Directors and Representatives or equivalent level, and staff at all levels in the country offices and in New York, and participates in Regional/Division leadership/management teams. You will also work closely with other DHR Units, Legal, Staff Association, the Ombuds Office, and the Ethics Office, as well as other relevant networks within the UN system and other major international organizations to find synergies, benchmark and promote the progress in modernizing HR policies and practices.
 
You would be responsible for: 
1. Policy Advice: 
Serve as the lead interlocutor with the Policy Adviser on compelling business cases for new or revised policies, based on consultation with, guidance to, and/or feedback from, other HR Business Partners;
 Advise staff and managers on HR policies, guidelines, and practices;
 Provide quality advice to develop innovative HR approaches and solutions to complex problems;
 Manage the implementation of HR policies and practices by managers, HR Focal Points and other non-HR staff involved in implementation of HR policies and processes at the local level providing timely technical advice, guidance, follow-up and training as appropriate.
 
2. Performance and Staff Development: 
As a senior member of the DHR Team provides strategic advice on performance management and career development systems to HR Programmes.
 Manage the implementation of all corporate talent management programmes, while ensuring local relevance (performance, talent reviews, succession, global mobility, staff development) and initiatives in the client area working closely with the Specialists in the HR Programmes Unit;
 In collaboration with the Programmes Unit, support leadership in strengthening the links between individual performance and delivery of strategic priorities, and effective management of under-performance; advise staff on career development, and support client managers in continuously building up and developing their people management capabilities;
 Take the lead in identifying, assessing and resolving issues, problems, and conflicts at the Regional and CO levels, including guidance on informal and formal avenues of conflict management;
 In collaboration with the Directorate, provide support on identifying and managing complex cases (e.g. performance, health, medevac and separations);
 Work directly with staff members in at the regional and country offices on skill/learning needs assessments, and contribute to design and implementation of customized learning interventions;
 Working closely with the Programme Unit and the regional / Divisional Learning Focal Points ensure strategic regional learning needs are met.
 
3. Organizational Effectiveness/Business Consulting: 
As a senior member of the DHR Team, participate in and coordinate corporate level, organizational-wide HR initiatives, pilot programs, workshops, training sessions, etc. as determined by the Deputy HR Director or the HR Director.
 Lead the development and implementation of talent management programmes, in consultation with the Programmes Unit, while ensuring local relevance (performance, talent reviews, succession, global mobility, staff development) and initiatives in the client area working closely with the Specialists in the HR Programmes Unit;
 Advise and support in the design and implementation of interventions to support organizational effectiveness and high performing teams;
 Participate as a team member on HR projects, working groups, task forces, etc. in the client area and/or at corporate level;
 Provide guidance to client units on the review of GSS feedback, related action planning, implementation and follow-up;
 Act as member of the UNFPA/PSD Internal Consulting Group (ICG), drive organizational development across the organization by advising management on change processes and developing HR related initiatives to facilitate change, liaising with relevant stakeholders both in DHR and in the client system;
 Support Country Offices in the transition to new modes of engagement as required to deliver on the Country Programme. This may include assessment, realignment/shifts in staffing patterns, skills profiles and/or organizational structures;
 Undertake assessment and realignment of other business units as needed;
 Act as an integral member of the Regional Office Leadership Team, providing input on workforce planning, staffing trends and needs, implementation of HR initiatives/programmes and current people issues/solutions.
 
4. Planning and Analytics, and Workforce Management: 
As a senior member of the DHR Team participate in HR Corporate Initiatives providing technical leadership on workforce planning, staffing trends and needs, implementation of corporate HR initiatives/programmes, development of local HR initiatives and leading open discussions on current people issues and possible solutions;
 Proactive use of HR analytics to understand the staffing trends in the client area;
 Advise and assist managers in analyzing staffing needs, taking into account existing and anticipated work requirements and institutional goals/objectives;
 Contribute to the development and implementation of the Annual Regional or Divisional HR Plan (e.g. workforce analysis, recruitment, staff performance, staff development, career development and succession) in consultation with key stakeholders in the client area as well as in DHR to support the delivery of UNFPA’s People Strategy.
 
5. Recruitment and Staffing: 
Manage all recruitment activities and administration of national and international staff, including high level national posts at Country level, in the client area and provide advisory services as required;
 Oversee and provide guidance to Country Offices, as need, staffing matters;
 Manage recruitment and administration of national and international Individual Consultants (ICs), and provide quarterly reports;
 Provide guidance and facilitate the induction, orientation, and integration of new staff members in the client area as needed; ensure staff exit interviews are conducted;
 Work with UNDP BES Team, local and HQ, on HR administrative matters.
 
6. Humanitarian Capacity and Capability: 
Working closely with the DHR Humanitarian Unit to: 
Assist in cases of humanitarian and medical emergencies, in collaboration with the Humanitarian Office and DHR Humanitarian Unit, DHR/Duty of Care, Security, and other relevant interagency counterparts;
 Manage the provision of timely support to countries under fast track. Assist in talent acquisition for urgent humanitarian/other situations not in fast track countries requiring rapid response;
 Support capability development efforts on humanitarian response.
 
7. Knowledge building and knowledge sharing: 
As a senior member of the DHR Team actively facilitate sharing of business knowledge and capacity building related to the evolving business operations and responses in DHR;
 Contribute to the relevant networks within the UN system and other major international organizations, representing DHR, as assigned, to find synergies, benchmark and promote the progress in modernizing HR policies and practices within the UN system, including recommendations to UNFPA/DHR.
 Facilitate knowledge building and knowledge sharing in the client area (Region/Division) through active participation in the HR Business Partners community of practice.
 Contribute to building awareness and understanding of HR policies through knowledge sharing across the Region;
 Provide oversight and guidance to staff/team members supervised.
 
Serve as OIC as required for the Client Services and Outreach Branch (CSOB) and perform any other duties as may be required by the Deputy HR Director or the HR Director.
 
Qualifications and Experience: 
Education: 
Master’s degree in Human Resources, Business Administration, Public Administration, Organizational Development or related discipline.
 
Knowledge and Experience: 
Ten (10) years of progressively relevant experience in HR management of which five (5) years at international level and five (5) years in a similar role are required;
 Experience in a supervisory/managerial role is required;
 Mastery of modern concepts and approaches in the field of Human Resources;
 Proven ability to deliver effective solutions to complex HR challenges in a multicultural environment;
 Strategic mindset coupled with strong analytical skills and a proven ability to handle big picture perspectives, as well as day to day operational matters;
 Excellent organizational, multi-tasking and project management skills;
 Ability to handle confidential information and gain trust;
 Strong communication, collaboration and team skills;
 Field experience is an asset;
 Experience with international development/humanitarian organization, multilaterals or INGO’s is an asset;
 Consulting experience related to organizational development and change management, is desirable.
 
Languages: 
Fluency in English is required; knowledge of other official UN languages is desirable.
 
Required Competencies: 
Values: 
Exemplifying integrity,
 Demonstrating commitment to UNFPA and the UN system,
 Embracing cultural diversity,
 Embracing change
 
Core Competencies: 
Achieving results,
 Being accountable,
 Developing and applying professional expertise/business acumen,
 Thinking analytically and strategically,
 Working in teams/managing ourselves and our relationships,
 Communicating for impact
 
Functional Competencies: 
Anticipating client’s needs of HR support and responding based on clear understanding of the issues/concerns,
 Acting as a trusted advisor, removing obstacles and resolving issues within and across units,
 Assuming accountability for agreed results and meeting deadlines, creating conditions for achieving them,
 Using facts to persuade and demonstrating the ability to gain commitment.
 
Managerial Competencies: 
Providing strategic vision and focus,
 Engaging internal / external partners and stakeholders,
 Leading, developing and empowering people / creating a culture of performance,
 Making decisions and exercising judgment,
 Performance Management.
 
Compensation and Benefits: 
This position offers an attractive remuneration package including a competitive net salary plus health insurance and other benefits as applicable.
 
UNFPA Work Environment: 
UNFPA provides a work environment that reflects the values of gender equality, diversity, integrity and healthy work-life balance. We are committed to ensuring gender parity in the organization and therefore encourage women to apply. Individuals from the LGBTQIA+ community, minority ethnic groups, indigenous populations, persons with disabilities, and other underrepresented groups are highly encouraged to apply. Reasonable accommodation may be provided to applicants with disabilities upon request, to support their participation in the recruitment process. UNFPA promotes equal opportunities in terms of appointment, training, compensation and selection for all regardless of personal characteristics and dimensions of diversity. Diversity, Equity and Inclusion is at the heart of UNFPA's workforce - click here to learn more.
 
Disclaimer: 
Selection and appointment may be subject to background and reference checks, medical clearance, visa issuance and other administrative requirements.
 
UNFPA does not charge any application, processing, training, interviewing, testing or other fee in connection with the application or recruitment process and does not concern itself with information on applicants' bank accounts.
 
Applicants for positions in the international Professional and higher categories, who hold permanent resident status in a country other than their country of nationality, may be required to renounce such status upon their appointment.
 
About UNFPA
 
We promote gender equality and empower women, girls and young people to take control of their bodies and their futures.

RE-ADVERTISEMENT: HR Business Partner, ASRO, Client Services and Outreach Branch, Division for Human Resources, Cairo, Egypt, P-5

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