people and culture manager

LP Analyst

<div>
 <strong>
  Company Overview
  <br/>
  <br/>
 </strong>
 LP Analyst is a leading independent private asset cloud-based analytics and consulting solutions firm that works closely with many of the industry&rsquo;s most prominent institutional investors (LPs) and fund managers (GPs) to get better, more actionable decision-making intelligence into the hands of today&rsquo;s demanding investors.
 <br/>
 <br/>
 Our firm truly sits at the intersection of private asset analytics and consulting which means we take both a highly quantitative and qualitative approach to tackling big challenges and developing cutting-edge solutions for our clients. For our analyst team, this means not only getting into the details when working with large amounts of private asset data across a wide range of strategies but also an opportunity to synthesize this information, through the firm&rsquo;s proprietary reporting and analytics platform, for key decision makers at our clients&rsquo; investment programs, including private asset class leads and chief investment officers.
 <br/>
 <br/>
 If you are a high achiever with a passion for learning about the private asset analytics and consulting landscape while also being part of a strong, motivated and innovative team of forward-thinking professionals, LP Analyst might be the right place for you.
 <br/>
 <br/>
 LP Analyst encourages and promotes diversity within its team. Women, minorities, people with disabilities, veterans and members of all underrepresented groups are strongly encouraged to apply.
 <br/>
 <br/>
 <strong>
  Job Summary
  <br/>
  <br/>
 </strong>
 LP Analyst is seeking a proactive and people-focused professional to join our HR team as a People and Culture Manager. In this role, you will help shape and enhance the employee experience across the firm by managing onboarding, benefits, culture-building initiatives, and key HR processes such as performance reviews. You will serve as the day-to-day point of contact for employee questions and coordinate programs that foster a positive, engaged, and high-performing workplace.
 <br/>
 <br/>
 This is an ideal opportunity for an HR professional who enjoys a mix of hands-on execution and program ownership, wants to help build culture in a growing professional services firm, and thrives in a collaborative environment.
 <br/>
 <br/>
 <strong>
  Responsibilities And Duties
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Oversee the onboarding and offboarding experience, ensuring smooth transitions and a consistent, culture-focused employee journey
  </li>
  <li>
   Serve as the first point of contact for employee questions on HR policies, benefits, and programs
  </li>
  <li>
   Maintain accurate employee records and ensure compliance with applicable labor laws and internal policies
  </li>
  <li>
   Manage benefit plan administration in partnership with our benefits broker, including employee communications, enrollment changes, and open enrollment logistics and COBRA administration
  </li>
  <li>
   Coordinate the firm&rsquo;s annual performance review process, including timeline planning, communications, tracking completion, and supporting managers through the process
  </li>
  <li>
   Oversee recruiting processes and strategy, partnering with internal recruiters and hiring managers to ensure a smooth and consistent candidate experience
  </li>
  <li>
   Collaborate with internal teams and provide guidance to the office manager to plan and oversee culture and engagement initiatives, including events, recognition programs, and employee surveys
  </li>
  <li>
   Coordinate and deliver HR-related training programs (e.g., compliance training, management development sessions, DEI initiatives), leveraging external resources as needed
  </li>
  <li>
   Support managers with employee relations matters, documentation, and follow-up actions
  </li>
  <li>
   Monitor HR trends, recommend process improvements, and contribute to a positive, collaborative culture across the firm
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Qualifications And Skills
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Bachelor&rsquo;s degree in Human Resources, Business, or a related field preferred
  </li>
  <li>
   4&ndash;6 years of HR experience in a high-growth corporate environment, preferably in financial services
  </li>
  <li>
   Experience with benefits administration, HR compliance, and employee relations required
  </li>
  <li>
   Familiarity with performance review processes and HRIS systems
  </li>
  <li>
   Excellent organizational skills, attention to detail, and ability to manage multiple priorities
  </li>
  <li>
   SHRM-CP, PHR, or similar HR certification preferred
  </li>
  <li>
   Strong interpersonal skills and ability to build trust with employees and managers at all levels
  </li>
  <li>
   Proactive, solution-oriented mindset with a focus on delivering a great employee experience
  </li>
  <li>
   Comfortable handling sensitive information with discretion and professionalism
  </li>
  <li>
   Positive attitude and enthusiasm for supporting a growing team and shaping company culture
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Why LP Analyst?
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Comprehensive onboarding and training programs
  </li>
  <li>
   Collaborative, high-performing team culture with smart, supportive colleagues
  </li>
  <li>
   Company-sponsored 401(k) plan, healthcare, and dental insurance
  </li>
  <li>
   Competitive compensation and fully paid parental leave
  </li>
  <li>
   Generous paid time off that increases with tenure, plus an annual volunteer day
  </li>
  <li>
   Casual dress code, frequent team events, and a downtown Dallas office with paid parking, free snacks, and other perks
   <br/>
   <br/>
  </li>
 </ul>
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</div>


People and Culture Manager

Plan International

<div><p><b>The Organisation</b></p><p></p><p><br>
Plan International is an independent development and humanitarian organisation that advances children&rsquo;s rights and equality for girls. We believe in the power and potential of every child but know this is often suppressed by poverty, violence, exclusion and discrimination. And it is girls who are most affected.</p><p><br>
</p><p>Working together with children, young people, supporters and partners, we strive for a just world, tackling the root causes of the challenges girls and vulnerable children face. We support children&rsquo;s rights from birth until they reach adulthood and we enable children to prepare for and respond to crises and adversity. We drive changes in practice and policy at local, national and global levels using our reach, experience and knowledge.</p><p><br>
</p><p>For over 85 years, we have rallied other determined optimists to transform the lives of all children in more than 80 countries.</p><p><br>
</p><p>We won&rsquo;t stop until we are all equal.</p><p>
Plan started working in Egypt in 1981 and has a presence in five of the 27 governorates in which the country including Greater Cairo, Alexandria, and Upper Egypt, Plan started working in Egypt in 1981 and has a presence in ten of the 27 governorates in which the country including Greater Cairo, Alexandria, Damietta, Aswan and Assuit. Plan international Egypt implements programmes designed to enable communities to improve the lives of the most marginalised children and their families. Plan Egypt&rsquo;s Country Strategy focuses on five strategic objectives.</p><p>
Through a five-interconnected, gender transformative and context-fit country objectives, PIE intends along with the various stakeholders at all levels to continue delivering positive and transformative changes so that <b>&ldquo;Children, especially girls, and young people grow up in an enabling environment, realizing their rights and contributing in both development and humanitarian settings as active agents of change&rdquo;.</b></p><p><br>
</p><p><b>The Country People and Culture Manager will:
</b></p><ul><li>Understand, influence, and Interpret the Country Strategy and Plan International Inc (PII) P&amp;C&rsquo;s Strategic Plan and priorities to develop and implement Country Office P&amp;C strategic and operational plans to enhance the Country Office&rsquo;s performance through our people.
</li><li>Partner with the Country Leadership Team (CLT) to nurture an agile organisational culture in the CO, underpinned by our values and feminist principles.</li><li>
Lead and manage the P&amp;C function in the Country Office (CO) focusing on responsive and efficient operations and targeted excellence.
</li><li>Build CO P&amp;C capacity and capability to deliver CO strategic and operational plans, through competency assessments, learning and development, performance and talent management, workforce planning, etc.
</li></ul><p><b>Accountabilities and Main Work Activities</b></p><p></p><p><b><br>
Strategic Leadership and Direction</b></p><p>
Understand, influence, and Interpret the Country Office strategy and Plan International Inc (PII) P&amp;C&rsquo;s Strategic Plan and priorities to develop and implement CO P&amp;C strategic and operational plans to enhance the Country Office&rsquo;s performance through our people.
</p><ul><li>Be an active participant and contributor to the Regional and the Global P&amp;C team (i.e., sharing of skills, ideas, and expertise)
</li><li>Influences the development of PII P&amp;C strategy and ensures and supports operational implementation within the country office and the region, to enhance the Country Office&rsquo;s performance through our people.</li><li>
Operate as One Plan across the breadth of P&amp;C specialisations. Integrate P&amp;C work in the CO operations and programme planning (including people aspect of project/grants from proposal development to grants completion) as appropriate. Foster a culture of inclusivity, diversity, and equity in the CO.</li></ul><p></p><p><b><br>
Agile Organisational Culture</b></p><p>
Partner with the Country Leadership Team (CLT) to nurture an agile organisational culture in the CO, underpinned by our values and feminist principles.
</p><ul><li>Partner with management to build a highly engaged and inspired team and achieve targeted excellence through our people.
</li><li>As a member of the Country Management Team, support change management and initiatives required for sustainability, accountability, and quality.</li><li>
Adopt a culture of continuous improvement as part of the Country Leadership Team (CLT) &ndash; process, policies, and systems, conduct reflections and analysis with CLT of P&amp;C Key Performance Indicators for making strategic decisions and improvements.</li></ul><p></p><p><b><br>
Globally integrated, responsive, and efficient P&amp;C function</b></p><p></p><p><br>
Lead and manage the P&amp;C function in the Country Office focusing on responsive and efficient operations and targeted excellence.</p><ul><li>
Ensure <b>high-quality operational service</b> across the full employee lifecycle for staff, including but not limited to contracts of employment, pre-employment checks, onboarding, payroll, probation, sickness absence, parental leaves, job changes and exit. Ensure that the country's P&amp;C function (policies, procedures, systems, and controls) is in place and compliance with PII policies, P&amp;C frameworks local labour laws and requirements.</li><li>
Ensure implementation and enriching PII P&amp;C strategic priorities within the CO, specifically around Employee Relations, Equity, Diversity and Inclusion, Engagement, Talent Acquisition, Performance Management and Succession Planning, Total Rewards, Staff Care and Wellbeing, Data and Analytics, Employee Value proposition etc., to ensure successful implementation.</li><li>
Make decisions, develop solutions to diverse and complex problems and anticipate and resolve challenges within the country and in line with regional and P&amp;C policies/ parameters.</li><li>
Ensure the <b>Talent Acquisition</b> pipeline is in place and critical positions are filled within expected timelines to enable CO effective operations.</li><li>
Facilitate <b>Talent Management and Workforce/ Succession Planning</b>, including short and long-term succession bench strength for leadership and strategically critical roles. Contribute to cross-regional succession planning.</li><li>
Ensure <b>High-Performance culture</b> through coaching CO leadership, management, and staff in performance management. Ensure cadence is in place for CLT reflections, staff objective setting, mid-year, and annual performance reviews, development plans, regular 121 on deliverables, aligned to values, wellbeing, and development, etc.</li><li>
Ensure <b>Staff Care and Wellbeing</b> practices are in place, in line with the global framework and CO context, Staff Care Framework is adjusted to the local context and applied consistently, Staff Care champions are in place and EAP is used.</li><li>
Ensure <b>Employee Relations and Case Management</b> practices are robust and in line with global framework and use of data and trends to address focus areas, update policies, communication and training and leadership decision making.</li><li>
Interpret people-related <b>Data and Analytics</b> drive data-driven decision-making by the CLT. Facilitate ongoing data integrity and staff ownership of their data on HRIS. Work to continually improve data and reporting to help COs to enhance their performance.</li><li>
Ensure <b>Total Rewards </b>policy and practices is embedded and aligned with the CO context and PII Total Rewards philosophy.</li><li>
Support the humanitarian response plans according to the Emergency Response Manual and CO Disaster Preparedness Plan. Support and provide expertise and advice to the Surge P&amp;C Manager.</li></ul><p></p><p><b><br>
P&amp;C capacity and capability</b></p><p>
Build CO P&amp;C capacity and capability to deliver CO strategic and operational plans, through competency assessments, learning and development, performance and talent management, workforce planning, etc.
</p><ul><li>Coach, monitor and train the P&amp;C team to ensure teams are equipped to deliver on agreed P&amp;C services and priorities, in line with global P&amp;C strategy, plans and frameworks.</li><li>
Work with P&amp;C teams to identify:<ul><li>
capability gaps and training requirements and develop strategies and plans to address needs/gaps.</li><li>
talent pools and manage capability and capacity development opportunities.
</li></ul></li><li>Oversee competency development, talent and performance management, succession planning and workforce planning of staff and roles in the P&amp;C function of the Country Office.</li><li>
Support the PII P&amp;C in the design and roll out of capability development initiatives within the country office.</li><li>
Ensure the P&amp;C team is equipped to support national, international, and hosted employees in the country.</li><li>
Analysis and preparation and presentation of analysis of key areas for Country Management Team; cost-efficiency, staff turnover, in-depth analysis and development of scenarios of possible pathways of mitigation key risks in their area of expertise.</li></ul><p><b><br>
</b></p><p><b>Risk Management</b></p><ul><li>
Responsible for participating in the identification, assessment and control of risks and reporting any incidents or concerns regarding risks or the control environment;</li><li>
Ensure compliance with risk-related standards, including in areas such as Child and Youth Safeguarding and Protection, Gender equality and inclusion, Counter Fraud, Safety and Security.&rdquo;</li></ul><p></p><p><b><br>
Working with Partners</b></p><ul><li>
Provide Support to partners capacity building on People and Culture function.</li></ul><p><b>
Safeguarding Children and Young People and Gender Equality and Inclusion (GEI)</b></p><ul><li>
Understands and puts into practice the responsibilities under Safeguarding and GEI policies and Plan International&rsquo;s Code of Conduct (CoC), ensuring that concerns are reported and managed in accordance with the appropriate procedures.</li><li>
Ensures that Humanitarian Program staff are properly inducted on and understands their role in upholding Plan International&rsquo;s safeguarding and GEI policies;</li><li>
Ensures that Plan International&rsquo;s global policies for Safeguarding Children and Young People and Gender Equality and Inclusion are fully embedded in project design, during implementation and as principles applied in day-to-day work of Programme team;
</li><li>Ensures that Plan Egypt contributes to Plan International&rsquo;s global efforts to ensure safeguarding and GEI, including making sure that relevant reporting and data are submitted.</li></ul><p></p><p><br>
Please click here to view and download the JD</p><p></p><p><b><br>
Location: </b>PIE CO, Maadi</p><p><b>
Type of Role: </b>One-year fixed term contract till 31/07/2026</p><div><b>
Reports to: </b>Head of Support Services<b>
</b></div><p><b>Closing Date: </b>06/11/2025</p><p><br>
</p><p><i>Equality, diversity and inclusion is at the very heart of everything that Plan International stands for.</i></p><p></p><p><i><br>
We want Plan International to reflect the diversity of the communities we work with, offering equal opportunities to everyone regardless of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation.</i></p><p></p><p><i><br>
Plan International is based on a culture of inclusivity and we strive to create a workplace environment that ensures every team, in every office, in every country, is rich in diverse people, thoughts, and ideas.</i></p><p></p><p><i><br>
We foster an organisational culture that embraces our commitment to racial justice, gender equality, girls&rsquo; rights and inclusion.</i></p><p></p><p><i><br>
Plan International believes that in a world where children face so many threats of harm, it is our duty to ensure that we, as an organisation, do everything we can to keep children safe. This means that we have particular responsibilities to children that we come into contact with and we must not contribute in any way to harming or placing children at risk.</i></p><p><br>
</p><p><i>A range of pre-employment checks will be undertaken in conformity with Plan International's Safeguarding Children and Young People policy. Plan International also participates in the </i><i>Inter Agency Misconduct Disclosure Scheme.</i><i> In line with this scheme we will request information from applicants previous employers about any findings of sexual exploitation, sexual abuse and/or sexual harassment during employment, or incidents under investigation when the applicant left employment. By submitting an application, the job applicant confirms their understanding of these recruitment procedures.
</i></p><p><b><i>Please note that Plan International will never send unsolicited emails requesting payment from candidates.</i></b></p></div>

Country People and Culture Manager

State of Washington

<div><div><div><h2 class="jobSectionHeader"><b>Description</b></h2></div>
<p></p><div><b>People and Culture</b><b> Manager (WMS2)</b><br>
Are you passionate about creating meaningful employee experiences? Do you thrive on connecting people, ideas, and opportunities to build a culture of belonging and growth? If so, we want YOU to join our dynamic Human Resources Division as our next People and Culture Manager!<br>
<br>
At the <b>Department of Commerce</b>, we&rsquo;re reimagining what&rsquo;s possible in government. We&rsquo;re builders, thinkers, and change-makers, working at the intersection of innovation, community, and impact. From unlocking critical funding to fueling inclusive economic growth, we&rsquo;re turning big ideas into real-world solutions that uplift people and places.<p>
Our agency&rsquo;s strength lies in the diversity of our workforce and the breadth of the lived experiences and perspectives employees bring to the work. We believe equity is not just a value but a practice, which is reflected in how we design programs, engage communities, and deliver outcomes. We foster a workplace culture where curiosity is encouraged, bold thinking is welcomed, and collaboration drives our impact.</p>
Let&rsquo;s build what&rsquo;s next, together.<br>
<br>
As our <b>People and Culture Manager</b>, you&rsquo;ll be the heartbeat of our employee experience strategy. You&rsquo;ll embed Diversity, Equity, Access, and Inclusion (DEAI) principles into every corner of HRD&mdash;policy, standards, programs, and services. You&rsquo;ll collaborate across divisions to deliver engaging, inclusive, and growth-oriented experiences from day one to retirement.<p>
You&rsquo;ll also serve as a strategic advisor on the <b>Human Resource Management (HRM) Team</b>, helping leadership shape a culture that promotes awareness, removes barriers, and builds leadership capacity.</p></div><br>
<p></p>
<div><h2 class="jobSectionHeader"><b>Duties</b></h2></div>
<p></p><div><p><b>What you&rsquo;ll do:</b></p><p><b>
Employee Engagement and Culture:</b></p><ul><li>
Lead the charge on employee experience by analyzing new hire surveys, exit interviews, stay interviews, and recruitment data to identify trends and opportunities.</li><li>
Partner with internal experts (like our Workforce Planning and Development Manager) to turn insights into action.</li><li>
Administer and track statewide employee engagement surveys and represent Commerce on related committees.</li><li>
Champion Mission Based Teams (MBTs) and Commerce&rsquo;s equity plan.</li><li>
Oversee the entire employee lifecycle&mdash;from application to separation&mdash;including recruitment, onboarding, learning, leadership development, engagement, and well-being.</li><li>
Celebrate our people! Support and lead employee recognition efforts across the agency.</li></ul><p><b>
Leadership and Organizational Development:</b></p><ul><li>
Be our management guru! Provide expert guidance using methodologies like ADKAR, LEAN, Motivational Interviewing, and Conflict Mediation.</li><li>
Tailor change management plans to fit unique projects and strategic initiatives.</li><li>
Advise the CHRO on HR impact and DEAI integration to build a culture of belonging and resilience.</li></ul><p><b>
Cultural Competence and Inclusion:</b></p><ul><li>
Drive HRD&rsquo;s DEAI strategic alignment by developing and implementing anti-racism and inclusion strategies.</li><li>
Stay sharp by attending BRG events, trainings, workshops, and conferences.</li><li>
Bring fresh insights and best practices to HR policies and programs that center respect, inclusion, and belonging.</li></ul><p><b>
Why you&rsquo;ll love the role:</b></p><ul><li>
You&rsquo;ll be at the forefront of shaping a workplace culture that truly reflects our values.</li><li>
You&rsquo;ll collaborate with passionate professionals across the agency.</li><li>
You&rsquo;ll have the freedom to innovate, influence, and inspire</li></ul></div><p></p>
<div><h2 class="jobSectionHeader"><b>Qualifications</b></h2></div>
<p></p><div><p><b>Sound interesting? Here&rsquo;s what we are looking for:</b></p><p>
Any combination in the areas listed below totaling 9 total years. (Experience must include 6 or more years working full-time as a Human Resource Professional.)</p><ul><li>
Professional experience overseeing change management for teams, programs or organizations.</li><li>
Experience with equity, diversity, and inclusion that includes leading initiatives to promote inclusive workplace practices and organizing employee resource groups or diversity councils.</li><li>
Demonstrated understanding of how DEAI strategies are operationalized across departmental business service lines.</li><li>
Demonstrated ability to engage colleagues to promote trust, collaboration, participation, and partnership on DEAI efforts and initiatives.</li><li>
Ability to analyze, interpret, and apply Civil Service Rules, federal and state employment laws, agency policies and procedures, and collective bargaining agreements.</li><li>
Highly developed interpersonal skills: ability to establish effective working relationships to influence and communicate effectively when recommending and implementing statewide HR policies or decisions and working cooperatively and collaboratively with others.</li><li>
Advanced knowledge of effective human resource management and expertise in HR principles and practice.</li><li>
Experience leading and/or facilitating difficult conversations that relate to diversity, equity, inclusion, oppression, and/or racism.<br>
</li></ul><b>
It is preferred that qualified candidates also have:</b><br>
<ul><li>Bachelor&rsquo;s degree or Master&rsquo;s degree with major coursework in Human Resource Management, Business Administration, Public Administration, Organizational Management or related field.</li><li>Certifications - Certified Diversity Professional (CDP) OR Certified Diversity Executive (CDE), SPHR, SHRM-CP, or SHRM-SCP OR Certified Change Management Professional (CCMP) OR Lean Six Sigma OR Prosci.</li></ul>
<br>
<b>To be considered for this position the following are needed:</b><ul><li>
A complete and detailed online application.</li><li>
A cover letter (enter online).</li><li>
At least three professional references (enter online).</li></ul>
For questions about this recruitment, please contact our recruitment team via email: comrecruitment@commerce.wa.gov - please reference the job number in your message.</div><p></p>
<div><h2 class="jobSectionHeader"><b>Supplemental Information</b></h2></div>
<div><p><b>Work from Anywhere in Washington State</b><br>
This position may be located anywhere within Washington State though occasional travel to a Commerce office building or in-state travel to attend events or meetings may be required. If selected, you will need to travel to pick up equipment and receive instruction. Many Commerce employees work remotely or have a hybrid schedule.<br>
<br>
This recruitment may be used to fill future vacancies over the next 60 days.<br>
<br>
Technical support is provided by NEOGOV, 855-524-5627 (can't log in, password or email issues, error messages). DES job seeker support may answer general questions regarding the recruiting system at careershelp@des.wa.gov.<br>
<br>
<b>Our Commitment to Equal Opportunity</b><br>
The Washington State Department of Commerce is an equal opportunity employer. We strive to create a working environment that includes and respects cultural, racial, ethnic, sexual orientation and gender identity diversity. Women, racial and ethnic minorities, persons of disability, persons over 40 years of age, veterans or people with military status, and people of all sexual orientations and gender identities are encouraged to apply. Persons needing accommodation in the application, testing, or interview process or this job announcement in an alternative format may email Human Resources at Human.Resources@commerce.wa.gov. Applicants who are deaf or hard of hearing may call through the Washington Relay Service by dialing 7-1-1 or 1-800-833-6388.<br>
<br>
Department of Commerce also offers a competitive benefits package including: medical and dental insurance benefits, retirement and deferred compensation plans, 11 paid holidays each year, 14-25 vacation days per year (depending on length of employment), 8 hours of sick leave per month (if full time employed), bereavement leave, an employee assistance program, as well as other benefits. Please see the Benefits Tab for more details.</p></div></div></div>

People and Culture Manager (WMS 2)

Accor

<div><b>Company Description</b><p><br>
The iconic <b>Queen Elizabeth II (QE2)</b> is a historic gem and the only floating hotel in Dubai. The hotel features 447 distinctive rooms. A one-of-a-kind entertainment destination, rich in history where the past is relived in the luxury of today. Guest experience is a true British heritage and history with a visit to one of the world's most celebrated ocean liners, now permanently docked in the new marina at Dubai's Port Rashid in the UAE.</p><b><br>
Job Description</b><p><br>
We're seeking an enthusiastic and innovative People &amp; Culture Manager to join our team in Queen Elizabeth II - Managed By Accor. As the driving force behind our organization's most valuable asset &ndash; our people &ndash; you'll play a crucial role in shaping our company culture, fostering employee engagement, and aligning our workforce with our business goals.</p><ul><li>
Develop and implement comprehensive People &amp; Culture strategies that support our organization's mission and values</li><li>
Design and oversee employee development programs, including training initiatives and career progression plans</li><li>
Manage performance evaluation processes, promoting a culture of continuous feedback and growth</li><li>
Collaborate with leadership to address workforce planning needs and optimize organizational structure</li><li>
Champion diversity, equity, and inclusion initiatives across the organization</li><li>
Ensure compliance with local labor laws and regulations.</li><li>
Develop and maintain People &amp; Culture policies, procedures, and best practices</li><li>
Oversee employee relations, conflict resolution, and workplace investigations</li><li>
Implement and manage employee engagement and recognition programs</li><li>
Analyze People &amp; Culture metrics and provide data-driven insights to inform decision-making</li><li>
Manage the People &amp; Culture budget and resources effectively</li><li>
Develop and implement HR policies and procedures in compliance with UAE labor laws and company standards</li><li>
Design and deliver comprehensive onboarding and training programs for new hires</li><li>
Establish and manage performance management systems and employee engagement initiatives</li><li>
Partner with leadership to design organizational structure and succession plans</li><li>
Oversee employee relations, compliance, payroll, and benefits administration</li><li>
Drive initiatives that promote diversity, equity, and inclusion throughout the organization</li><li>
Facilitate continuous learning and professional development opportunities for all employees</li><li>
Collaborate with facilities management to ensure a safe and comfortable work environment</li><li>
Champion the company's culture and values, ensuring all people practices reinforce our brand promise</li><li>
Stay current with HR trends and best practices, implementing innovative solutions to enhance employee experience</li></ul><br>
<b>
Qualifications</b><br>
<ul><li>
Bachelor's degree in Human Resources, Business Administration, or a related field</li><li>
Minimum of 5 years of progressive HR experience, preferably in a multinational corporate setting</li><li>
Strong knowledge of UAE labor laws and HR best practices</li><li>
Excellent leadership, communication, and interpersonal skills</li><li>
Proven experience in developing and implementing HR strategies and policies</li><li>
Proficiency in HR information systems and analytics tools</li><li>
Experience in managing diversity and inclusion initiatives</li><li>
Strong analytical and problem-solving skills with attention to detail</li><li>
Ability to work collaboratively in a fast-paced, dynamic environment</li><li>
Excellent organizational and time management skills</li></ul></div>

<div>
 <strong>
  Company Description
  <br/>
  <br/>
 </strong>
 The iconic
 <strong>
  Queen Elizabeth II (QE2)
 </strong>
 is a historic gem and the only floating hotel in Dubai. The hotel features 447 distinctive rooms. A one-of-a-kind entertainment destination, rich in history where the past is relived in the luxury of today. Guest experience is a true British heritage and history with a visit to one of the world's most celebrated ocean liners, now permanently docked in the new marina at Dubai's Port Rashid in the UAE.
 <br/>
 <br/>
 <strong>
  Job Description
  <br/>
  <br/>
 </strong>
 We're seeking an enthusiastic and innovative People &amp; Culture Manager to join our team in Queen Elizabeth II - Managed By Accor. As the driving force behind our organization's most valuable asset &ndash; our people &ndash; you'll play a crucial role in shaping our company culture, fostering employee engagement, and aligning our workforce with our business goals.
 <br/>
 <br/>
 <ul>
  <li>
   Develop and implement comprehensive People &amp; Culture strategies that support our organization's mission and values
  </li>
  <li>
   Design and oversee employee development programs, including training initiatives and career progression plans
  </li>
  <li>
   Manage performance evaluation processes, promoting a culture of continuous feedback and growth
  </li>
  <li>
   Collaborate with leadership to address workforce planning needs and optimize organizational structure
  </li>
  <li>
   Champion diversity, equity, and inclusion initiatives across the organization
  </li>
  <li>
   Ensure compliance with local labor laws and regulations.
  </li>
  <li>
   Develop and maintain People &amp; Culture policies, procedures, and best practices
  </li>
  <li>
   Oversee employee relations, conflict resolution, and workplace investigations
  </li>
  <li>
   Implement and manage employee engagement and recognition programs
  </li>
  <li>
   Analyze People &amp; Culture metrics and provide data-driven insights to inform decision-making
  </li>
  <li>
   Manage the People &amp; Culture budget and resources effectively
  </li>
  <li>
   Develop and implement HR policies and procedures in compliance with UAE labor laws and company standards
  </li>
  <li>
   Design and deliver comprehensive onboarding and training programs for new hires
  </li>
  <li>
   Establish and manage performance management systems and employee engagement initiatives
  </li>
  <li>
   Partner with leadership to design organizational structure and succession plans
  </li>
  <li>
   Oversee employee relations, compliance, payroll, and benefits administration
  </li>
  <li>
   Drive initiatives that promote diversity, equity, and inclusion throughout the organization
  </li>
  <li>
   Facilitate continuous learning and professional development opportunities for all employees
  </li>
  <li>
   Collaborate with facilities management to ensure a safe and comfortable work environment
  </li>
  <li>
   Champion the company's culture and values, ensuring all people practices reinforce our brand promise
  </li>
  <li>
   Stay current with HR trends and best practices, implementing innovative solutions to enhance employee experience
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Qualifications
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Bachelor's degree in Human Resources, Business Administration, or a related field
  </li>
  <li>
   Minimum of 5 years of progressive HR experience, preferably in a multinational corporate setting
  </li>
  <li>
   Strong knowledge of UAE labor laws and HR best practices
  </li>
  <li>
   Excellent leadership, communication, and interpersonal skills
  </li>
  <li>
   Proven experience in developing and implementing HR strategies and policies
  </li>
  <li>
   Proficiency in HR information systems and analytics tools
  </li>
  <li>
   Experience in managing diversity and inclusion initiatives
  </li>
  <li>
   Strong analytical and problem-solving skills with attention to detail
  </li>
  <li>
   Ability to work collaboratively in a fast-paced, dynamic environment
  </li>
  <li>
   Excellent organizational and time management skills
  </li>
 </ul>
</div>


Enerjisa

<div>
 <p>
  <strong>
   Who we are
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <p>
  The Path to the Future is with Enerjisa!
 </p>
 <p>
  <br/>
 </p>
 <p>
  We work in line with our vision of a sustainable energy world for all; and we accelerate sustainable energy transformation by providing the infrastructure and services required for the future.
 </p>
 <p>
  <br/>
 </p>
 <p>
  We focus on creating value both for our employees and society at each step we take to succeed today and in the future.
 </p>
 <p>
  <br/>
 </p>
 <p>
  As the agile and innovative energy company of T&uuml;rkiye, we focus on people and build all our activities on the values
  <strong>
   of integrity, passion, courage, continuous development,
  </strong>
  <strong>
   and engagement.
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   At Enerjisa, we adopt an approach that embraces differences and includes everyone, and we believe that the diversity in our work environment is enriching.
  </strong>
 </p>
 <p>
  <strong>
   We ensure that all our candidates are evaluated in an equal and fair manner, and we conduct our recruitment processes with a philosophy devoid of prejudices
  </strong>
  .
 </p>
 <p>
  <br/>
 </p>
 <p>
  What about being a part of our energy?
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   What we do
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <p>
  Pioneering the energy transformation in T&uuml;rkiye with a particular focus on sustainability and the vision for a better future for all, Enerjisa Enerji provides service to 25 percent of T&uuml;rkiye in electricity distribution and retail, which are the main fields of activities of the company. Being the prominent player in the industry, our company reaches 10.7 million customers in 14 provinces and provides electricity distribution services to more than 22 million users. Furthermore, while Enerjisa Enerji offers renewable energy, efficiency, and green energy solutions to its customers via its Energy of My Business brand, the company also operates the first and fastest charging station network in T&uuml;rkiye with E&scedil;arj, the company of which Enerjisa owns majority of its shares.
 </p>
 <p>
  <br/>
 </p>
 <p>
  We offer sustainable solutions touching peoples&rsquo; lives with our business models focused on efficiency and technology in line with our approach centering on people, technology, and customers. During the course of our activities, we have the goal of assessing new opportunities in the sector and creating value for our partners, customers, employees, suppliers, andcommunity.
 </p>
 <p>
  <br/>
 </p>
 <p>
  As the agile and innovative energy company of T&uuml;rkiye, we are powered by people and build our activities on the values of integrity, passion, courage, continuous development, and engagement.
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   What awaits you in this role
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <p>
  We are looking for a colleague for our
  <strong>
   People and Culture
  </strong>
  Team
  <strong>
  </strong>
  !
 </p>
 <p>
  <br/>
 </p>
 <ul>
  <li>
   Lead and oversee all People &amp; Culture functions, including Talent Acquisition, Talent Management, Training &amp; Development, Reward Management, and HR projects.
  </li>
  <li>
   Act as a strategic business partner to departments by analyzing organizational needs and defining both current and future workforce capabilities.
  </li>
  <li>
   Build trusted relationships with leaders and employees, providing expert guidance on people-related matters and organizational development.
  </li>
  <li>
   Foster a strong and engaging workplace culture by coordinating initiatives that enhance employee experience and alignment with company values.
  </li>
  <li>
   Coordinate workforce planning and budgeting processes in line with organizational objectives and business growth.
  </li>
  <li>
   Manage the end-to-end recruitment process, ensuring effective talent attraction, selection, and offer management.
  </li>
  <li>
   Implement talent management strategies in collaboration with line managers to ensure capability development, retention, and leadership pipeline continuity.
  </li>
  <li>
   Monitor and report People &amp; Culture KPIs by preparing regular dashboards and executive reports.
  </li>
  <li>
   Oversee Training &amp; Development activities, including program design, ensuring alignment with organizational priorities.
  </li>
  <li>
   Support People &amp; Culture digitalization initiatives, enhancing process efficiency and employee experience.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   What we expect
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <ul>
  <li>
   Bachelor&rsquo;s or Master&rsquo;s degree in Business Administration, Human Resources, Industrial Psychology, or a related field,
  </li>
  <li>
   Minimum 10 years of experience in Human Resources,
  </li>
  <li>
   Proven experience in leading teams and functions at both strategic and operational levels,
  </li>
  <li>
   Strong business acumen with excellent communication, influencing, and stakeholder management skills,
  </li>
  <li>
   Demonstrated ability to manage multiple projects effectively in a fast-paced environment.
  </li>
  <li>
   Strong analytical and strategic thinking capabilities, with keen attention to detail,
  </li>
  <li>
   Fluency in written and spoken English,
  </li>
  <li>
   Proficiency in MS Office applications and SAP (or similar HRIS tools).
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   How we conduct our recruitment process
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <ul>
  <li>
   Pre-Interview
  </li>
  <li>
   Personality Inventory, General Aptitude and English Tests
  </li>
  <li>
   People and Culture Interview
  </li>
  <li>
   Leadership Assessment Inventory
  </li>
  <li>
   Assessment Center
  </li>
  <li>
   Reference Check
  </li>
  <li>
   Offer Stage
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   What are the privileges of being an Enerjisa employee
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <ul>
  <li>
   Hybrid work model supported by ergonomics and communication,
  </li>
  <li>
   Flexible working hours and hours without meetings,
  </li>
  <li>
   Extensive private health, and life insurances &amp; company-supported Private Pension Insurance,
  </li>
  <li>
   Inter-departmental rotation opportunities,
  </li>
  <li>
   Training &amp; development opportunities supporting both personal and professional competencies,
  </li>
  <li>
   Leave package including 5-Day Welcome Leave, Birthday and Extended Parental Leaves,
  </li>
  <li>
   Employee Support and Counseling Practice Resources (Meditopia),
  </li>
  <li>
   Fuel allowance.
  </li>
 </ul>
 <p>
 </p>
</div>


The Coca-Cola Company

<div><div><div><div><div><div><div><div>Egypt (Cairo)
</div></div></div></div><div><div><div>Human Resources
</div></div></div><div><div><div>On-site
</div></div></div><div><div><div>Leaders
</div></div></div></div></div></div><div><div><div><div><div><p><b>ABOUT YOUR NEW JOB</b></p><p></p><p>
As a People and Culture Manager you will be responsible for partnering with the FHs and FHs-1 to set and execute an end-to-end people strategy that will drive the function&rsquo;s talent output, evolve leadership and culture, achieve high engagement, productivity and enable the development of the necessary organizational capabilities.</p><p></p><p><b>
ABOUT YOUR NEW JOB RESPONSIBILITIES</b></p><p></p><p><b>
Organizational Design, Productivity &amp; Capabilities</b></p><ul><li>
Performs Workforce Planning with FHs and builds long term plans behind organizational structures design, roles evolution, culture, capabilities and talent needs that feed into BU and functional annual business plans.</li><li>
Drives productivity improvement initiatives in line with BU and functional priorities (Speed &amp; Efficiency, Customer Focus, PC as % of NSR, Mgnt. Ratio).</li><li>
Regularly reviews Headcount and People Cost planning with FH, FH-1 and HR (HR BP, Rewards) in BPMS cycle, with continuous improvement actions.</li><li>
Support in progressing behind building critical organizational capabilities via relevant functional plans development (RGM, RTM, Talent Management., etc.).</li><li>
Drives Change Management behind key organizations, re-structure and other people change initiatives.</li><li>
Partners with L&amp;D to secure the right LMs upskilling interventions are executed for building capabilities and enabling LMs to drive the People Agenda.</li></ul><p></p><p><b>
Culture &amp; Engagement
</b></p><ul><li>Analyzes Culture &amp; Engagement insights, identifies key strengths and focus areas, and partners for driving the implementation of impactful initiatives behind culture evolution and improvement in employee experience in line with Group, BU and functional direction achieving relevant BU targets.</li><li>
Drives initiatives and end to end plan for building New Ways of Working for the functions.</li></ul><p></p><p><b>
Performance
</b></p><ul><li>Supports Change Leaders&rsquo; On-boarding, and partners with L&amp;D for Team Effectiveness workshops as well as transition Coaching for FHs &amp; FHs-1.</li><li>
Assesses on-boarding, time to perform &amp; turnover insights and agrees with HR BP targeted interventions to continuously improve employee lifecycle.</li><li>
Handles with FHs cases of underperformance at FH-1 level, consulting on improvement plans and decision making where needed.</li></ul><p></p><p><b>
Talent
</b></p><ul><li>Owns the Change Leaders talent management, partnering with FHs, FHs -1 and working with TD for securing a healthy talent pipeline (talent reviews, IDPs quality, succession planning, talent pools management and targeted interventions/programs, career planning, agreed actions follow up).</li><li>
Owns the planning and execution of talent moves for Change Leaders &amp; FH-1, partnering with GM, FHs, Talent &amp; Rewards.</li><li>
Ensures a holistic Talent Management strategy is in place for HiPos &amp; critical talent pools across layers and executed via LMs with HR BP &amp; TD support.</li><li>
Agrees with FHs &amp; FHs-1 function workforce refresh initiatives and coordinates with respective HR Business Partner and Talent teams for implementation.</li></ul><p></p><p><b>
ARE THESE YOUR SECERET INGRIDENTS</b></p><p></p><p><b>
Capabilities Required to Perform in the roles</b></p><ul><li>
Productivity Workforce Planning.</li><li>
Employee Experience.</li><li>
Nurturing Culture (turning insights into impactful actions).</li><li>
Building Org. Capabilities.</li><li>
PC Planning &amp; Controlling.</li><li>
Succession Planning HR Business Partnership.</li><li>
Change Management.</li><li>
On-boarding.</li><li>
Talent Development (identify, retain, develop).</li></ul><p></p><p><b>
Critical KBIs</b></p><ul><li>
Functions&rsquo; performance NSR, PC % of NSR, Management Ratio.</li><li>
Culture &amp; Engagement Index targets achievement.</li><li>
CLs &amp; FLLs Bench Strength, Pipeline Utilization, Int. Promotion.</li><li>
Regretted Turnover.</li></ul><p></p><p><b>
HOW WE WILL SUPPORT YOU</b></p><ul><li>
You&rsquo;ll have a buddy who will introduce you to the business, your daily routines during your onboarding period.</li><li>
International career opportunities: As a large and expanding company, we offer unique opportunities for role changes and enriching experiences and capabilities, including cross-functional transitions and international assignments.</li><li>
4 unique core values: Customer first, We over I, Make it simple and Deliver sustainably form the foundation of a robust culture that enables continuous and sustainable growth.</li><li>
Competitive remuneration and social package</li></ul><p></p><p><b>
ABOUT YOUR NEW TEAM</b></p><p>
We are Coca-Cola Hellenic, a growth-focused consumer goods business and strategic bottling partner of the Coca-Cola Company. We bottle, distribute and sell an unrivalled range of products in 29 markets in Europe, Africa and Eurasia. As we do, we create value for all stakeholders, support socio-economic growth and build a more positive environmental impact.</p><p>
We bring together more than 30,000 people from over 70 nationalities, coming from five continents. The diversity of our markets, from mature to emerging economies, provides a wide range of attractive opportunities for growth.</p><p>
 We nurture our talents. We give opportunities to people across all functions and levels, as well as different geographies, backgrounds and education. We are willing to take a risk on the people we believe in, even if they don&rsquo;t have the perfect experience. We have faith in what every person can be.
</p><p>And although we have so much to be proud of, we always stay humble. We believe the real magic happens &ndash; for us and for you &ndash; when we OPEN UP.&quot;</p><p></p><p>
At Coca-Cola HBC, we are an inclusive employer that thrives on diversity. This means our environment provides equal opportunities for all, regardless of race, color, religion, age, disability, sexual orientation, or gender identity. Join us in nurturing a culture where everyone belongs and contributes to our collective success.</p><br>
</div></div></div></div></div><div><div><div><h3 class="jobSectionHeader"><b>Benefits
</b></h3></div></div><div><div><div><div><div>Bonus incentives</div>
</div></div><div><div><div>Development opportunities</div>
</div></div><div><div><div>IT Equipment</div>
</div></div><div><div><div>Learning programs</div>
</div></div><div><div><div>Medical Insurance</div>
</div></div><div><div><div>Free product quota</div>
</div></div><div><div><div>Supportive team</div></div></div></div></div></div></div>

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