partner

Sephora

<div><p><b>Position Purpose</b></p><ul><li>
The People Partner is responsible for managing the implementation of core HR activities in line with Sephora Middle East HR Strategy including but not limited to Recruitment, pre and onboarding, payroll, transfer, promotions, employee records, employee relations and employee performance.
</li><li>The role incumbent will assist in the implementation of the employee performance management system and employee retention.</li><li>
Process Business Partner for the region talent management, succession planning and performance management.</li><li>
Engaging with key senior business and HR/Education stakeholders to develop a culture of managing talent and define talent related needs and implement strategies to enhance the performance of the people.</li><li>
Support Stores leaders to identify the skills and behaviors required to meet the future demands of the business and provide advice on how to close capability gaps through the recruitment and development of talent.</li></ul><p><b>
Key Accountabilities</b></p><div><b>
People Partner</b></div><ul><li>
Deliver Superior Stakeholders experience by being seen as a Trusted Business Partner.</li><li>
Support HRD to build a customer driven organization aligned with the business strategies.</li><li>
Meet the Sephora Champions to understand more our culture and how we can keep improving it.</li><li>
Ensure a proper roll out of the EVP in all our HR processes, initiatives, and assessments. Oversee completion of EVP online module by all employees.</li></ul><p></p><p><b><br>
Talent Management</b></p><ul><li>
Manage the annual talent identification and review cycle (OMR). This would include Talent Calibration, Succession Planning, Identification of high-potential employees, Assessment of flight risks, mobility, and the completion of employee Talent Profiles to drive improved insight into the capabilities of the HQ employees.</li><li>
Design and bring to life strategies to ensure the attraction, assessment, and retention of talent in the region.</li><li>
Support the People Manager with the assessment and recruitment of senior retail roles in stores.</li><li>
Enhance leadership must have capabilities in partnership with Education Team.</li><li>
Strengthening and diversifying talent pipelines to business critical and leadership roles. This would include the implementation of high potential programmes, coaching, 360o feedback, scoping and delivery of promising talent requirements and embedding initiatives to promote the attraction and successful development of diverse talent in partnership with Education Team.</li><li>
Drive the tribe engagement strategy by developing high performers to become successors.</li><li>
Advising on how to maximize talent and capability growth opportunities as well as to manage potential risk within business change.</li><li>
Monitoring the effectiveness of talent management within the business, providing Business Partner insight, analysis, and recommendations to continuously improve the approach.</li><li>
Retention of High performers.</li><li>
Oversee the Employee onboarding/offboarding process as per company standards.</li></ul><div></div><div><b><br>
Brand and Culture</b></div><ul><li>
Develop and maintain a strong brand focused environment for all employees in everything that they do.</li><li>
Together with senior leaders, continue to create a fast paced and energetic culture, with the employee engagement initiatives.</li><li>
Support in the roll out of employee engagement survey.
</li><li>Manage employee relations, grievances, and escalations.</li></ul><div></div><div><b><br>
Performance Management</b></div><ul><li>
Review and develop upon existing performance management processes.</li><li>
Map anyone not meeting performance criteria and proactively advise managers on the performance management process, reviews, under-performers with the aim of a having &lsquo;high performing team culture.</li></ul><p>
 <b>Requitement Process:</b></p><ul><li>
Ensure to fulfill the retail recruitment as per the recruitment plan and monitor keep tracking the actual headcount in collaboration with the retail team, People Manager.
</li><li>Source external candidates throughout the different recruitment channels internal and external candidates to increase the headcount availability.</li><li>
Responsible for the recruitment pipeline and interviewing process with retail team.</li></ul><p>
</p><p><b>
Skills, Experience and Personality</b></p><ul><li>
The successful candidate should have tertiary qualifications in Human Resources with 3-4 years&rsquo; experience in a People Partner role, working in medium to large sized organizations.
</li><li>Must be fluent in English and Arabic.
</li><li>Strong background experience in FMCG/Retail/Fashion &amp; Apparel both in front and back office.</li><li>
It is essential that they have a passion for people with the ability to think creatively and are self-motivated to work independently.</li></ul><p></p><p><i><br>
Most importantly, the People Partner needs to live and breathe the Sephora Culture, DNA and Employee Value propositions (EVP). She/He need to have excellent authentic communication and influencing skills and be energized by working in a fast paced, dynamic environment. She/He need to be a leader with confidence born from self-belief.</i></p></div>

People Partner

Client of IDEX Consulting Ltd

<p>As a Corporate Partner, you will play a pivotal role in driving the practice forward, providing strategic advice and legal solutions to our diverse portfolio of clients. You will have the opportunity to work on complex corporate transactions, mergers and acquisitions, joint ventures and other corporate matters, both domestically and internationally.</p>

Corporate Partner

e.construct Fz LLC

<div>
 At
 <strong>
  e.construct
 </strong>
 , we combine engineering excellence with a culture of ownership, impact, and innovation.
 <br/>
 <br/>
 We&rsquo;re hiring a
 <strong>
  People Partner
 </strong>
 to join our team of forward-thinking structural engineers, designers, and digital innovators.
 <br/>
 <br/>
 The
 <strong>
  People Partner
 </strong>
 supports the smooth execution of day-to-day HR operations, ensuring accurate administration of employee data, benefits, and payroll processes. The role contributes to maintaining compliance, supporting performance management, and fostering a seamless employee experience across all HR functions.
 <br/>
 <br/>
 Why e.construct?
 <br/>
 <br/>
 🏢
 <strong>
  Multidisciplinary Collaboration:
 </strong>
 Work alongside experts in structural engineering, BIM, software development, and research&mdash;all under one roof.
 <br/>
 <br/>
 ⚙️
 <strong>
  Built Not Bought:
 </strong>
 We developed our own performance evaluation system&mdash;because we know our needs better than any off-the-shelf tool.
 <br/>
 <br/>
 🌍
 <strong>
  Sustainability at the Core:
 </strong>
 From precast systems to digital optimization, our projects aim to reduce waste and promote efficiency.
 <br/>
 <br/>
 🧑&zwj;🤝&zwj;🧑
 <strong>
  People First, Always:
 </strong>
 We&rsquo;re stable and people-focused. We prioritize long-term growth and people-first decisions. We support our team through every phase of their journey&mdash;including when they explore new paths beyond our walls.
 <br/>
 <br/>
 📬
 <strong>
  Accessible Leaders, Written Culture:
 </strong>
 Communication is clear, transparent, and structured. Leaders are one message away.
 <br/>
 <br/>
 We hire people who care&mdash;not just about the work, but about how it&rsquo;s done. If you're ready to
 <strong>
  leave a mark
 </strong>
 , you&rsquo;ll thrive here.
 <br/>
 <br/>
 <strong>
  Key Responsibilities
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   1. People Analytics &amp; Insights
  </li>
  <li>
   Collect, analyze, and interpret HR data to generate insights that support data-driven decision-making across talent, performance, and engagement
  </li>
  <li>
   Develop and maintain dashboards and reports to track key people metrics such as headcount, turnover, hiring trends, and performance ratings
  </li>
  <li>
   Identify patterns and recommend actions to improve retention, performance, and workforce planning
  </li>
  <li>
   Collaborate with HR and business leaders to translate data into actionable strategies that enhance organizational effectiveness
  </li>
  <li>
   2. Performance Management
  </li>
  <li>
   Support the full performance management cycle, including goal setting, mid-year and annual evaluations, and calibration sessions
  </li>
  <li>
   Track progress, generate reports, and analyze performance data to ensure fairness, transparency, and continuous improvement
  </li>
  <li>
   Assist in optimizing the digital performance management platform and ensuring consistent adoption across teams
  </li>
  <li>
   Partner with managers and HR leadership to communicate timelines, share insights, and recommend development actions based on performance outcomes
  </li>
  <li>
   3. Technical Recruitment
  </li>
  <li>
   Manage the end-to-end recruitment process for technical roles, including job posting, candidate sourcing, screening, coordination, and interview scheduling
  </li>
  <li>
   Collaborate with hiring managers to define role requirements, selection criteria, and evaluation frameworks
  </li>
  <li>
   Maintain candidate pipelines and recruitment analytics dashboards to monitor hiring efficiency and quality of hire
  </li>
  <li>
   Ensure an excellent candidate experience aligned with e.construct&rsquo;s values and culture of ownership and innovation
  </li>
  <li>
   4. HR Projects &amp; Continuous Improvement
  </li>
  <li>
   Support HR initiatives that strengthen employee experience, culture, and operational excellence
  </li>
  <li>
   Contribute to process improvements and system enhancements within People Operations and Talent Management
  </li>
  <li>
   Participate in cross-functional HR projects focused on engagement, data accuracy, and process innovation
   <br/>
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Qualifications And Skills
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Bachelor&rsquo;s degree in Business Administration, Human Resources, or a related field
  </li>
  <li>
   1&ndash;3 years of experience in HR operations, people operations, or a similar role
  </li>
  <li>
   Understanding of HR processes, data management, and labor law basics
  </li>
  <li>
   Proficiency in Oracle systems, Microsoft Office Suite, and data reporting tools will be a nice plus
  </li>
  <li>
   Excellent attention to detail, organizational, and communication skills
  </li>
  <li>
   Ability to maintain confidentiality and handle sensitive information with discretion
  </li>
  <li>
   Strong teamwork and service-oriented mindset
   <br/>
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Core Competencies
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Accuracy and Attention to Detail
  </li>
  <li>
   Confidentiality and Integrity
  </li>
  <li>
   Process Orientation
  </li>
  <li>
   Collaboration and Communication
  </li>
  <li>
   Problem-Solving and Initiative
   <br/>
   <br/>
   <br/>
  </li>
 </ul>
 If you&rsquo;re passionate about creating meaningful employee experiences, value structure and efficiency, and thrive in a culture that balances people focus with high performance, we&rsquo;d love to have you on board.
 <br/>
 <br/>
 Join
 <strong>
  e.construct
 </strong>
 &mdash;where people, engineering, and innovation come together to build what&rsquo;s next.
</div>


Aionios

<div><div><div>A highly respected international law firm is seeking to expand its New York, NY, Miami, FL, or Washington, DC office with experienced Partners across a range of practice areas. This is an opportunity to join a collaborative, client-focused platform that supports both established and growing practices with institutional resources and a commitment to excellence.
</div><div>The firm fosters an environment built on collegiality, integrity, and innovation, providing Partners with the flexibility and support to deepen client relationships and grow their business in a stable, global setting.
</div><div></div><div><b>Position Overview
</b></div><div>The firm welcomes Partners with an existing book of business, regardless of size, who are seeking a long-term professional home with a premier full-service platform. Ideal candidates will demonstrate strong leadership skills, an entrepreneurial mindset, and a proven record of exceptional client service.
</div><div></div><div><b>The firm is open to all practice areas, including but not limited to:
</b></div><div><ul><li>Litigation &amp; Dispute Resolution (general commercial, white-collar defense, and investigations)
</li><li>Mergers &amp; Acquisitions / Corporate Transactions
</li><li>Investment Funds
</li><li>Trusts &amp; Estates
</li><li>Aviation Finance
</li><li>Energy &amp; Infrastructure
</li><li>Intellectual Property &amp; Technology
</li><li>Regulatory, Employment, and Tax
</li><li>Candidates from other complementary practice areas are also encouraged to apply.
</li></ul></div><div><div><b>RESPONSIBILITIES
</b></div><ul><li>Lead and manage complex matters within your area of focus, ensuring exceptional service and strategic guidance to clients
</li><li>Develop and maintain strong client relationships and expand existing business opportunities
</li><li>Collaborate with attorneys across departments to deliver integrated legal solutions
</li><li>Supervise, mentor, and support the development of junior attorneys
</li><li>Contribute to firm-wide growth through business development and thought leadership
</li></ul></div><div><b>QUALIFICATIONS
</b></div><ul><li>JD from an accredited law school
</li><li>Admission to practice in New York (or ability to waive in)
</li><li>Demonstrated ability to originate, manage, and grow client relationships
</li><li>Strong reputation for integrity, quality work, and client service
</li><li>Proven ability to collaborate effectively with colleagues across disciplines and offices
</li><li>Leadership or mentoring experience a plus
</li></ul><div><b>WHY JOIN?
</b></div><ul><li>Supportive, partner-driven culture emphasizing collaboration and professional growth
</li><li>Comprehensive administrative, marketing, and business development resources
</li><li>Opportunities for cross-practice and cross-border collaboration
</li><li>Commitment to diversity, equity, inclusion, and community engagement
</li><li>Competitive and flexible compensation structure tailored to individual success</li></ul></div></div><div></div>

Lateral Partner

<div>
 <strong>
  Portsmouth &amp; Poole | Ashford &amp; Horsham | Epsom, Orpington &amp; Godstone
  <br/>
  <br/>
 </strong>
 <strong>
  &pound;48k &ndash; &pound;60k per annum (dependent on skills and qualifications) + Car Allowance
  <br/>
  <br/>
 </strong>
 <strong>
  Full time | 4 days Depot based 1 day Remote working
  <br/>
  <br/>
 </strong>
 Competitive pension scheme &ndash; Car Allowance &ndash; Bonus Scheme &ndash; BUPA Healthcare - Enhanced maternity/paternity pay &ndash; Life assurance &ndash; HolidayPlus &ndash; Cycle2work Scheme &amp; more
 <br/>
 <br/>
 RE Q5259
 <br/>
 <br/>
 We are looking for a proactive and experienced People Partner. You will be key to fostering a positive Employee Relations climate, providing expert advice to managers across the business, improving employee engagement and business performance. You will lead on employee relations cases, delivering training &amp; coaching to reduce future ER issues and contribute to People projects, continuous improvement and nurturing emerging talent.
 <br/>
 <br/>
 You will provide vital support to the Senior People Partners, enabling them to focus on strategic initiatives.
 <br/>
 <br/>
 You will partner directly with a group of depots relative to your living location.
 <br/>
 <br/>
 <strong>
  We deliver safety, warmth, and comfort to homes and businesses. Every role, whether in the office or on the front line, plays a key part in this mission. Here&rsquo;s how you will contribute&hellip;
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Actively manage employee relations cases, including grievances, disciplinaries, performance management and absence management
  </li>
  <li>
   Providing expert advice and guidance to managers across the business on People policies, procedures and best practise, ensuring full compliance with employment law
  </li>
  <li>
   Support managers in ER cases to ensure procedural fairness and work proactively to reduce case volume through early intervention and coaching
  </li>
  <li>
   Develop and deliver training and coaching sessions for managers on essential HR topics such as performance management and absence management, equipping managers with the knowledge to confidently handle routine ER cases
  </li>
  <li>
   Nurturing emerging talent through regular performance revies with Apprentices, establishing where further education and training needs are across the business
  </li>
  <li>
   Providing project coordination and admin/logistical support to Senior People Partners during organisational restructuring initiatives, assisting with implementation of redundancy processes and ensuring compliance
  </li>
  <li>
   Maintaining accurate employee records and data and preparing People team reports and metrics as required, ensuring GDPR compliance
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  What You Will Need
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Proven experience in an HR Advisor, Employee Relations Specialist, or similar role
  </li>
  <li>
   You have established knowledge of employment law and HR best practices
  </li>
  <li>
   Experience managing employee relations cases and advising senior stakeholders
  </li>
  <li>
   Expertise in generalist operational/tactical HR issues
  </li>
  <li>
   You have the ability to build positive relationships
  </li>
  <li>
   Proven experience developing and delivering manager training and coaching
  </li>
  <li>
   Exposure to organisational change, restructuring, and redundancy processes
  </li>
  <li>
   Strong problem-solving, communication, and stakeholder management skills
  </li>
  <li>
   You are commercially aware and highly numerate
  </li>
  <li>
   Resilient, and adept at managing uncertainty and ambiguity, with the ability to pivot in repose to shifting priorities or ways of working
  </li>
  <li>
   Ability to manage multiple priorities across various business areas
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Preferred Qualifications
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   CIPD Level 5 or above (or equivalent experience)
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  You may have to travel between business area sites across South England and Scotland. You may need to spend occasional nights away from home
  <br/>
  <br/>
 </strong>
 We are looking for a proactive, solutions-oriented individual who is comfortable challenging the status quo and contributing to a culture of continuous improvement.
 <em>
  If you are a proactive HR Generalis who is passionate about improving workplace culture and building strong employee relations, we encourage you to apply.
  <br/>
  <br/>
 </em>
 <strong>
  Not sure you meet every requirement?
  <br/>
  <br/>
 </strong>
 Research shows some people &ndash; particularly women and those from underrepresented backgrounds &ndash; may hesitate to apply unless they meet every criteria. At
 <strong>
  SGN
 </strong>
 , we value diverse backgrounds, experiences and perspectives.
 <br/>
 <br/>
 If this role interests you but you&rsquo;re not sure you tick every box, we&rsquo;d still love to hear from you. You might be just who we&rsquo;re looking for &ndash; now or in the future.
 <br/>
 <br/>
 <strong>
  Why SGN?
  <br/>
  <br/>
 </strong>
 SGN is a leader in pioneering research and development toward a net-zero energy system. Our cutting-edge technologies and innovative thinking are driving change in the gas industry, all while
 <strong>
  keeping people safe and warm
 </strong>
 .
 <br/>
 <br/>
 About us | Benefits | Diversity and inclusion
 <br/>
 <br/>
 <strong>
  If you require any accommodations or support during the application process, reach out to us. We're here to help ensure an inclusive and accessible experience for everyone.
 </strong>
 v=7Q_sWyz7KEI
</div>


Kempinski Hotel

<div><span style="font-size: 13px;"><b>As our Talent Acquisition Partner your role will include, but is not limited to:</b></span></div> <div> <br> </div> <ul> <li> Partner directly with regional and corporate leadership to understand their strategic hiring needs and develop bespoke search strategies for key positions.</li> <li> Manage the full-cycle recruitment process for global positions, including Corporate, General Managers, Hotel Managers, and Executive Committee members (e.g., Director of Operations, Director of Sales &amp; Marketing, Director of Finance).</li> <li> Proactively source and engage top-tier, passive candidates from the global luxury hospitality market.</li> <li> Conduct thorough interviews and screening to evaluate a candidate's leadership skills, business acumen, and alignment with Kempinski s values and brand standards.</li> <li> Act as a trusted advisor, managing stakeholder expectations and providing strategic market intelligence on talent trends in the industry.</li> <li> Lead all offer negotiations and manage the closing process with the utmost discretion and professionalism.</li> <li> Utilize our Applicant Tracking System (ATS) to manage a pipeline of candidates and provide strategic reports.</li> <li> Support Director of Global Talent with talent management, employer branding and key business projects that nurture the HR strategy. </li> <li> Position Kempinski as an employer of choice through curated job advertisements &amp; online branding. </li> <li> Build a network of hospitality candidates &amp; ensure a first in class candidate journey for prospective talents.</li> </ul>

Talent Partner

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