talent development manager

MAPFRE Insurance

<p></p><div><p><b>Summary</b></p><br>
<p></p>
<div>
Are you interested in leading a significant transformation at a global company? We&rsquo;re building a future-ready workforce, and we need a visionary Senior Program Manager to lead the charge. This is a hybrid opportunity in either Boston, MA or Webster, MA with the ability to work remotely 2 days per week (occasional travel to our USA headquarters in Webster, MA will be necessary).</div><br>
<div></div>
<div><b>
Responsibilities</b></div><br>
<div></div>
<div>
The Senior Program Manager position is responsible for setting the enterprise-wide strategy for leadership development and our critical role pipeline. Together in partnership with Human Resources Business Partners and global talent development colleagues, this role will help us set our talent development strategy, develop great leaders, and transform the way we work.</div><br>
<div></div>
<ul>
<li>In partnership with senior leaders and internal stakeholders, create long-term talent strategies to develop leaders in an AI-enabled organization.</li>
<li>Design and deliver upskilling and reskilling initiatives to enable employees to acquire the future-ready skills needed for tomorrow&rsquo;s challenges (e.g. GenAI, machine learning, data science).
</li><li>Independently scope, design, and deliver talent development programs that address leadership, self-awareness, collaboration, analytical thinking, innovation, technical skills, etc.</li>
<li>Design and administer high-touch executive assessment, learning, and coaching programs.</li>
<li>Proactively consult with leaders to identify, diagnose, and problem solve organizational effectiveness opportunities while building positive, value-added relationships with internal stakeholders.</li>
<li>Facilitate instructor-led programs for employees, managers, and executives in a way that provides a high-quality learner experience while achieving learning objectives.</li>
<li>Provide guidance and direction to more junior talent development employees.</li></ul><br>
<p></p>
<p><b>
Qualifications</b></p><br>
<p></p>
<p><b>
Education:</b></p>
<p>
Bachelor's Degree or professional level of knowledge in a specialized field, or equivalent related experience</p>
<p><b>
Experience:</b></p>
<div>
8+ years of experience or equivalent related knowledge</div><div></div><div><b><br>
Why Mapfre?</b></div><br>
<p></p>
<div>
As a global insurance leader with a strong local presence, we offer more than a job &mdash; we provide a purpose-driven career where your growth, well-being, and impact truly matter.</div><br>
<div></div>
<div><b>
Purpose &amp; Culture:</b> Join a company built on trust, collaboration, and inclusion. Our values guide everything we do, creating a workplace where people feel respected and empowered.</div><br>
<div></div>
<div><b>
Comprehensive Benefits:</b> Enjoy competitive health coverage, retirement plans, paid time off, flexible work options, and lifestyle perks like employee discounts.</div><br>
<div></div>
<div><b>
Career Growth:</b> Advance your skills through tuition reimbursement, leadership programs, and internal mobility opportunities. Your development is our priority.</div><br>
<div></div>
<div><b>
Social Responsibility:</b> Contribute to meaningful initiatives through Fundaci&oacute;n Mapfre, supporting communities and sustainability worldwide.</div><br>
<div></div>
<div>
Pay Philosophy: The typical starting salary range for this role is determined by several factors including skills, experience, education, certifications, and location. Some roles at Mapfre are eligible for commission and/or bonus earnings, in addition to salary, calculated based upon factors set forth in the compensation plan for the role.</div><br>
<p></p>
<div><b>
Salary Range </b>$120,000 - $150,000</div><br>
<p></p>
<div><i>
If you require an accommodation for a disability so that you may participate in the selection process, you are encouraged to contact the Mapfre Insurance Talent Acquisition team at </i><i>talentacquisition@mapfreusa.com.</i></div><br>
<p></p>
<div><i>
We are proud to be an equal opportunity employer.</i></div></div><p></p>

Sr. Program Manager, Talent & Leadership Development (Hybrid Boston or Webster, MA)

Hut 8

<div><div><p><b>ABOUT HUT 8</b></p>
<p>
Imagine the ultimate destination for those who want to work at the cutting edge of technology, energy, and infrastructure. Hut 8 is on a mission to build and operate some of the world's largest data centers for next-generation computing workloads, including AI, Colocation, Cloud, and Bitcoin Mining. We are proud to offer interesting and challenging opportunities for individuals who want to build teams, solve problems, and make an impact from day one. If you're an ambitious individual looking for a career that is as rewarding as it is challenging, you've come to the right place.</p></div><p><b>
The Opportunity</b></p>
<p>
Lead all talent strategy and programs for Hut 8, a publicly traded energy infrastructure platform. This role operates differently depending on the domain.</p>
<p>
In talent acquisition, your job is to make everyone else better at hiring. You build the systems, standards, and infrastructure that allow the talent acquisition partners to be at their best, hiring managers and leaders to identify and select A-players with confidence and speed. You set the quality bar, shape the candidate value proposition, and create the tools and processes that scale great hiring decisions across the business.</p>
<p>
In talent management, you own the domain end to end. Performance, development, and leadership programs are yours. You define what good looks like at every level, build the systems that connect performance to pay and progression, and ensure the people we hire continue to grow once they're here. The outcomes here live with you.</p>
<p>
Across both, you bring a commercial mindset to every workforce decision, knowing when to hire, when to build capability internally, and when technology can do the work instead.</p>
<p><b>
What You'll Own</b></p>
<p><b>
Talent Strategy</b></p>
<ul><li> Partner with Finance and functional leaders to translate business objectives into workforce plans - build vs. buy decisions, automation opportunities, and a clear commercial rationale for every hire</li></ul>
<ul><li> Build a talent map of the organization: where we have the right people, where we're thin, and where technology or AI can replace or augment headcount rather than defaulting to hiring</li></ul>
<p><b>
Talent Management</b></p>
<ul><li> Design and implement the Hut 8 performance management system - built around peer feedback, clear performance standards, and direct connection to compensation decisions</li></ul>
<ul><li> Build the annual performance cycle in Rippling: goal-setting, feedback, calibration, and pay linkage</li></ul>
<ul><li> Build the promotion framework: clear criteria by level, transparent process, and a defined path from entry-level to senior individual contributor</li></ul>
<ul><li> Own high-potential program and mentoring initiatives</li></ul>
<ul><li> Develop leadership capability across the organization - programs and coaching for technical leaders and people managers</li></ul>
<ul><li> Enable team effectiveness in a flat organizational structure with wide spans of control</li></ul>
<ul><li> Create L&amp;D strategy for critical capabilities (communication, influence, collaboration, project management)</li></ul>
<p><b>
AI &amp; Technology</b></p>
<ul><li> Identify and deploy AI-enabled tools that materially improve efficiency or quality in hiring, performance, or talent development - measurable impact, not technology for its own sake</li></ul>
<ul><li> Continuously evaluate where technology can do work humans are doing today - and build that lens into workforce planning</li></ul>
<p><b>
Talent Acquisition Program</b></p>
<ul><li> Own the Hut 8 Way for hiring - design and embed a rigorous, consistent selection methodology (structured interviews, psychometric tools, case studies, AI-assisted screening) that becomes how every hiring manager evaluates talent</li></ul>
<ul><li> Define what an A-player looks like at Hut 8 by role and level - quality is the metric that matters, not volume or speed</li></ul>
<ul><li> Design the candidate value proposition - why the best people should choose Hut 8. Make the offering clear, compelling, and differentiated</li></ul>
<ul><li> Support and develop the talent acquisition team (4 Talent Acquisition Partners + Talent Acquisition Program Manager) - set direction, raise the bar, and drive down agency use</li></ul>
<p><b>
What We're Looking For</b></p>
<p><b>
Must-Haves</b></p>
<ul><li> 10+ years in talent/people leadership roles or consulting, with experience across business strategy, program lifecycles, talent acquisition and/or talent development</li></ul>
<ul><li> Commercially minded: understands the business deeply and translates strategy into workforce decisions - not just HR programs</li></ul>
<ul><li> Talent development expertise: designed performance systems, built promotion frameworks, developed leadership programs</li></ul>
<ul><li> High-growth company experience: thrived in environments scaling quickly</li></ul>
<ul><li> Executive presence: can influence senior leaders, make the case for investing in people, coach executives</li></ul>
<ul><li> Systems thinker: builds frameworks and processes that scale, not one-off solutions</li></ul>
<ul><li> Player-coach mentality: hands-on when needed but knows when to delegate and develop the team</li></ul>
<p><b>
Who Thrives Here</b></p>
<ul><li> You bring a commercial lens to talent - you think about workforce decisions the way the business thinks about capital allocation</li></ul>
<ul><li> You are a deep, first-principles thinker and well-read on current thinking around organizational talent and performance</li></ul>
<ul><li> You move fast and aren't precious about perfection - you iterate and improve</li></ul>
<ul><li> You're comfortable with ambiguity, getting and giving feedback and building from scratch</li></ul>
<ul><li> You care about outcomes more than activity - you measure what matters</li></ul>
<ul><li> You coach and develop people, not manage them</li></ul>
<ul><li> You believe quality of hire is everything and are relentless about raising the bar</li></ul>
<p><b>
What Success Looks Like</b></p>
<p><b>
First 90 Days</b></p>
<ul><li> Go deep on the business. Meet hiring managers, site leaders, and key executives - understand what each function needs to win commercially, where talent gaps are slowing us down, and what's actually broken in how we hire and develop people</li></ul>
<ul><li> Immerse in Hut 8's culture and values (Start From Zero, The Best Idea Wins, All or Nothing, No Room for Ego). Develop a clear point of view on where culture is strong and where it needs reinforcement</li></ul>
<ul><li> Build a talent map of the organization: Implement the 4 role archetype model and understand where we have the right people, where we're thin, where we're overpaying for capability we could build internally, and where we need to go to market for specialized talent we can't develop fast enough</li></ul>
<ul><li> Conduct a landscape review of AI-enabled tools for performance, talent assessment, and talent acquisition - come back with a recommendation and implementation plan</li></ul>
<p><b>
First 6 Months</b></p>
<ul><li> Stand up a structured workforce planning process - partner with Finance and functional leaders to translate business objectives into headcount plans, build-vs-buy decisions, and a clear view of how technology can augment headcount rather than defaulting to hiring</li></ul>
<ul><li> Build and launch the Hut 8 Way for hiring - a rigorous, consistent selection methodology embedded across every hiring manager. Define what an A-player looks like at Hut 8 by role and level. Train and embed it deeply</li></ul>
<ul><li> Design and begin building the annual performance cycle in Rippling - goal-setting, peer feedback, calibration, and direct connection to compensation decisions</li></ul>
<ul><li> Define the promotion framework: clear criteria by level, transparent process, and a timeline for the first promotion cycle</li></ul>
<ul><li> Draft the Hut 8 performance philosophy: what performance means here, how we measure it, and how it connects to pay and progression</li></ul>
<ul><li> Deploy at least one AI-powered tool that materially improves efficiency or quality in hiring or performance</li></ul>
<p><b>
First 12 Months</b></p>
<ul><li> Workforce planning is a living discipline - headcount requests are challenged against build-vs-buy analysis, automation opportunities are surfaced before roles are opened, and every hire has a clear commercial rationale</li></ul>
<ul><li> Quality of hire is visible and tracked. Talent acquisition partners are accountable for the people they bring in - not just filling seats but landing A-players who perform and stay</li></ul>
<ul><li> First full performance cycle completed in Rippling with strong adoption - performance calibrated and connected to compensation adjustments</li></ul>
<ul><li> The Hut 8 Way is how we hire, full stop. Every hiring manager trained, process embedded, selection bar measurably raised</li></ul>
<ul><li> First promotion cohort executed using the new framework - credible, transparent, and tied to performance data</li></ul>
<ul><li> Leadership development and high-potential programs launched and delivering results</li></ul>
<ul><li> AI tooling integrated into at least two of: workforce planning, talent acquisition pipeline, candidate assessment, performance analytics, or development planning</li></ul>
<ul><li> Team is self-sufficient and operating at a high level - you're spending your time on commercial talent strategy, not execution</li></ul>
<p><b>
Why Hut 8?</b></p>
<ul><li> High-impact role: build talent systems from the ground up for a public company</li></ul>
<ul><li> Dual mandate: support acquiring talent and own developing talent - rare opportunity to do both</li></ul>
<ul><li> Growth phase: join during a pivotal scaling moment</li></ul>
<ul><li> Executive access: report to CPO, partner directly with CEO and leadership team</li></ul>
<ul><li> Location: Miami (Brickell)</li></ul><p></p><div><p><b><br>
WHAT MAKES HUT 8 A GREAT PLACE TO WORK</b></p>
<p>
Hut 8 offers a benefits and wellness program that includes medical, dental, vision, life, and short-term and long-term disability insurance, as well as paid time off. We are proud to invest in building the best team in the industry. At all levels of the organization, we are driven by an entrepreneurial spirit, radical transparency, and relentless growth mentality.</p>
<p>
At Hut 8, you will have the opportunity to:</p>
<ul><li>Work with bright, driven peers from a range of educational and professional backgrounds including software development, energy, engineering, entrepreneurship, investment banking, private equity, and management consulting</li></ul>
<ul><li>Design and pitch new products, services, and other initiatives to a leadership team consisting of serial entrepreneurs and seasoned executives and backed by a board of directors consisting of industry veterans of energy, finance, and government</li></ul>
<ul><li>Debate ideas and alternatives in a truly meritocratic setting where the learning curve is steep and the lessons come from both senior and junior members of the team</li></ul>
<ul><li>Build a lifelong network of friends and professional connections at the cutting-edge intersection of technology, energy, and infrastructure</li></ul></div></div>

Director, Talent (Head of Talent)

MILLCRAFT PAPER COMPANY

<div></div><div><div><b>TALENT ACQUISITION &amp; DEVELOPMENT PARTNER</b></div>
<div><h2 class="jobSectionHeader"><b>WHY MILLCRAFT</b></h2>
<h2 class="jobSectionHeader">At Millcraft, we&rsquo;re more than a business, we&rsquo;re a family. For over 100 years, we&rsquo;ve been proud to serve the paper, packaging, and graphic <b>arts industries, guided by our values of </b><b><i>Family, Passion, Aspire, Responsible, and Deliver</i></b><b>. We care deeply about our people, our customers, and our communities, and we believe in creating a place where you can grow, belong, and make a real difference. Come join us and be part of something truly special.</b></h2>
<div></div><h2 class="jobSectionHeader"><b>THE DIFFERENCE YOU WILL MAKE
</b></h2><div>Millcraft is currently looking for an energetic, self-starting, and dynamic Talent Acquisition &amp; Development Partner who is responsible for driving full-cycle recruiting while supporting and executing Millcraft&rsquo;s broader talent strategy, including onboarding, training, development, and succession planning.</div>
<div>This role goes beyond traditional recruiting by ensuring new hires are not only selected effectively, but also successfully integrated, developed, and retained as high-performing contributors aligned with Millcraft&rsquo;s culture and long-term business goals.</div>
<h2 class="jobSectionHeader"><b>WHY THIS ROLE MATTERS</b></h2>
<ul><li>Reducing reliance on external recruiters and controlling cost</li>
<li>Improving quality of hire and cultural alignment</li>
<li>Accelerating time-to-fill for critical roles</li>
<li>Supporting training, onboarding, and development initiatives</li>
<li>Building a sustainable talent pipeline and leadership bench</li>
</ul><h2 class="jobSectionHeader"><b>CORE FUNCTIONS OF THIS ROLE</b></h2>
<div></div><div><b>Talent Acquisition (Primary Focus &ndash; ~60%)</b></div>
<ul><li>Lead full-cycle recruiting for key roles across the organization, with an emphasis on higher-level and revenue-generating positions</li>
<li>Partner closely with hiring managers to:</li>
<li>Define role requirements and success profiles</li>
<li>Align hiring decisions with business strategy and team needs</li>
<li>Proactively build and maintain talent pipelines for critical and recurring roles</li>
<li>Source, screen, and assess candidates for both technical capability and cultural alignment</li>
<li>Manage and improve the candidate experience from initial contact through offer acceptance</li>
<li>Reduce reliance on external recruiters by filling roles internally</li>
<li>Track and report on recruiting metrics:</li>
<li>Time-to-fill</li>
<li>Cost-per-hire</li>
<li>Quality of hire</li>
<li>Strengthen Millcraft&rsquo;s employer brand through candidate engagement and external networking</li>
</ul>
<div></div><div><b>Onboarding &amp; New Hire Integration</b></div>
<ul><li>Partner with HR leadership to support a structured onboarding experience</li>
<li>Coordinate and help facilitate:</li>
<li>New hire cohorts</li>
<li>30/60/90-day success plans</li>
<li>Integration into team structures</li>
<li>Help implement and manage a New Hire Buddy Program</li>
<li>Ensure new hires are connected to:</li>
<li>Key internal stakeholders</li>
<li>Resources and tools for success</li>
<li>Gather feedback to continuously improve onboarding effectiveness</li>
</ul>
<div></div><div><b>Talent Development &amp; Organizational Growth</b></div>
<ul><li>Lead and execute elements of Millcraft&rsquo;s training and development strategy</li>
<li>New hire training cohorts</li>
<li>Sales training programs</li>
<li>Professional development initiatives</li>
<li>Assist with coordination of:</li>
<li>External training programs (e.g., NAW, EDIC, Six Sigma)</li>
<li>Conference participation and logistics</li>
<li>Collaborate on tracking ROI of training investments, including:</li>
<li>Knowledge sharing back to teams</li>
<li>Development of learning guides or internal sessions</li>
<li>Support creation of structured learning paths, particularly for:</li>
<li>Sales roles</li>
<li>Early career employees</li>
<li>Help design and support a formal mentoring program, including:</li>
<li>Matching mentors and mentees</li>
<li>Monitoring effectiveness through feedback and pulse checks</li>
<li>Identify and develop high-potential talent</li>
<li>Support initiatives focused on:</li>
<li>Leadership development</li>
<li>Career pathing and progression</li>
<li>Contribute to succession planning efforts by:</li>
<li>Building pipelines for key roles</li>
<li>Supporting internal mobility strategies</li>
</ul>
<div></div><div><b>Knowledge Transfer &amp; Organizational Effectiveness</b></div>
<ul><li>Support initiatives to capture institutional knowledge from experienced team members, including:</li>
<li>Customer insights</li>
<li>Sales strategies</li>
<li>Business processes</li>
<li>Help coordinate structured knowledge-sharing efforts such as:</li>
<li>&ldquo;If I were starting over&rdquo; sessions</li>
<li>Customer playbooks</li>
<li>Cross-functional learning sessions</li>
</ul>
<div></div><div><b>Strategic Talent Partnering</b></div>
<ul><li>Act as a strategic partner to HR and business leaders on talent needs</li>
<li>Help shift the organization from:</li>
Reactive hiring<li> Proactive workforce planning</li>
<li>Identify talent gaps and opportunities aligned with business growth</li>
<li>Contribute to continuous improvement of:</li>
<li>Hiring processes</li>
<li>Talent programs</li>
<li>Employee experience</li>
</ul>
<div></div><div><b>WHAT YOU&rsquo;LL NEED TO SUCCEED
</b></div><ul><li>3&ndash;7+ years of experience in corporate recruiting or talent acquisition</li>
<li>OR a hybrid recruiting + HR/people development role</li>
<li>Experience recruiting for professional, sales, or leadership roles preferred</li>
<li>Exposure to training, onboarding, or development programs is a strong plus</li>
<li>Willingness to travel regionally (within a 4 hour drive) up to 25% of the time.</li>
<li>Ability to assess both technical fit and cultural alignment</li>
<li>Highly organized with strong project coordination abilities</li>
<li>Skilled in influencing hiring decisions and driving alignment</li>
</ul>
<div></div><div><b>KEY COMPETENCIES FOR SUCCESS</b></div>
<ul><li><b>Business Acumen</b> &ndash; Understands how talent impacts performance and growth</li>
<li><b>Cultural Champion</b> &ndash; Reinforces and selects for Millcraft&rsquo;s values</li>
<li><b>Proactive Mindset</b> &ndash; Builds pipelines rather than reacting to openings</li>
<li><b>Collaboration</b> &ndash; Works effectively across HR and business teams</li>
<li><b>Ownership</b> &ndash; Takes accountability for both hiring outcomes and employee success</li>
</ul>
<div></div><h2 class="jobSectionHeader"><b>WHAT WINNING LOOKS LIKE</b></h2>
<ul><li>Excellent written and verbal communication skills coupled with the ability to engage effectively among various levels of management;</li>
<li>Approachable and engaging style.</li>
<li>Experience and proven record of working on multiple tasks/projects under tight time constraints;</li>
<li>Entrepreneurial mindset, coupled with experience building something from scratch &ndash; examples may include recruitment strategies, onboarding design, and pipeline of candidates.</li>
<li>Ability to organize and establish priorities;</li>
<li>Exceptionally self-motivated and directed with keen attention to detail;</li>
<li>Excellent organizational skills;</li>
<li>Strong project management and problem-solving skills;</li></ul><br>
<p></p><p>At the corporate level, the work environment characteristics described herein are generally representative of those an employee encounters while performing the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The work environment is moderately quiet to moderately noisy. Temperature is moderated by heat in the winter and air conditioning or air circulation methods in the summer.</p><br>
<div></div>
<p><b>HOW WE WILL TAKE CARE OF YOU</b></p>
<div><div><div><div><p>Medical, Dental, &amp; Vision</p>
<p>Profit-Sharing</p>
<p>Generous Time Off Policies</p>
<p>Tuition Reimbursement Program</p>
<p>Military Leave Pay</p>
<p>Voluntary Dependent Life Insurance</p>
<p>Accident and Critical Illness</p>
<p>Company Paid Life Insurance<br>
</p></div><div><p>Wellness Program</p>
<p>Company Paid Holidays</p>
<p>401k Retirement Savings Plan</p>
<p>Employee Assistance Program</p>
<p>Veteran&rsquo;s Day Pay</p>
<p>Limited Purpose F.S.A and Dependent Care F.S.A</p>
<p>Company paid Short Term Disability, and Long-Term Disability</p><br>
</div></div><br>
</div></div><p></p><p>Don&rsquo;t meet every single requirement? That&rsquo;s okay. At Millcraft, we believe great people come with many different experiences, and if our core values&mdash;<b><i>Family, Passion, Aspire, Responsible, and Deliver</i></b>&mdash;resonate with you, we encourage you to apply. We&rsquo;re always looking for people who think differently, bring new perspectives, and want to grow with us.</p><br>
<p></p>
<p><b><i>Your passion, our purpose&mdash;let&rsquo;s make a difference together.</i></b></p>
<p>Millcraft Paper Company is an EEO employer. We are committed to equal opportunity in the terms and conditions of employment for all employees and job applicants without regard to race, color, religion, sex, sexual orientation, age, gender identity or gender expression, national origin, disability, or veteran status. Millcraft Paper Company complies with all applicable national, state and local laws governing nondiscrimination in employment as well as employment eligibility verification requirements of the Immigration and Nationality Act. All applicants must have authorization to work for Millcraft Paper Company.</p>
#MLC1920</div></div>

Talent Acquisition & Development Partner

M Hotel Makkah by Millennium

<div><p>As the Learning and Development Manager, you will lead the learning and development function, ensuring the professional growth and skill development of colleagues. Your responsibilities will include designing training programs, managing talent development initiatives, and promoting a culture of continuous learning.</p><p><b>
Key Job Responsibilities:</b></p><ul>
<li>
Lead the complete Learning &amp; Development (L&amp;D) activities in your property, ensuring alignment with business needs.</li>
<li>Manage Millennium &amp; Copthorne, MEA (M&amp;C) onboarding processes and tools for new hires.</li>
<li>Conduct quarterly L&amp;D needs analysis and prepare plans to address real business needs.</li>
<li>Conduct Off-Job Training programmes in line with the M&amp;C, MEA Off-Job training library.</li>
<li>Develop in-house training programmes based on business needs and M&amp;C Group Training skills.</li>
<li>Lead and coach On-Job Trainers, supervising On-Job Training activities using M&amp;C, MEA Corporate Office audit tools.</li>
<li>Enhance the effectiveness of Off-Job Training programmes through coaching and regular follow-ups.</li>
<li>Align and train Millennium brand standards by measuring and monitoring telephone standards, guest feedback, mystery shopper reports, and supporting business development activities.</li>
<li>Collaborate with the Human Resources department to lead the performance management process and support departments in implementing Personal Development Plans (PDPs).</li>
<li>Timely submission of Monthly L&amp;D Calendar and L&amp;D Report to the M&amp;C, MEA Corporate Office.</li>
<li>Recruit interns and management trainees per the L&amp;D Policy and manage Millennium Hotels Nationalization programme TooMooH.</li>
<li>Host corporate training programmes, using digital online game tools to make trainings fun and energetic.</li>
<li>Refer to trainer's notes and incorporate activities to engage participants effectively.</li>
<li>Operate in a safe and environmentally friendly manner to safeguard the health and safety of colleagues, as well as contribute to environmental conservation.</li>
<li>Adhere to the company&rsquo;s environmental, health, and safety procedures and policies.</li></ul></div>

Learning and Development Manager

Lucy Group Ltd

<div>
 <strong>
  Job Purpose
  <br/>
  <br/>
 </strong>
 We are seeking an experienced Human Resources Business Partner (HRBP) to lead the design and implementation of strategies that attract, develop, engage, and retain top talent. The ideal candidate will play a key role in performance management, succession planning, leadership development, and career pathing. This role collaborates closely with business leaders to ensure talent initiatives support our organizational goals.
 <br/>
 <br/>
 Job Context
 <br/>
 <br/>
 The HRBP will be a trusted people expert, capable of influencing and challenging stakeholders while building strong consensus. You will drive and execute key Talent Management programs&mdash;including career pathing, leadership development, and succession planning&mdash;while gaining a deep understanding of the business to support informed decision-making.
 <br/>
 <br/>
 You will work closely with managers across multiple locations. Strong relationship-building, influencing skills, and strategic thinking are essential to succeed in this role.
 <br/>
 <br/>
 Key Accountabilities
 <br/>
 <br/>
 <ul>
  <li>
   Lead talent initiatives such as Succession Planning, HiPo programs, Development Plans, and Leadership Development Programs, ensuring all initiatives are monitored and on track.
  </li>
  <li>
   Execute targeted talent interventions (e.g., 360&deg; feedback, coaching, mentoring programs, job rotation, new leader assimilation workshops).
  </li>
  <li>
   Utilize analytics and HR systems to support talent management, identify current and future talent needs, and recommend solutions.
  </li>
  <li>
   Create and update communication materials and documentation for all talent management initiatives.
  </li>
  <li>
   Develop sustainable processes and programs to strengthen and accelerate the talent pipeline.
  </li>
  <li>
   Design and deliver internal development programs or manage external vendors when required.
  </li>
  <li>
   Develop Talent Management-related policies and procedures.
  </li>
  <li>
   Build and execute comprehensive Talent Management frameworks and programs.
  </li>
  <li>
   Drive performance management and succession planning activities.
  </li>
  <li>
   Design and implement leadership development initiatives.
  </li>
  <li>
   Analyze talent data, identify gaps, and recommend effective solutions.
  </li>
  <li>
   Partner with department leaders to support employee growth, engagement, and retention.
  </li>
  <li>
   Support ongoing HR activities such as workforce planning, salary reviews, performance excellence, well-being, and employee engagement, while ensuring compliance with HR policies and processes.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Minimum Qualifications, Knowledge &amp; Experience
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field (Master&rsquo;s degree or HR certification is a plus).
  </li>
  <li>
   5&ndash;10 years of progressive HR experience with a strong background in HR business partnering.
  </li>
  <li>
   Proven experience in Talent &amp; Leadership Management and Development; experience in the manufacturing industry preferred.
  </li>
  <li>
   Strong expertise in succession planning, career development, leadership development, and HiPo programs.
  </li>
  <li>
   Excellent knowledge of Saudi Employment Law and experience supporting Employee Relations matters.
  </li>
  <li>
   Demonstrated experience delivering Change Management and Organizational Design initiatives.
  </li>
  <li>
   Strong digital acumen and ability to analyze HR metrics to drive decision-making.
   <br/>
   <br/>
  </li>
 </ul>
 Skills &amp; Expertise
 <br/>
 <br/>
 <ul>
  <li>
   Strategic thinker with the ability to translate business needs into impactful HR solutions.
  </li>
  <li>
   Strong communication and presentation skills, with the ability to influence at all organizational levels.
  </li>
  <li>
   Ability to manage multiple tasks and work effectively both independently and as part of a team.
  </li>
  <li>
   Skilled in managing internal client expectations while ensuring adherence to HR policies and processes.
  </li>
  <li>
   Experience supporting multi-location operations.
  </li>
  <li>
   Solid generalist HR experience and strong Employee Relations background.
  </li>
  <li>
   Ability to leverage HR data and analytics to drive change and support business decisions.
   <br/>
   <br/>
  </li>
 </ul>
 Behavioural Competencies
 <br/>
 <br/>
 <ul>
  <li>
   Proactive, independent, and able to use initiative.
  </li>
  <li>
   Analytical, thoughtful, and intelligent approach to problem-solving.
  </li>
  <li>
   Confident communicator with strong interpersonal and influencing skills.
  </li>
  <li>
   Able to plan and prioritise effectively while remaining flexible to meet project requirements.
  </li>
  <li>
   High attention to detail and ability to maintain quality under pressure.
  </li>
  <li>
   Collaborative mindset with the ability to work across multifunctional teams.
  </li>
 </ul>
</div>


Human Resource Business Partner (Talent Development)

Concord Hospitality

<div><p>As the <b>Human Resources Director</b> at Concord Hospitality, you will serve as a strategic business partner to the General Manager and participate as a key member of the hotel&rsquo;s Executive Committee. You will lead all HR functions to ensure a positive and compliant workplace culture, support staffing and talent development, and uphold Concord&rsquo;s Associate First philosophy.</p>
<p><b>
As a Concord Leader you will be responsible to:</b></p>
<ul><li> Inspire greatness in your team.</li></ul>
<ul><li> Encourage and support team members to reach their full potential.</li></ul>
<ul><li> Create a work environment that is a Great Place to Work for all.</li></ul>
<ul><li> Lead with integrity, transparency, respect, and professionalism.</li></ul>
<ul><li> Care for your team and their families.</li></ul>
<p><b>
Responsibilities:</b></p>
<ul><li>Develop and implement annual HR objectives in alignment with hotel and company goals.</li><li>Participate in the budget planning process, with a focus on staffing levels, benefit costs, productivity, and employee/labor relations.</li><li>Collaborate with hotel leaders to cultivate a positive, respectful, and inclusive work environment.</li><li>Provide guidance and enforcement of Concord&rsquo;s personnel policies, corrective action procedures, and overall HR philosophy.</li><li>Serve as an approachable and trusted resource by maintaining an open-door policy and resolving associate concerns fairly and promptly.</li><li>Lead hotel recruitment and hiring strategies for all positions&mdash;exempt and non-exempt.</li><li>Develop, maintain, and coordinate hotel training programs focused on skills enhancement, leadership development, and compliance (e.g., anti-harassment/discrimination).</li><li>Oversee timely and accurate administration of performance appraisal processes.</li><li>Maintain the Human Resources Information System (HRIS) with accurate and legally compliant employee records.</li><li>Ensure the hotel is in compliance with all federal, state, and local employment laws.</li><li>Promote a culture of workplace safety and awareness throughout the hotel.</li><li>Conduct local wage and salary surveys as needed to stay competitive in the market.</li><li>Manage investigations and provide resolution of employee relations and labor matters, ensuring compliance with employment laws (e.g., Title VII, ADA, FMLA, FLSA, ADEA, etc.).</li></ul>
<p><b>
Qualifications:</b></p>
<ul><li>Previous experience in hotel or hospitality HR leadership strongly preferred.</li><li>Thorough knowledge of employment laws and HR best practices.</li><li>Exceptional interpersonal, communication, and conflict-resolution skills.</li><li>Ability to maintain confidentiality, exercise sound judgment, and lead with integrity.</li><li>Proficiency in Microsoft Office and HRIS systems.</li><li>Degree in Human Resources, Business Administration, or related field preferred.</li></ul>
<p><b>
Benefits</b></p>
<p>
We offer competitive wages and a comprehensive benefits package for full-time associates, including:</p>
<ul>
<li>Medical, dental, and vision insurance</li>
<li>Life insurance and short/long-term disability options</li>
<li>401(k) program with company match</li>
<li>Tuition assistance</li>
<li>Discounted room rates at Concord-managed hotels</li>
<li>Training &amp; development opportunities</li>
<li>Career advancement within our growing portfolio</li>
</ul>
<p><b>Why Join Concord?</b></p>
<p>
At Concord Hospitality, we invest deeply in our associates through training and development at all levels, from interns to executives. Our &ldquo;Associate First&rdquo; culture nurtures personal and professional growth within the workplace and beyond. We value work-life balance, diversity, and our commitment to delivering outstanding customer service and quality accommodations in every market we serve.</p>
<p>
Concord Hospitality is built on five Cornerstones: <b>Quality, Integrity, Community, Profitability, and FUN!</b> Our associates embody these values and proudly cheer our company motto heard across North America:</p>
<p><b>
&ldquo;We Are Concord!&rdquo;</b></p>
<p>
We are an equal opportunity employer and strongly support diversity and inclusion through our mission to be a <b>&ldquo;Great Place to Work for All.&rdquo;</b></p></div>

Human Resources Director at Curio by Hilton

Keurig Dr Pepper Inc.

<div>
 <p>
  <strong>
   Are you ready to join a growing, dynamic company?
  </strong>
  Keurig Dr Pepper is a modern beverage company, with more than 125 brands people know and love. We challenge the usual and always push beyond the expected. We are building a culture that is our competitive advantage &ndash; one that is growth focused, change resilient, collaborative, innovative, nimble, diverse and inclusive.
 </p>
 <p>
 </p>
 <p>
  <strong>
   Are you ready to do impactful work?
  </strong>
  You&rsquo;ll coach and mentor leaders. You&rsquo;ll create and implement ambitious people strategies. You&rsquo;ll play an important leadership role in our diversity &amp; inclusion efforts. You&rsquo;ll work collaboratively with business partners and Centers of Excellence to deliver solutions that propel the business forward.
 </p>
 <p>
 </p>
 <p>
  <strong>
   Are you ready to grow?
  </strong>
  Here&rsquo;s what will make you successful at KDP! We love passionate, courageous HR leaders who work with agility and are excited by new challenges. You&rsquo;ll need consulting and influencing skills, a team-first, entrepreneurial spirit, business insight and analytical capability, and a heart for supporting the needs of our employees.
 </p>
 <p>
 </p>
 <p>
  <strong>
   Will you be the next member of our talented team?
  </strong>
  If you&rsquo;re ready, here&rsquo;s more about the job!
 </p>
 <p>
 </p>
 <p>
  <strong>
   Location:
  </strong>
  This role may be based out of our Maspeth, NY facility and will require regular travel to our facilities in Elmsford and Melville, NY. We operate four days onsite and one day remote.
 </p>
 <p>
 </p>
 <p>
  As a
  <strong>
   Human Resources Business Partner
  </strong>
  , you will work with managers and employees to address issues and concerns where judgment is required. You will interpret and enforce company policies and provide coaching to managers on all aspects of leadership and employee/labor relations. You will help to define the organization's talent needs, including organization structure and staffing. As a key culture leader in the organization, you will also counsel employees on work-related challenges and provide guidance to managers with respect to implementing Human Resources programs for a function or location. You will also act as a change agent to enable the growth &amp; development of our people and the organization/function.
 </p>
 <p>
 </p>
 <p>
  <strong>
   Your Responsibilities will include:
  </strong>
 </p>
 <p>
 </p>
 <ul>
  <li>
   Coach and develop business partners in the areas of performance management and talent development, among others
  </li>
  <li>
   Assist with the development and facilitation of various training initiatives predicated on business needs and corporate goals
  </li>
  <li>
   Manage daily employee and labor relations and perform initial investigations of employee complaints and alleged policy violations, escalating where necessary
  </li>
  <li>
   Partner with HR Compliance Team to implement and monitor HR compliance with KDP policy, HR systems, and applicable federal/state law (including but not limited to 1-9s, personnel files, Worker&rsquo;s Compensation, EEO, ADA, FMLA) and collective bargaining agreements
  </li>
  <li>
   Partner with our Talent Acquisition team to track and report on open positions and help manage the position requisition process for internal transfers to ensure accuracy of postings and facilitate internal movement
  </li>
  <li>
   Research and respond to initial unemployment requests for data as well as scheduling and notifying participants of upcoming hearings
  </li>
  <li>
   Apply analytical skills to collect and synthesize data, tell the story and formulate recommendations based on data trends and insights
  </li>
  <li>
   Develop basic communication materials (e.g., PowerPoint presentations, termination letters, and other employment-related correspondence)
  </li>
  <li>
   Travel required
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Total Rewards
  </strong>
 </p>
 <ul>
  <li>
   Salary range $62,500 - $95,000
  </li>
  <li>
   Actual placement within the compensation range may vary depending on experience, skills, and other factors
  </li>
  <li>
   Benefits, subject to election and eligibility: Medical, Dental, Vision, Disability, Paid Time Off (including paid parental leave, vacation, and sick time), 401k with company match, Tuition Reimbursement, and Mileage Reimbursement
  </li>
  <li>
   Annual bonus based on performance and eligibility
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Education &amp; Experience:
  </strong>
 </p>
 <ul>
  <li>
   Bachelor&rsquo;s Degree in Human Resources, related field or professional experience equivalent
  </li>
  <li>
   A minimum of 4-6 years of progressive experience in HR roles within fast-paced and matrix organizations
  </li>
  <li>
   Experience with collective bargaining, negotiations, and consultations with labor unions
  </li>
  <li>
   Advanced skills using Microsoft Office Suite (Work, Excel, PowerPoint, Outlook, Teams)
  </li>
 </ul>
 <p>
 </p>
 <p>
  <strong>
   Successful candidates will also demonstrate these additional qualifications:
  </strong>
 </p>
 <ul>
  <li>
   Proven ability to understand business goals and then design &amp; implement new approaches, policies and procedures to affect continual improvements in business objectives, productivity and development of the HR function within the company
  </li>
  <li>
   Proven bias for action as evidenced through proactive, innovative and value-creating solution implementation
  </li>
  <li>
   Proven ability to navigate ambiguity within a complex, dynamic and rapidly changing business environment
  </li>
  <li>
   Proven ability to seamlessly transition between strategic thinking and tactical execution
  </li>
  <li>
   Proven ability to prioritize the most impactful work amidst multiple competing priorities
  </li>
  <li>
   Success in creating &amp; driving effective and positive employee and labor relations for large populations of hourly employees in a distribution and / or manufacturing environment
  </li>
  <li>
   Success in leading and managing projects, some of which may be large-scale, cross-functional, and require strong stakeholder management and alignment
  </li>
 </ul>
 <p>
  <strong>
  </strong>
 </p>
 <p>
  <strong>
   Our offer:
  </strong>
 </p>
 <p>
  Our people are the heart of our business, which is why we offer robust benefits to support your health and wellness as well as your personal and financial well-being. The breadth and depth of our family of brands makes it possible for us to offer a variety of dynamic and exciting career opportunities across the country. We provide employee programs designed to enhance your professional growth and development, while ensuring you feel valued, inspired and appreciated at work.
 </p>
 <p>
  Come on our journey to Elevate HR and grow your career with us!
 </p>
 <p>
 </p>
 <p>
  <strong>
   <em>
    Relocation eligible for non-local candidates*
   </em>
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <p>
  Keurig Dr Pepper (Nasdaq: KDP) is a leading beverage company with more than 150 owned, licensed and partner brands that meet a wide range of needs and occasions. Our North American refreshment beverage business holds leadership positions across carbonated soft drinks, water, juice and mixers with a portfolio of iconic brands such as Dr Pepper&reg;, Canada Dry&reg;, Mott&rsquo;s&reg;, A&amp;W&reg;, Pe&ntilde;afiel&reg;, GHOST&reg;, 7UP&reg;, Snapple&reg;, Clamato&reg; and Core Hydration&reg;. Our global coffee business spans more than 100 markets and includes the leading Keurig&reg; single‑serve brewing system in the U.S. and Canada, along with powerhouse brands such as Peet&rsquo;s, L&rsquo;OR and Jacobs, and other regional coffee leaders. Our more than 50,000 employees aim to enhance the experience of every beverage and coffee occasion while making a positive impact for people, communities and the planet.
 </p>
 <p>
 </p>
 <p>
  We strive to be an employer of choice, providing a culture and opportunities that empower our team to grow and develop. We offer robust benefits to support your health and wellness as well as your personal and financial well-being. We also provide employee programs designed to enhance your professional growth and development, while ensuring you feel valued, inspired and appreciated at work.
 </p>
 <p>
 </p>
 <p>
  Whatever your area of expertise, at KDP you can be a part of a team that&rsquo;s proud of its brands, partnerships, innovation and growth. Will you join us?
 </p>
 <p>
 </p>
 <p>
  Keurig Dr Pepper is an equal opportunity employer and recruits qualified applicants and advances in employment its employees without regard to race, color, religion, gender, sexual orientation, gender identity, gender expression, age, disability or association with a person with a disability, medical condition, genetic information, ethnic or national origin, marital status, veteran status, or any other status protected by law.
 </p>
 <p>
 </p>
 <p>
  <strong>
   A.I. Disclosure:
  </strong>
 </p>
 <p>
  KDP uses artificial intelligence to assist with initial resume screening and candidate matching. This technology helps us efficiently identify candidates whose qualifications align with our open roles. AI does not make hiring decisions; all decisions throughout the hiring process are made by talent acquisition team members. If you prefer not to have your application processed using artificial intelligence, you may opt out by emailing your resume and qualifications directly to kdpjobs@kdrp.com in lieu of clicking Apply. In order for your application to be considered and opted out of AI, you must include the words "AI Opt-Out" and either job title and location or Job ID # in the email subject line in your email application.
 </p>
 <p>
 </p>
</div>


Human Resources Business Partner

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