organizational development leader

Connecticut Housing Finance Authority

<div><p><b>ABOUT THE CONNECTICUT HOUSING FINANCE AUTHORITY:</b></p><p>
Connecticut Housing Finance Authority (&quot;CHFA&quot;) is a self-funded, quasi-public organization. Its mission is to alleviate the shortage of housing for low- and moderate-income families and persons in the state of Connecticut (&quot;State&quot;) and, when appropriate, to promote or maintain the economic development of the State through employer-assisted housing efforts.</p><p>
CHFA is a mission-driven leader in creating affordable housing opportunities for families and individuals in Connecticut. We believe in the power of the diverse and inclusive communities we serve. We provide a challenging, progressive, and supportive environment that encourages and promotes employee development.</p><p>
We offer competitive salaries; tuition reimbursement; 457 deferred compensation, state sponsored pension plan, comprehensive health, dental, life, and disability plan, paid vacation, sick, and holidays, hybrid work schedule, ongoing training, career development and, if qualified, employee may be eligible for student loan forgiveness under Federal Loan assistance program.</p><p><b>
ABOUT THE POSITION:</b></p><p>
The Chief People Officer (CPO) is a dynamic leader responsible for developing and implementing the overall human resources strategy in support of CHFA's mission and strategic goals. This position is critical in leading talent management, organizational development and developing a work environment cultivating creativity and service. The position oversees all aspects of employee management and growth, from recruitment and onboarding to employee engagement and development. The role embraces strategic planning and leadership development and is committed to ensuring that human resources operations are well executed and in compliance with state and federal employment law. As a member of the executive leadership team, the efforts of the CPO are focused on strategies that promote the growth and long-term success of the organization.</p><p><b>
SUPERVISION RECEIVED:</b></p><p>
Receives direction from the CEO - Executive Director or her designee.</p><p><b>
SUPERVISION EXERCISED:</b></p><p>
Supervises the work of the staff in Human Resources, Organizational Development, Employee Training and Engagement.</p><p><b>
JOB DUTIES AND RESPONSIBILITIES:</b></p><ul><li>
Serve as a member of the executive leadership team, leading the organization's people strategy, particularly as it relates to current and future talent needs and succession planning.</li><li>
Develop and implement human resources initiatives that support the organization's strategic plan.</li><li>
Spearhead thoughtful and innovative programs and practices that support the full lifecycle of employment, including recruitment, retention, employee development and engagement.</li><li>
Manage the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborate with departmental managers and the executive management team to understand skills and competencies required for openings.</li><li>
Develop and maintain CHFA compensation plan, which may include analyzing trends in compensation and benefits; research and propose competitive programs to ensure the organization attracts and retains top talent; design and implement overall format and procedures for the plan including job evaluation, data analysis and wage surveys.</li><li>
Design, implement and maintain performance management processes with measurable goal setting for CHFA employees.</li><li>
Consult with the executive management team and all supervisors/managers on human resources issues, including performance assessments, progressive accountability and employee counseling.</li><li>
Guide management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines, and by communicating and enforcing organization values.</li><li>
Create comprehensive training and development programs for employees, including new employee onboarding, evaluate performance and develop plans to remediate concerns, assign ongoing training, assist in career development, and improve organizational processes through performance assessments.</li><li>
Foster a culture of engagement and empowerment that values diversity, equity and inclusion and demonstrates fair and consistent management practices. Ensure CHFA maintains a respectful workplace that fosters open communication. Maintain and update CHFA's Affirmative Action and Equal Employment Opportunity Policy.</li><li>
Provide support and guidance to management and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute tasks in delicate circumstances such as providing reasonable accommodation, investigating allegations of wrongdoing, and terminations.</li><li>
Manage and supervise all personnel functions, including payroll, time and attendance, HRIS systems, workers' compensation, and benefits; supervise human resource staff; provide continuing professional development for human resources staff; propose new policies and procedures for human resources; maintain and update the CHFA Employee Handbook.</li><li>
Evaluate effectiveness of programs/processes and recommend improvements and solutions.</li><li>
Maintain knowledge of current state and federal regulations and guidelines pertaining to human resources, labor laws and new statutory requirements.</li><li>
Own and/or support special projects as needed and assist with other responsibilities as assigned.</li></ul><p><b>
MINIMUM QUALIFICATIONS REQUIRED:</b></p><p>
BS/BA degree preferred in related field; a minimum of fifteen years of progressive leadership experience in human resources positions, with several of those years in senior or executive level positions. An equivalent combination of education and experience will be considered. Experience should include all or most of the following areas: employee/labor relations, human resources, payroll and benefits, organizational development and training, employee engagement and strategic planning.</p><p><b>
KNOWLEDGE AND SKILLS:</b></p><p>
SHRM-CP / SHRM-SCP certification preferred. Excellent organizational and leadership skills. Demonstrated ability to serve as a strategic member of the executive management team that provides company leadership and direction. Excellent computer skills in the Microsoft Windows environment. CORE-CT (HR, Payroll and Security) and State of Connecticut Retirement &amp; Benefits Systems experience a plus. Strong interpersonal, problem solving, consulting and listening skills; skilled facilitator and communicator with sound judgment and diplomacy.</p><p>
Ability to deal with ambiguity and confidential information. Knowledge and/or experience with Diversity, Equity and Inclusion approaches and initiatives. Maintains an awareness of industry best practices. Excellent knowledge of employment legislation and regulations.</p><p>
This is not an exclusive list of all job functions, and the employee is expected to complete all duties as assigned. Duties, responsibilities and reporting structure may be added, deleted, or changed at any time at the discretion of management, formally or informally. This job description in no way constitutes an employment contract or agreement.</p><p>
Salary: Min - $172,241.00 Mid - $215,301.94 Max- $279,895.49</p><p>
CHFA is an equal opportunity/affirmative action employer and strongly encourages the application of women, minorities, veterans, and persons with disabilities.</p><p><b>
CHFA EOE</b></p></div>

Chief People Officer

Prescott Solutions

<p><b>Company Overview</b><br/>Prescott Solutions provides elite Financial, Technical, C-Suite, IT, Cybersecurity, and ERP talent to Fortune 500 and mid-market organizations nationwide. We are known for placing accomplished leaders into high-impact roles where expertise, integrity, and mission alignment matter. This opportunity represents one of those rare, career-defining matches.</p><p><b>About the Opportunity</b></p><p>Prescott Solutions is conducting a <b>confidential search</b> on behalf of a <b>New York&ndash;based nonprofit health insurance organization</b> operating within a highly regulated, mission-driven healthcare environment. This organization provides affordable, quality healthcare coverage to New Yorkers through Medicaid, Medicare, and other government-sponsored health plans, with a strong focus on equity, access, and community impact. A relocation package will be considered for the right candidate.</p><p>This is a <b>critical senior leadership role</b> reporting directly to the <b>Chief People Officer</b>. The Senior Director of Training &amp; Organizational Development will lead enterprise-wide learning, workforce development, and organizational effectiveness initiatives across a large, diverse, and highly regulated healthcare workforce.</p><p><b>Deep experience in healthcare managed care environments is essential.</b> This role is not designed for general corporate L&amp;D professionals new to healthcare.</p><p><b>Position Overview</b></p><p>Under the direction of the Chief People Officer, the Senior Director of Training &amp; Organizational Development is responsible for the design, planning, and execution of all corporate and departmental training programs, as well as organizational development initiatives. This leader will assess enterprise-wide learning needs, develop strategic training solutions, and ensure alignment with organizational goals, regulatory requirements, and workforce performance outcomes.</p><p>The ideal candidate brings a strong understanding of <b>Medicaid, Medicare, regulatory compliance, unionized or public-sector workforces</b>, and the cultural dynamics of large nonprofit healthcare organizations.</p><p><b>Key Responsibilities</b></p><p><b>Strategic Leadership &amp; Organizational Development</b></p><ul><li>Partner with executive and senior leadership to assess current and future training and organizational development needs.</li><li>Diagnose organizational effectiveness challenges and design strategic interventions to improve engagement, performance, and retention.</li><li>Lead change management initiatives aligned with organizational priorities and regulatory requirements.</li><li>Serve as a trusted advisor to leadership on workforce development and performance improvement strategies.</li></ul><p><b>Training Program Design &amp; Delivery</b></p><ul><li>Design, implement, and oversee enterprise-wide training programs, including onboarding, compliance, leadership development, and role-specific training.</li><li>Develop blended learning solutions, including instructor-led, virtual, and e-learning modalities.</li><li>Create instructional materials, job aids, and learning tools aligned with operational and regulatory needs.</li><li>Ensure training programs meet compliance standards and support audit readiness.</li></ul><p><b>Instructional Design &amp; Evaluation</b></p><ul><li>Apply a systems-based approach to instructional design:</li><li>Identify learning needs</li><li>Develop measurable instructional objectives</li><li>Design or procure appropriate training solutions</li><li>Evaluate training effectiveness and continuously refine programs to improve outcomes.</li><li>Establish and track performance metrics to measure workforce capability and program impact.</li></ul><p><b>Performance Management &amp; Workforce Development</b></p><ul><li>Partner with the Chief People Officer and Deputy CPO to develop and support performance management tools and practices.</li><li>Support leadership and managers in building coaching and performance management capabilities.</li><li>Reinforce a culture of continuous learning and professional development.</li></ul><p><b>Vendor &amp; Stakeholder Management</b></p><ul><li>Establish and manage relationships with external training vendors and partners.</li><li>Serve as an internal subject matter expert for learning and development across the organization.</li><li>Collaborate with internal and external stakeholders to deliver innovative, cost-effective training solutions.</li></ul><p><b>Required Qualifications</b></p><p><b>Education</b></p><ul><li>Master&rsquo;s Degree in Arts or Sciences (required)</li></ul><p><b>Experience</b></p><ul><li>Minimum <b>12 years of experience</b> as a senior-level training or organizational development leader</li><li>Minimum <b>10 years of people management experience</b></li><li><b>Significant experience in healthcare environments strongly preferred</b>, particularly:</li><li>Medicaid, Medicare Advantage, or managed care organizations</li><li>URAC-accredited or heavily regulated healthcare settings</li><li>Demonstrated experience designing and delivering training for large, diverse workforces</li><li>Strong working knowledge of human resources principles, including labor relations, performance management, and workforce development</li></ul><p><b>Skills &amp; Competencies</b></p><ul><li>Integrity and trust</li><li>Strong executive communication skills (written and verbal)</li><li>Customer and stakeholder focus</li><li>Functional and technical expertise in learning and development</li><li>Ability to operate effectively in complex, regulated environments</li><li>Comfortable partnering with senior executives and legal/compliance-focused leadership</li></ul><p>Job Type: Full-time</p><p>Pay: $125,234.68 - $186,368.64 per year</p><p>Benefits:</p><ul><li>401(k)</li><li>401(k) matching</li><li>Dental insurance</li><li>Flexible schedule</li><li>Health insurance</li><li>Health savings account</li><li>Paid time off</li><li>Vision insurance</li></ul><p>Work Location: Remote</p>

Senior Director of Training & Organizational Development

General Motors

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  Job Description
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  Role Summary
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 The HRBP Principal, serves as a trusted advisor to senior business leaders, driving enterprise-level talent strategies and organizational effectiveness. This role requires exceptional consultative skills, strategic foresight, and the ability to influence across a complex, global matrix environment. As a recognized expert in the field, they lead initiatives that shape the workforce of the future, leveraging technology, data, and deep business acumen to deliver measurable impact.
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   Partner with senior leadership teams to define and execute enterprise-wide talent strategies, including global workforce planning, organizational transformation, and future-ready job architecture.
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   Serve as a strategic advisor, guiding leaders through ambiguity, large-scale change, and complex business challenges.
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   Build executive-level credibility and influence across global teams, driving alignment without relying on formal authority.
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   Use advanced analytics and market intelligence to shape decisions and demonstrate HR&rsquo;s impact on business performance.
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   Collaborate with global Centers of Excellence (CoEs) to design and deliver integrated, innovative HR solutions aligned with enterprise priorities.
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   Lead enterprise organizational design and transformation initiatives, ensuring agility and alignment with global business strategy.
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   Drive executive leadership development, succession planning, and capability building for critical roles.
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   Act as a strategic talent architect, identifying gaps and shaping strategies to strengthen leadership pipelines.
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   Champion a world-class employee experience, ensuring alignment with company values and cultural priorities across regions.
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  Expertise
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 Recognized as an expert in their field. Applies highly specialized knowledge and extensive practical experience in the area, as well as organizational expertise across multiple areas within a function or across functions. Applies strong business acumen and complex problem-solving techniques to identify, analyze and resolve issues that influence achievement of key functional objectives. Develops new or significantly improves existing policies, methods, and systems. incorporating relevant disciplines, theories, and techniques through independent judgment and discretion. Works independently with broad latitude in decisions and actions in a complex environment. Often acts as a subject matter expert in their area of expertise. Navigates high levels of ambiguity, guiding leaders and teams through transformational shifts with confidence and clarity.
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  Complexity
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 Works on complex issues and assignments that require conceptual thinking, originality and ingenuity of approaches, and a wide application of principles, theories, and concepts to achieve the results. Provides strategic clarity and actionable solutions for highly complex HR issues impacting multiple geographies and business units. Applies advanced diagnostic frameworks and scenario modeling to resolve non-standard, enterprise-level challenges. Understands the interrelationships of different aspects and implications of actions. Designs and develops impactful and innovative solutions to considerably broad and complex problems, often spanning across multiple disciplines within the business unit. Exercises independent judgement in selecting methods and evaluating criteria for obtaining results. Expertly adapts communication style and uses persuasion and occasionally negotiation to convince others to accept new ideas, approaches, concepts, or practices. Operates as a key influencer across global HR functions and business units, delivering cohesive, future-focused solutions. Deals with situations where differing opinions, past practices or experiences may significantly constrain agreement.
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 Sets objectives and takes responsibility for achieving metrics and Key Performance Indicators that directly influence the attainment of results, providing measurable contributions to HR outcomes and aligning with GM's strategic priorities.
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 Contributes innovative, impactful ideas, and leads large projects with broad visibility. Develops, plans, and implements solutions that require integration of multiple related teams or larger teams of both internal and external stakeholders. Champions change and influence adoption of innovative HR practices. Co-leads complex change management programs, ensuring adoption and sustainability across diverse teams. Role models GM's behaviors necessary to maintain a productive team without inhibiting individuality and personal diversity. May serve as an indirect leader within their function. Their contributions drive the delivery of results that impact various departments and or functions and directly contribute to execution of functional strategies. Serve as a resource and mentor to less experienced HR professionals, providing guidance on complex issues. Identifies recurring team or process challenges and collaborates with HR Centers of Excellence and HR Operations to implement practical, scalable solutions.
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   Bachelor&rsquo;s degree in Human Resources, Business Administration, or equivalent professional experience. Advanced degree (MBA or MA in HR) strongly preferred.
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   10+ years of progressive HR experience, including significant exposure to strategic HRBP roles in large, complex organizations.
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   Proven track record in enterprise organizational design, leadership development, and global talent management.
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   Expertise in HR technology platforms and AI-enabled HR solutions.
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   Exceptional communication, proven ability to influence senior stakeholders.
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 The compensation information is a good faith estimate only. It is based on what a successful applicant might be paid in accordance with applicable state laws.
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 The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position, as well as geography of the selected candidate.
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   The salary range for this role is $122,400 - $211,200. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position.
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   Bonus Potential: An incentive pay program offers payouts based on company performance, job level, and individual performance.
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   Benefits: GM offers a variety of health and wellbeing benefit programs. Benefit options include medical, dental, vision, Health Savings Account, Flexible Spending Accounts, retirement savings plan, sickness and accident benefits, life insurance, paid vacation &amp; holidays, tuition assistance programs, employee assistance program, GM vehicle discounts and more.
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  About GM
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 Our vision is a world with Zero Crashes, Zero Emissions and Zero Congestion and we embrace the responsibility to lead the change that will make our world better, safer and more equitable for all.
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  Why Join Us
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 We believe we all must make a choice every day &ndash; individually and collectively &ndash; to drive meaningful change through our words, our deeds and our culture. Every day, we want every employee to feel they belong to one General Motors team.
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  Benefits Overview
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 From day one, we're looking out for your well-being&ndash;at work and at home&ndash;so you can focus on realizing your ambitions. Learn how GM supports a rewarding career that rewards you personally by visiting
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  Non-Discrimination and Equal Employment Opportunities (U.S.)
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 General Motors is committed to being a workplace that is not only free of unlawful discrimination, but one that genuinely fosters inclusion and belonging. We strongly believe that providing an inclusive workplace creates an environment in which our employees can thrive and develop better products for our customers.
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 All employment decisions are made on a non-discriminatory basis without regard to sex, race, color, national origin, citizenship status, religion, age, disability, pregnancy or maternity status, sexual orientation, gender identity, status as a veteran or protected veteran, or any other similarly protected status in accordance with federal, state and local laws.
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 We encourage interested candidates to review the key responsibilities and qualifications for each role and apply for any positions that match their skills and capabilities. Applicants in the recruitment process may be required, where applicable, to successfully complete a role-related assessment(s) and/or a pre-employment screening prior to beginning employment. To learn more, visit
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  How we Hire
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  Accommodations
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 General Motors offers opportunities to all job seekers including individuals with disabilities. If you need a reasonable accommodation to assist with your job search or application for employment,
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  email
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 us or call us at 800-865-7580. In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying.
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Staff HR Business Partner

Optiv

<div><div><i>The position is required to report onsite to our Bangalore office 4 days per week.</i></div><div></div><div>
The Sr. Director, Human Resources - India will be a strategic leader responsible for activating a high-performance, values-aligned culture and enabling talent effectiveness across the organization. As the principal onsite HR leader to India senior leadership, this role will lead enterprise-wide efforts to embed culture, enhance leadership effectiveness, and optimize talent strategy to meet business goals. The role will be a thought partner to the SVP of HR and a key voice in shaping the employee experience from onboarding through retention and development.</div><div></div><div>
How you&rsquo;ll make an impact</div><ul><li><div>
Serve as a strategic advisor in India on talent strategy, organizational health, and culture.</div></li><li><div>
Influence senior leaders to foster an environment of performance, inclusion, and engagement.</div></li><li><div>
Partner with global HR teams to ensure consistent talent approaches.</div></li><li><div>
Drive effective collaboration with COEs on process improvements where applicable.</div></li><li><div>
Lead multiple local HR teams to deliver enterprise employee programs and processes</div></li><li><div>
Lead the ongoing evolution of the India entity and build valuable deliverables to tie performance to productivity.</div></li><li><div>
Innovate and develop new programs and initiatives to meet the needs of the business.</div></li><li><div>
Lead employee engagement strategy and oversee listening mechanisms (e.g., surveys, focus groups) to gather insights and track progress against action plans.</div></li><li><div>
Collaborate cross-functionally to develop internal communications, inclusive practices and enhance employee experience.</div></li><li><div>
Use talent analytics to identify trends and inform workforce planning and leadership readiness.</div></li><li><div>
Work with the recruiting team and our leadership team across the business to ensure a high-quality talent bar; develop and deliver interview processes and training across the business to build and elevate our hiring competency as an organization.</div></li><li><div>
Stay abreast of new trends in the industry and marketplace and maintain up-to-date knowledge of recruiting issues and trends, related analytics, and labor laws that have short and long-term implications on the profitability of the business and its recruiting efforts.</div></li><li><div>
Implement, monitor, and maintain staffing compliance standards at country, federal, state, and local levels.</div></li><li><div>
Lead change management and cultural transformation aligned with business strategy.</div></li><li><div>
Ensure organization design supports growth, scalability, and innovation.</div></li><li><div>
Oversee in-country learning strategy, including leadership development, mentorship programs, career pathways, learning journeys, training and LMS platform management.</div></li><li><div>
Partner with leaders to embed a culture of learning, mobility, and career growth.</div></li><li><div>
Participate in editing the employee handbook, code of conduct, conflict of interest and other policies to ensure systemic governance is acknowledged across the organization.</div></li><li><div>
Provide leadership with strategic total rewards program enhancements that will enable the attraction, development, and retention of talent.</div></li><li><div>
Supervise renewals, census, maintenance of enrollment, application, and claims records for India-based benefits plans.</div></li><li><div>
Partner with brokers and insurance carriers to create and implement annual wellness initiatives; analyze ROI regarding the programs.</div></li><li><div>
Propose policies and procedures to ensure that the company's total reward programs support business objectives, are fair and competitive, and are legally compliant.</div></li></ul><div></div><div>
Leadership Responsibilities:</div><ul><li><div>
Lead, develop, and mentor the HR employees in India, to include both direct reports and matrix reports.</div></li><li><div>
Manage the HR India budget.</div></li><li><div>
Act as an integral member of the HR Leadership Team (HRLT).</div></li><li><div>
Serve as a member of the Optiv Leadership Circle (OLC).</div></li><li><div>
Be an employee and brand ambassador to the organization.</div></li><li><div>
Embrace a culture of diversity and support company core values.</div></li><li><div>
Function with a high degree of integrity with an ability to keep information confidential.</div></li></ul><div></div><div>
What we&rsquo;re looking for</div><ul><li><div>
Bachelor&rsquo;s degree is strongly preferred; with 12+ years of experience in HRBP role, talent acquisition and development, succession planning, org design, and L&amp;D in complex global environments; or equivalent mix of education and experience. A minimum of 5+ years demonstrated success leading people within a global HR team.</div></li><li><div>
Strong verbal and written English skills. Must be able to pass an English proficiency assessment with a CEFR rating of B2 or higher.</div></li><li><div>
Proven success influencing executive leadership and shaping enterprise talent strategies.</div></li><li><div>
Strong capability in leadership development, HiPo programs, and workforce planning analytics.</div></li><li><div>
Entrepreneurial drive, results-oriented, outstanding organizational skills, flexibility, and demonstrated ability to achieve stretch goals in a dynamic environment.</div></li><li><div>
Ability to develop and implement successful talent and development strategies in a fast-paced, high-growth environment.</div></li><li><div>
Experience designing, executing, and managing talent strategies with measurable results.</div></li><li><div>
Proven success managing multiple internal clients with varying needs.</div></li><li><div>
Advanced people management/leadership skills demonstrating an ability to lead, mentor and develop employees.</div></li><li><div>
Demonstrated ability to achieve goals through influencing, partnering, leadership maturity and developing productive relationships with senior leadership and line managers across the business.</div></li><li><div>
Excellent project management skills.</div></li><li><div>
Superior presentation skills with experience presenting to executives and larger audiences.</div></li><li><div>
Advanced understanding of HR principles, local laws, and practices.</div></li><li><div>
Technical understanding of HR Systems, how they work together and the downstream impact of data quality (Workday experience preferred).</div></li></ul><div></div><div>
What you can expect from Optiv</div><ul><li>
A company committed to championing Diversity, Equality, and Inclusion through our <div>Employee Resource Groups</div>.</li><li>
Work/life balance</li><li>
Professional training resources</li><li>
Creative problem-solving and the ability to tackle unique, complex projects</li><li>
Volunteer Opportunities. &ldquo;Optiv Chips In&rdquo; encourages employees to volunteer and engage with their teams and communities.</li><li>
The ability and technology necessary to productively work remotely/from home (where applicable)</li></ul><div></div><div>
EEO Statement</div><div>
Optiv is an equal opportunity employer. All qualified applicants for employment will be considered without regard to race, color, religion, sex, gender identity or expression, sexual orientation, pregnancy, age 40 and over, marital status, genetic information, national origin, status as an individual with a disability, military or veteran status, or any other basis protected by federal, state, or local law.</div><div></div><div>
Optiv respects your privacy. By providing your information through this page or applying for a job at Optiv, you acknowledge that Optiv will collect, use, and process your information, which may include personal information and sensitive personal information, in connection with Optiv&rsquo;s selection and recruitment activities. For additional details on how Optiv uses and protects your personal information in the application process, click here to view our <div>Applicant Privacy Notice</div>. If you sign up to receive notifications of job postings, you may unsubscribe at any time.</div></div>

Sr. Director, Human Resources | On-site, Bangalore

Stanford University

<p>The Stanford Medicine Office of the Chief Community Engagement Officer is seeking a visionary and strategic leader for the newly established position of Executive Director, Culture and Community Engagement.</p><p>This role will serve as a key partner across Stanford Medicine, responsible for advancing operational and cultural frameworks that reflect our shared commitment to community well-being and an institutional culture that facilitates the realization of our shared mission. The Executive Director will collaborate across the School of Medicine (SoM), Stanford Health Care (SHC), and Stanford Medicine Children's Health (SMCH) to implement cross-functional strategies that elevate the culture and support our mission. </p><p>This role will oversee enterprise-wide programs, policy alignment, and systems that enhance experiences of staff, faculty, students, patients and the communities we serve. The successful candidate brings leadership experience in complex health or academic systems, deep operational expertise, and a values-driven, mission-oriented mindset.</p><p><strong>Duties include :</strong></p><ul><li>Recommend and implement organizational frameworks that promote community engagement and operational alignment across SoM, SHC, and SMCH. Ensure infrastructure supports inclusive participation, collaboration, and service. Maintain responsibility for leadership development, team performance, and staff retention.</li><li>Partner with HR teams and managers to embed values of community accountability and service excellence into policies and programs. Enhance staff experience through inclusive hiring, transparent practices, and supportive career development across all entities.</li><li>Lead development and execution of strategic plans focused on strengthening institutional identity around community engagement. Work across organizations to align operational practices and initiatives with the shared values of service, mutual respect, and achievement for all community members.</li><li>Support the development of administrative and academic policies that reinforce a culture of shared responsibility and community well-being. Serve as a thought partner in designing initiatives that reflect the principles and mission.</li><li>Provide strategic guidance on resource allocation to support community-centered programs. Design and implement systems for measuring the impact of engagement initiatives, ensuring transparency, accountability, and continuous improvement in alignment with organizational priorities.</li><li>Serve as a central advisor to senior leadership. Build partnerships that enhance cross-departmental collaboration and ensure that programs, services, and practices are grounded in community needs and aspirations.</li></ul><p><em> - Other duties may also be assigned. </em></p> <p><strong>JOB PURPOSE:</strong></p><p>Provide strategic direction for the administrative and operational functions that foster community engagement across the School of Medicine (SoM), Stanford Health Care (SHC), and Stanford Medicine Children's Health (SMCH). Align staffing structures, policy development, and programmatic initiatives with a unifying vision.</p><p><strong></strong></p><p><strong>DESIRED QUALIFICATIONS: </strong></p><ul><li>Master's degree preferred.</li><li>Demonstrated leadership and program development experience within a large, complex academic health system.</li><li>Strong background in organizational development, change leadership, and community engagement strategy.</li><li>Experience fostering institutional excellence through service-based leadership or community partnership.</li><li>Proven ability to lead through influence across diverse stakeholders and deliver enterprise-wide initiatives.</li></ul><p><strong>EDUCATION & EXPERIENCE (REQUIRED): </strong></p><p>Bachelor's degree and seven years of relevant experience in administrative and financial management, or a combination of education and relevant experience. Master's degree preferred.</p><p><strong>KNOWLEDGE, SKILLS AND ABILITIES (REQUIRED):</strong></p><ul><li>Demonstrated leadership and supervisory, planning and change management skills.</li><li>Excellent planning and organizational skills.</li><li>Excellent communication skills. Able to influence people, solve problems, troubleshoot, think creatively and resolve conflicts.</li><li>Advanced financial expertise in accounting budget planning, and financial forecasting.</li><li>Advanced expertise in grants and contract administration.</li><li>Advanced analytical and problem solving skills Strong knowledge of industry standards and/or regulatory requirements.</li><li>Strong negotiation and effective interpersonal skills.</li><li>Attention to detail and accuracy.</li><li>Advanced expertise in business and management computer applications and databases.</li><li>Subject matter expertise for area(s) of responsibility.</li><li>Ability to multi-task and manage deadlines.</li></ul><p><strong>CERTIFICATIONS & LICENSES: </strong></p><p>Program assessment skills training is highly desired.</p><p><strong>PHYSICAL REQUIREMENTS :</strong></p><ul><li>Constantly perform desk-based computer tasks.</li><li>Frequently sitting.</li><li>Occasionally stand/walk, writing by hand, use a telephone, lift/carry/push/pull objects that weigh 11-20 pounds.</li><li>Rarely sort/file paperwork or parts, rarely twist/bend/stoop/squat.</li></ul><p><em> - Consistent with its obligations under the law, the University will provide reasonable accommodation to any employee with a disability who requires accommodation to perform the essential functions of his or her job.</em></p><p><strong>WORKING CONDITIONS:</strong></p><p>Occasional evening and weekend hours.</p><p><strong>WORK STANDARDS:</strong></p><ul><li>Interpersonal Skills: Demonstrates the ability to work well with Stanford colleagues and clients and with external organizations.</li><li>Promote Culture of Safety: Demonstrates commitment to personal responsibility and value for safety; communicates safety concerns; uses and promotes safe behaviors bases on training and lessons learned.</li><li>Subject to and expected to comply with all applicable University policies and procedures, including but not limited to the personnel policies and other policies found in the University's Administrative Guide, .</li></ul><p><strong>About Stanford University School of Medicine</strong></p><p>With more than 3,200 faculty and other teaching titles, each providing a unique mix of research, education, and patient care effort, organized in 28 academic departments and 9 interdisciplinary institutes and centers, supported by more than 3,500 staff, educating 3,000 students, postdoctoral fellows, clinical residents/fellows, and trainees, and collectively generating about $2.3B in revenues, the School of Medicine is Stanford's largest school and truly a complex organization.</p><p>Holistically, the School of Medicine is rooted in a culture of excellence and values innovation, collaboration, and life-long learning. To foster the talents and aspirations of staff, Stanford offers career development programs, competitive pay that keeps pace with market trends, and benefits that increase financial stability and promote healthy, fulfilling lives.</p><p>The expected pay range for this position is $206,749 to $261,619 per annum.</p><p>Stanford University provides pay ranges representing its good faith estimate of what the university reasonably expects to pay for a position. The pay offered to a selected candidate will be determined based on factors such as (but not limited to) the scope and responsibilities of the position, the qualifications of the selected candidate, departmental budget availability, internal equity, geographic location and external market pay for comparable jobs.</p><p>At Stanford University, base pay represents only one aspect of the comprehensive rewards package. The Cardinal at Work website () provides detailed information on Stanford's extensive range of benefits and rewards offered to employees. Specifics about the rewards package for this position may be discussed during the hiring process.</p><p>Consistent with its obligations under the law, the University will provide reasonable accommodations to applicants and employees with disabilities. Applicants requiring a reasonable accommodation for any part of the application or hiring process should contact Stanford University Human Resources by submitting a contact form.</p><p>Stanford is an equal employment opportunity and affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristic protected by law.</p><p>The job duties listed are typical examples of work performed by positions in this job classification and are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities. Specific duties and responsibilities may vary depending on department or program needs without changing the general nature and scope of the job or level of responsibility. Employees may also perform other duties as assigned.</p>

Executive Director, Culture and Community Engagement

Capgemini

<div><div><div><p>Hyderabad</p><div>
React.JS delivery manager|8-12yrs|Hyderabad</div><p>
</p></div></div><div></div><div><div><div><div><div><div><div><div><div>Job Description</div></div><div><p>
1. The Software Engineering Leader oversees and guides teams to deliver high-quality software solutions aligned with organizational goals and industry best practices.<br>
2. Is a professional in technology, proficient in strategic planning, decision-making, and mentoring, with an extensive background in software development and leadership.<br>
3. Is typically responsible for setting the strategic direction of software development efforts, managing project portfolios, and ensuring effective execution of software engineering initiatives to meet organizational objectives.<br>
4. Builds skills and expertise in leadership, staying abreast of industry trends, and cultivating a collaborative and high-performance culture within the software engineering team.<br>
5. Collaborates and acts as a team player with cross-functional teams, executives, and stakeholders, fostering a positive and productive environment for successful software development initiatives.</p>
1. The Software Engineering Leader oversees and guides teams to deliver high-quality software solutions aligned with organizational goals and industry best practices.2. Is a professional in technology, proficient in strategic planning, decision-making, and mentoring, with an extensive background in software development and leadership.3. Is typically responsible for setting the strategic direction of software development efforts, managing project portfolios, and ensuring effective execution of software engineering initiatives to meet organizational objectives.4. Builds skills and expertise in leadership, staying abreast of industry trends, and cultivating a collaborative and high-performance culture within the software engineering team.5. Collaborates and acts as a team player with cross-functional teams, executives, and stakeholders, fostering a positive and productive environment for successful software development initiatives.</div></div><div><div><div>
Job Description - Grade Specific</div></div><div>
Requires a solid understanding of software development principles and strong leadership skills. Individuals in this role are expected to lead a team of developers, overseeing their work, and ensuring the team's performance. They are responsible for coordinating the team's tasks, providing guidance, and ensuring the quality of the team's output.</div></div></div></div></div><div><div><div>
<div><div>Ref. code</div><div>
369508-en_GB</div></div><div><div>
Posted on</div><div>
24 Dec 2025</div></div><div><div>
Experience level</div><div>
Experienced Professionals</div></div><div><div>
Contract type</div><div>
Permanent</div></div><div><div>
Location</div><div>
Hyderabad</div></div><div><div>
Business unit</div><div>
FS</div></div><div><div>
Brand</div><div>
Capgemini</div></div><div><div>
Professional communities</div><div>
Software Engineering</div></div></div></div></div></div></div></div></div><p></p>

React.JS delivery manager|8-12yrs|Hyderabad

Fusion BPO Services

<div><p>Fusion CX is hiring a Team Leader for its customer operations team in Kolkata. This role is ideal for candidates with strong people management skills, a motivational leadership style, and the ability to guide teams toward both daily and long-term business goals. If you are seeking Team Leader positions in Kolkata, BPO leadership roles, or opportunities to manage high-performing teams, this role offers a structured path for growth.</p>
<h2 class="jobSectionHeader"><b>Job Description:</b></h2>
<p>As a Team Leader, you will oversee a team of customer service professionals, ensuring that daily operations run smoothly and performance objectives are consistently met. You will train and mentor team members, help them build confidence and product knowledge, and create an environment that enables success and collaboration.</p>
<p><b>Key Responsibilities</b></p>
<ul><li>Manage the day-to-day activities and workflows of the team</li>
<li>Motivate team members to achieve organizational goals</li>
<li>Develop and implement timelines to meet targets and project milestones</li>
<li>Delegate tasks effectively and ensure accountability</li>
<li>Conduct training sessions to maximize team potential and strengthen performance</li>
<li>Equip team members with the skills required to improve communication, product expertise, and confidence</li>
<li>Conduct monthly and quarterly performance reviews</li>
<li>Contribute to company growth through strong team performance</li>
<li>Maintain a positive, productive, and inspiring work environment</li>
<li>Develop actionable strategies to help the team reach project goals</li>
<li>Establish and monitor completion timelines to keep projects on track</li>
<li>Provide clear, structured instructions to team members</li>
<li>Manage day-to-day operational flow</li>
<li>Create and distribute regular reports to update leadership on team performance</li>
</ul><h2 class="jobSectionHeader"><b>Job Requirements:</b></h2>
<ul><li>Graduation (minimum qualification)</li>
<li>Proven experience in team management or leadership roles in operations</li>
<li>Strong communication, coordination, and organizational abilities</li>
<li>Ability to train, motivate, and mentor team members</li>
<li>Strong problem-solving skills and a proactive, responsible approach</li>
<li>Ability to manage performance cycles and maintain team productivity</li>
<li>Comfortable working in a fast-paced, target-driven environment</li>
</ul><h2 class="jobSectionHeader"><b>Why Join Fusion CX Kolkata?</b></h2>
<p>Join us as a team leader at Fusion CX in Kolkata for a customer support process for an autonomous vehicle development company. You will be able to</p>
<ul><li>Lead a dynamic operations team with clear growth pathways</li>
<li>Work in a supportive, performance-focused environment</li>
<li>Access structured development programs and leadership training</li>
<li>Contribute directly to team, project, and organizational success</li>
</ul><p>If you are seeking team leader jobs in Kolkata or leadership opportunities in customer operations, apply now and build your next career chapter with Fusion CX.</p></div>

Team Leader – Customer Operations – Kolkata, India

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