talent management director

McDonald's Global Office in India

<div>
 
 
 About McDonald&rsquo;s:
 
 
 
 One of the world&rsquo;s largest employers with locations in more than 100 countries, McDonald&rsquo;s Corporation has corporate opportunities in Hyderabad. Our global offices serve as dynamic innovation and operations hubs, designed to expand McDonald's global talent base and in-house expertise. Our new office in Hyderabad will bring together knowledge across business, technology, analytics, and AI, accelerating our ability to deliver impactful solutions for the business and our customers across the globe.
 
 
 
 
 
 
 Additional Information:
 
 
 
 McDonald&rsquo;s is committed to providing qualified individuals with disabilities with reasonable accommodations to perform the essential functions of their jobs. McDonald&rsquo;s provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to sex, sex stereotyping, pregnancy (including pregnancy, childbirth, and medical conditions related to pregnancy, childbirth, or breastfeeding), race, color, religion, ancestry or national origin, age, disability status, medical condition, marital status, sexual orientation, gender, gender identity, gender expression, transgender status, protected military or veteran status, citizenship status, genetic information, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.
 
 
 
 
 
 McDonald&rsquo;s Capability Center India Private Limited (&ldquo;McDonald&rsquo;s in India&rdquo;) is a proud equal opportunity employer and is committed to hiring a diverse workforce and sustaining an inclusive culture. At McDonald&rsquo;s in India, employment decisions are based on merit, job requirements, and business needs, and all qualified candidates are considered for employment. McDonald&rsquo;s in India does not discriminate based on race, religion, colour, age, gender, marital status, nationality, ethnic origin, sexual orientation, political affiliation, veteran status, disability status, medical history, parental status, genetic information, or any other basis protected under state or local laws.
 
 
 
 
 
 
 Director Talent Delivery
 
 
 
 
 Position Summary:
 
 
 
 You will be responsible for building and leading the McDonald&rsquo;s Office team in India which partners with our People Solutions team for Talent Management and Talent Acquisition worldwide. The Talent Management remit includes Talent Review, Succession Planning, Performance Management, Competencies, Coaching &amp; Development based on the SAP SuccessFactors system. The Talent Attraction remit includes pre-boarding, onboarding, interviewing, Application Tracking System support, EVP and Employer Branding based on a systems platform including products from Paradox amongst other suppliers.
 
 
 The team reporting to this position will support deployment and implementation of materials, vendor management, provision of support and insight to end users, training of end users and a wide variety of mission critical tasks supporting delivery. Putting in place a new way of working for McDonald&rsquo;s and partnering closely with stakeholders in the US office this leadership position will ensure the McDonald&rsquo;s team in India becomes a highly valued partner, accelerating our capability in both Talent Management and Talent Acquisition.
 
 
 The candidate is expected to reside within India
 
 
 
 
 
 
 Leadership competencies:
 
 
 <ul>
 <li>
 Experience in Large Global Organizations: Proven track record of working in large, complex global organizations with a matrixed reporting structure.
 </li>
 <li>
 End-to-End Critical Thinking: Demonstrated ability to think critically and strategically, navigating Global Business Services or Global Capability Center operating models.
 </li>
 <li>
 Solutions Delivery and Service Excellence: Ability to manage a team and deliver results for a defined catalog of services.
 </li>
 <li>
 Data Savvy: Leverages data aptitude to lead with data and curate insights that demonstrate performance and inform decisions.
 </li>
 <li>
 Process Understanding: Comprehensive understanding of end-to-end processes within their specialized function, serving as a Global Process Lead.
 </li>
 <li>
 Technology and Change Management Interface: Ability to interface effectively with technology teams and change management teams to enable continuous improvement aligned with global governance and change control routines.
 </li>
 </ul>
 
 
 
 
 
 Who we&rsquo;re looking for:
 
 
 
 
 Responsibilities:
 
 
 
 This role is accountable for:
 
 
 
 Team Leadership:
 
 
 <ul>
 <li>
 The Director will be responsible for recruiting and onboarding a team of 14 individuals in the McDonald&rsquo;s International Office to become integrated partners with the US based Talent team
 </li>
 <li>
 Define and implement effective ways of working, Service Level Agreements and structures to effectively deliver the Talent agenda working across the US and India offices based on partnership with the US based team
 </li>
 <li>
 Implement an effective approach to defining accountabilities, goal setting and regularly reviewing performance which ensures goal delivery, recognition of high performance and prompt course correction where not meeting deliverables
 </li>
 <li>
 Motivate and encourage the team to achieve high engagement, low turnover and a high caliber workforce which is agile enough to learn and adapt to updated expectations
 </li>
 </ul>
 
 
 
 
 
 Talent Attraction and Talent Management Delivery Excellence:
 
 
 <ul>
 <li>
 Act as the lead expert for Talent Management and Attraction for the McDonald&rsquo;s Office in India, ensuring that best in class thinking is employed in partnering with the US to solve issues in Talent and provide effective solutions
 </li>
 <li>
 Serve as the Global Process lead for Talent Attraction and Talent Management identifying optimization opportunities in process, technology, and vendor management
 </li>
 <li>
 Continually improve the Talent Management offer
 </li>
 <li>
 Supervise talent management program support resources to provide flexible, expert capacity to the Center of Expertise and drive the creation of new talent programs
 </li>
 </ul>
 
 
 
 
 
 Technical and Process Facilitation:
 
 
 <ul>
 <li>
 Manage and optimize the organization&rsquo;s talent acquisition tools and technologies, such as Applicant Tracking Systems (ATS), recruiting software, and other HR technologies to enhance recruitment efficiency and effectiveness
 </li>
 <li>
 SAP Success Factor &ndash; Just moved to this, followed by WorkDay , Oracle
 </li>
 <li>
 Manage and optimize elements of the Talent Management tools and technologies as required
 </li>
 <li>
 Collaborate with IT and HR teams to implement and optimize recruitment tools and technologies
 </li>
 <li>
 Work closely with talent acquisition teams to streamline and enhance the recruitment process, ensuring the use of best practices and reducing time-to-hire
 </li>
 <li>
 Develop the team to be global Subject Matter Expertson Talent Attraction &amp; Talent Management technology &amp; processes
 </li>
 </ul>
 
 
 
 
 
 Employee Development and Strategic Initiatives:
 
 
 <ul>
 <li>
 Partner with Talent Centers of Expertise and internal stakeholders to support development of programs to enhance employee performance, motivation, succession planning, and professional growth
 </li>
 <li>
 Lead the implementation and execution of global talent management programs including leadership development, high-potential employee programs, performance management, and succession planning
 </li>
 <li>
 Develop metrics and tools to measure the impact of employee development initiatives
 </li>
 </ul>
 
 
 
 
 
 Qualifications
 
 
 
 
 Basic Qualifications:
 
 
 <ul>
 <li>
 Degree in Human Resources, Business Administration, or a related field; advanced degree preferred
 </li>
 <li>
 Experience in talent acquisition and talent management, with a leadership role overseeing global recruitment initiatives
 </li>
 <li>
 Strong analytical and problem-solving skills, with the ability to assess performance data and make strategic recommendations
 </li>
 <li>
 Excellent communication and presentation skills
 </li>
 <li>
 Knowledge of global talent markets, recruitment technologies, and industry best practices (Matrixed large global organization) - Priority: Deloitte, Accenture
 </li>
 <li>
 Proven track record of managing and mentoring global teams across multiple regions (Matrixed large global organization)
 </li>
 <li>
 Expert in driving cross-functional initiatives, ensuring organizational objectives are met seamlessly
 </li>
 <li>
 Demonstrated ability to operate as a people manager, leading diverse, complex teams, fostering a culture of innovation and collaboration across global markets
 </li>
 </ul>
 
 
 
 
 
 Preferred Qualifications:
 
 
 <ul>
 <li>
 Excellent analytical, problem-solving, and data analysis skills.
 </li>
 <li>
 Knowledge of HR compliance and data privacy regulations.
 </li>
 <li>
 Significant human resources experience
 </li>
 <li>
 Knowledge of Talent Acquisition and Talent Management
 </li>
 <li>
 Strong business acumen
 </li>
 <li>
 Exceptional communication (verbal and written) and interpersonal skills
 </li>
 <li>
 Strong ability to influence others; able to build a strong business case for people
 </li>
 <li>
 Significant management experience building and leading a team
 </li>
 <li>
 Experienced in collaborating with cross-functional partners in a matrixed environment
 </li>
 <li>
 Continuous improvement and growth mindset
 </li>
 </ul>
 
 
 
 
 
 Work location:
 
 Hyderabad, India
 
 
 
 Work pattern:
 
 Full time role.
 
 
 
 Work mode:
 
 Hybrid.
 
</div>

Director, Talent Delivery [T500-21756]

alliantgroup

<div>
 The
 
 Director, People Partner
 
 , acts as a strategic partner and talent expert in designated business units (e.g. R&amp;D, BD/Sales, Operations). This role is responsible for driving the people agenda within their assigned group, ensuring that all people initiatives including organizational design, performance management, succession planning, and workforce analytics are executed successfully and directly support alliant&rsquo;s strategic growth priorities while also aligning with alliant&rsquo;s culture and core values. The Director, People Partner is a key member of the People Experience Leadership Team, serving as the voice of the business to People Experience and the voice of People strategy to the business. Additionally, this role will work with business leaders to provide consultation and coaching on performance management tools and solutions, as well as support with the resolution of employee issues, investigations, career counseling, and employment actions.
 
 
 
 Responsibilities:
 
 
 
 <ul>
 <li>
 Strategic Partnerships and Organization Design:
 </li>
 <li>
 Develop a thorough understanding of the business unit&rsquo;s operational challenges, financial goals, and P&amp;L drives to ensure HR solutions are commercially sound and impact driven.
 </li>
 <li>
 Embed within the business unit&rsquo;s leadership team to participate in strategic planning. Proactively identify future talent needs, skills gaps, and organizational design opportunities necessary for anticipated growth and change (in response to market or regulatory shifts).
 </li>
 <li>
 Lead strategic workforce planning efforts, including headcount projections, talent segmentation, and location strategy (US and India team), aligning with the VP of Talent/People Experience goals.
 </li>
 <li>
 Act as the lead consultant for organizational effectiveness initiatives, including restructuring, team alignment, and change management, ensuring decisions are data driven and mitigate employee experience risks
 </li>
 </ul>
 <ul>
 <li>
 Talent Management and Leadership Development:
 </li>
 <ul>
 <li>
 Consult with senior leaders on performance management, coaching them on difficult employee relationship issues, high-potential development, and succession planning. Drive accountability for consistent performance review standards across the organization.
 </li>
 <li>
 In partnership with the Learning and Development CoE, identify and address specific leadership skill gaps within the business unit (e.g. managing high-performing, innovative teams, as per internal feedback).
 </li>
 <li>
 Orchestrate and facilitate annual talent reviews and quarterly succession planning sessions for critical roles, ensuring robust talent pipelines are maintained for both newly promoted and existing leadership positions. Identify development plans for associates in the business area(s) supported.
 </li>
 <li>
 Advise management on competitive compensation strategies, internal equity adjustments, and retention plans for high-performers or those with in-demand skills, leveraging HRIS data for insights.
 </li>
 <li>
 Oversee and maintain awareness of associate inquires and issues in order to identify trends and recommend solutions to mitigate their impact and achieve optimal outcomes.
 
 
 </li>
 </ul>
 </ul>
 <ul>
 <li>
 Operational Excellence and Data Governance
 </li>
 <ul>
 <li>
 Use HR data (turnover, promotion velocity, engagement metrics) to diagnose organizational health issues, present key trends to the business unit&rsquo;s leadership, and propose data-backed solutions.
 </li>
 <li>
 Ensure the business unit&rsquo;s people policies and processes adhere to all federal and local employment las (including FLSA and EEO guidelines). Proactively manage employee relations issues and internal investigations to protect the business.
 </li>
 <li>
 Champion the adoption of core HR systems (e.g., Workday) and processes within the business unit, ensuring managers are utilizing self-service capabilities for real-time data access and accurate record-keeping.
 </li>
 <li>
 Partner with corporate HR expertise to develop and deliver comprehensive solutions to internal customers.
 
 </li>
 </ul>
 </ul>
 
 Qualifications:
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field. HR certification (SHRM-SCP, SPHR) highly preferred.
 </li>
 <li>
 Minimum 8+ years of progressive HR experience, with at least 3 years operating as a senior-level HR Business Partner consulting with executive or C-level leaders.
 </li>
 <li>
 Proven ability to leverage HRIS systems (e.g., Workday) for data analysis, reporting, and proven execution.
 </li>
 <li>
 Exceptional interpersonal skills and proven ability to build credibility and influence outcomes across all levels of the organization, often without direction.
 </li>
 <li>
 Strong working knowledge of employment law and government regulations including EEOC, OSHA, and FLSA.
 </li>
 <li>
 High proficiency/expertise in Microsoft Office Suite with a strong comfort level working in HR systems or learning new systems.
 </li>
 <li>
 Demonstrated success leading organizational change efforts and managing the resulting communication and behavior adoption challenges.
 </li>
 <li>
 Functional knowledge of Workday preferred.
 </li>
 <li>
 Ability to work collaboratively in a fast-paced environment.
 </li>
 <li>
 High sense of urgency with the ability to meet deadlines and changing priorities.
 </li>
 <li>
 Receptiveness to performance feedback within a team environment is essential.
 </li>
 <li>
 Preferred candidate will reside or relocate to Houston.
 
 
 </li>
 </ul>
 alliant offers a comprehensive compensation and benefits package including 100% employer paid medical /dental premiums for single coverage for certain options, 401(k) matching, PTO, company provided life insurance and disability, onsite gym and group exercise classes, paid covered parking, daily allowance for onsite caf&eacute; and Starbucks, and more!
 
 
 Doing Work That Matters.
 
 alliant
 
</div>

Director, People Partner

Aramark

<div><div><div><h2 class="jobSectionHeader">Job Description</h2></div><div>
At Aramark, our people are at the heart of everything we do. The Director, Corporate Human Resources, plays a critical role in shaping a culture of hospitality and service within our corporate functions. This position partners with senior and mid-level leaders to deliver strategic HR solutions that support our employees and drive business success. 
You?ll provide guidance on talent management, organizational design, compensation, employee relations, workforce planning, leadership development, and change management?always with a focus on creating an exceptional experience for our people. 
Reporting to the VP, Corporate Human Resources, you will work collaboratively with corporate functions client groups, HR colleagues, and Centers of Excellence to ensure HR strategies align with business goals and reflect our commitment to service, community, and sustainability.</div></div><div><div><h2 class="jobSectionHeader">
What You'll Do</h2></div><div><ul><li>
Serve as the primary HR business partner for leaders and managers across assigned corporate functions.</li><li>
Lead and develop a team of 2+ HR Business Partners supporting global client groups.</li><li>
Partner with business leaders to identify HR solutions that enable targeted business outcomes.</li><li>
Provide expert consultation on compensation, employee relations, workforce planning, talent acquisition, diversity, and organizational effectiveness.</li><li>
Drive change initiatives that positively impact operations and results.</li><li>
Ensure compliance with organizational policies and labor regulations while meeting business needs.</li><li>
Champion employee engagement by identifying opportunities, addressing issues, and implementing action plans from engagement surveys.</li><li>
Support organizational design and redesign efforts to ensure roles and responsibilities are aligned for success.</li><li>
Implement robust assessment and selection processes to strengthen succession planning and talent pipelines.</li><li>
Coach leaders on organizational effectiveness, performance management, engagement, and development?including recognition, training, and diversity.</li><li>
Collaborate with HR leadership and COEs to execute key elements of the people strategy, including talent acquisition, succession planning, leadership development, and retention.</li><li>
Foster a highly collaborative, team-oriented approach within HR and across the organization.</li></ul></div></div><div><div><h2 class="jobSectionHeader">
Qualifications</h2></div><div><ul><li>
7?10 years of progressive HR business partner experience, with expertise in organizational design, change management, and talent management.</li><li>
Proven ability to lead and inspire highly engaged teams.</li><li>
Experience driving large-scale change initiatives.</li><li>
Strong analytical skills with the ability to interpret and present data effectively.</li><li>
Ability to navigate complex, matrixed environments and build strong relationships at all levels.</li><li>
Comprehensive knowledge of HR principles, compliance, and labor laws.</li><li>
Skilled in talent management, compensation, employee relations, leadership development, and organizational effectiveness.</li><li>
HR certification (PHR, SPHR, SHRM-SCP) preferred.</li><li>
Bachelor?s degree in HR, Organizational Development, or related field preferred.</li></ul> 
This role will be based onsite at our global headquarters in Philadelphia, PA.</div></div><div><div><h2 class="jobSectionHeader">
About Aramark</h2></div><div>
Our Mission
Rooted in service and united by our purpose, we strive to do great things for each other, our partners, our communities, and our planet.
At Aramark, we believe that every employee should enjoy equal employment opportunity and be free to participate in all aspects of the company. We do not discriminate on the basis of race, color, religion, national origin, age, sex, gender, pregnancy, disability, sexual orientation, gender identity, genetic information, military status, protected veteran status or other characteristics protected by applicable law.
About Aramark
The people of Aramark proudly serve millions of guests every day through food and facilities in 15 countries around the world. Rooted in service and united by our purpose, we strive to do great things for each other, our partners, our communities, and our planet. We believe a career should develop your talents, fuel your passions, and empower your professional growth. So, no matter what you're pursuing - a new challenge, a sense of belonging, or just a great place to work - our focus is helping you reach your full potential. Learn more about working here at http://www.aramarkcareers.com or connect with us on Facebook, Instagram and Twitter.</div></div></div>

Human Resources Director, Corporate Functions

John Soules Foods

<div>Job Title: Director of Talent Management
Note: This position is posted for internal applicants currently working for Soules Foods
Department: Human Resources
Reports To: Head of HR
Direct Reports: L&amp;D Manager, Recruiter
Travel: 30%+ (Overnight travel expected)
Normal Work Schedule: The typical working hours are 8:00 am to 5:00 pm, with a 60-minute lunch break. Occasionally, a meeting or event outside of regular business hours or on a weekend may be necessary.
Overview of Company
Soules Foods is a thriving family-owned food company that has made a positive difference for its customers and consumers for nearly 50 years. Our purpose and promise of Great Food, Made Simple&reg; drives us. Based in Tyler, Texas, the company is a leading national producer of ready-to-eat and ready-to-cook chicken and beef products and is the number one producer of chicken and beef fajitas in the United States. We proudly serve a broad portfolio of great-tasting, high-quality products sold throughout the US via retail, food service distributors, and restaurants. Our wide array of national customers includes prominent organizations such as Walmart, Costco, Sam&rsquo;s Club, Sysco, and HEB. The company was established in 1975 by John Soules Sr., and the business is now in the second generation of family leadership. The organization has expanded dramatically over the past decade, and with its continued growth, it now has annual sales of approximately $1 billion. The company employs over 2,000 individuals and has three manufacturing facilities in Gainesville, Georgia; Valley, Alabama; and its headquarters in Tyler, Texas.
Job Summary:
The Director of Talent Management leads the strategy, design, and execution of core talent systems that enable leaders and employees to thrive. This role will work closely with the rest of the HR leadership team, cross-functional teams, and external partners to develop frameworks for performance management, succession planning, leadership development, workforce planning, and capability building. A strong candidate is both strategic and operational, able to influence senior leadership, improve processes with measurable outcomes, and embed consistent talent practices across the organization.
This position includes leadership of the recruiting function and learning function, ensuring alignment with enterprise priorities.
Key Responsibilities
NOTE: This description is not intended to be all-inclusive. An employee may perform other related duties to meet the organization's ongoing needs; these duties are considered marginal.
Talent Strategy &amp; Organizational Effectiveness
&middot; Develop and drive a cohesive talent strategy that supports growth, organizational design, and workforce capability.
&middot; Partner with executives and business leaders to identify talent, risks, and opportunities.
&middot; Lead enterprise-level talent reviews and build action plans to close talent and capability gaps from the front line to the senior level.
Performance &amp; Development Systems
&middot; Own the performance management framework and cycle, ensuring clarity, consistency, and business relevance.
&middot; Enable leaders to have effective coaching and development conversations.
&middot; Implement tools and processes that enable continuous development, performance calibration, and accountability.
Leadership &amp; Career Development
&middot; Design and scale leadership development programs targeted at frontline, mid, and senior leaders.
&middot; Use evidence and assessment data (e.g., 360s, leadership &amp; profile assessments, performance results) to inform development investments.
&middot; Define career pathways, competencies, and development milestones.
Succession &amp; Workforce Planning
&middot; Create and maintain situational succession plans for critical roles.
&middot; Lead cross-functional workforce planning efforts to anticipate future talent needs.
&middot; Partner with Human Resources leaders at each plant, Finance, and other departments on forecasting and analytics related to headcount, skills gaps, and labor market dynamics.
Talent Acquisition &amp; Employer Branding
&middot; Oversee recruiting strategy execution to attract high-quality talent in a competitive market.
&middot; Ensure recruiting metrics and processes support hiring the right talent efficiently and elevating the candidate experience.
&middot; Partner with internal leaders and ensure that our Talent Acquisition team is focused on improving sourcing, selection, and onboarding, which ultimately aligns with who we are as an organization.
Learning-and-Development Leadership
&middot; Oversee design and delivery of formal learning, compliance training, technical upskilling, and leadership offerings using both internally developed and outsourced programs.
&middot; Partner with leadership from all functions and the L&amp;D team to integrate learning with business priorities.
&middot; Evaluate training outcomes and improve curricula based on performance results, and have a clear ROI tied to it.
Data &amp; Analytics
&middot; Define and track talent metrics (turnover, engagement, time to fill, etc.) to guide decision-making.
&middot; Build dashboards and insights that inform HR and business leadership.
Culture &amp; Engagement
Champion high-performance culture and continuous improvement.
Facilitate organizational change management to ensure the successful adoption of new talent practices.
Success Outcomes
This position will be measured on many outcomes, such as:
<ul><li><ul><li>Consistent, repeatable performance cycle with leader accountability.
</li><li>Existence of actionable, data-informed succession plans for critical roles.
</li><li>Growth in internal promotion and leadership readiness metrics.
</li><li>Recruiting funnel improvements (time to fill, quality of hire, candidate experience).
</li><li>Training impact tied to business outcomes (e.g., leadership effectiveness, retention).
</li></ul></li><li>Qualifications:
</li><li>CPG Experience: At least 10+ years of progressive HR experience with significant emphasis on talent management, leadership development, or organizational effectiveness.
</li><li>Educational Background &amp; Certifications:
</li><li>&middot; A bachelor&rsquo;s degree in HR, Business, Organizational Development, or related field. MBA Preferred.
</li><li>&middot; Organizational Development, ATD, CI Certifications
</li><li>Other Experience &amp; Skills:
</li><li>&middot; Talent technology experience: performance or succession platforms, LMS integration, analytics tools.
</li><li>&middot; Demonstrated success in building or transforming talent systems in mid-market or manufacturing environments.
</li><li>&middot; Ability to partner at all levels with credibility and influence.
</li><li>&middot; Strong analytical skills and experience with HR data and reporting.
</li><li>&middot; Prior CI Experience is highly desired.
</li><li>&middot; Extensive experience with Assessments &amp; Psychometrics.
</li><li>&middot; Strong Business Acumen for what we do.
</li><li>&middot; Bilingual in other languages is a plus.
</li><li>Travel &amp; Work Schedule Requirements: Ability to travel up to 30% of the time and work irregular hours, including evenings and weekends when necessary.
</li><li>Driving Requirements: A valid driver&rsquo;s license with an acceptable driving record.
</li><li>Work Environment
</li><li>This job is carried out in a professional office setting and involves using standard office equipment like laptops, desk phones, and smartphones. Regular visits to production facilities may also be required. During those visits, the employee is occasionally exposed to cold and/or humid conditions. The employee occasionally works near moving mechanical parts. The employee is occasionally exposed to fumes, airborne particles, and cold temperatures, and to the risks of electrical shock and vibration. The noise level in the work environment is moderate.
</li><li>Physical Demands
</li><li>Employees must be able to stand, walk, or sit; use their hands for tasks; reach with their arms; and communicate verbally. Occasional lifting or moving objects is necessary, along with close, distance, and color vision, as well as depth perception and the ability to adjust focus.
</li><li>The applicant who fills this position will be eligible for the following:
</li><li>&middot; Incentive Pay: This position is eligible for the Company&rsquo;s bonus plan, with amounts varying based on program terms.
</li><li>&middot; Vacation / Sick days
</li><li>&middot; Medical, Dental, Vision Benefits
</li><li>&middot; Telemedicine
</li><li>&middot; Onsite Clinic &ndash; Tyler and Valley
</li><li>&middot; Free annual health screening
</li><li>&middot; 401 (k) with company match
</li><li>&middot; STD and LTD
</li><li>&middot; Life insurance &amp; other voluntary benefits
</li><li>&middot; Career Development: We support professional growth through continuous learning and development opportunities.
</li><li>Soules Foods is an Equal Employment Opportunity Employer. We consider all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other protected status.
</li><li>Applicants with disabilities needing accommodation during the application process can contact Human Resources at the relevant location.
</li><li>Soules Foods will not discriminate against applicants who discuss their compensation. We also participate in the E-Verify program where required by law.
</li><li>Unsolicited Assistance: Soules Foods does not accept unsolicited support from external recruitment vendors for U.S. positions. Resumes or candidate profiles submitted without a valid written request and search agreement from HR will be considered the property of Soules Foods. No fees will be paid for candidates hired through unsolicited referrals.</li></ul></div>

Director of Talent Management

OPSWAT

<div>
 OPSWAT, a global leader in IT, OT, and ICS critical infrastructure cybersecurity, delivers an end-to-end platform that gives public and private sector organizations and enterprises the critical advantage needed to protect their complex networks, secure their devices, and ensure compliance. Over the last 20 years our commitment to innovative technology has earned the trust of more than 1,700 organizations, governments, and institutions globally, solidifying our role in protecting the world&rsquo;s critical infrastructure and securing our way of life.
 
 
 
 The Position
 
 
 
 The Director, Human Resources &ndash; Americas is a critical leadership role reporting directly to our Global Head of HR, Jennifer Erfurth, and serving as a key business partner to our U.S. leadership team.
 
 
 This is not a maintenance role. It is a build, scale, and lead opportunity &mdash; perfect for someone who thrives in a high-growth environment and wants to leave a mark on how a global technology company grows, leads, and engages its people.
 
 
 You will lead the HR function for the Americas region, drive strategic people initiatives, and develop programs that strengthen leadership, elevate culture, and enable high performance.
 
 
 If you are passionate about transforming potential into performance and working alongside an executive team that values your voice, this is your stage.
 
 
 This is an in-office position based in our global corporate HQ in Tampa; you will be instrumental in helping us continue creating a collaborative in-office environment with stronger relationships and cultural integration to embody and invigorate OPSWAT&rsquo;s culture.
 
 
 
 What You Will Be Doing
 
 
 
 <ul>
 <li>
 Serve as a strategic business partner to the Americas leadership team, aligning people strategies with business objectives.
 </li>
 <li>
 Build and scale core HR programs that enhance organizational health, capability, and engagement.
 </li>
 <li>
 Lead initiatives around the future of work, leadership development, and workforce planning.
 </li>
 <li>
 Shape and implement HR policies, practices, and systems that keep pace with OPSWAT&rsquo;s growth.
 </li>
 <li>
 Partner closely with global HR teams to deliver an exceptional employee experience across the lifecycle.
 </li>
 <li>
 Coach and develop managers to lead effectively through change and growth.
 </li>
 <li>
 Use data and analytics to tell a story, influence outcomes, and make informed decisions.
 </li>
 <li>
 Oversee all aspects of employee relations, ensuring fairness, compliance, and cultural alignment.
 </li>
 <li>
 Lead, mentor, and grow a talented regional HR team focused on speed, accountability, and impact.
 
 
 
 </li>
 </ul>
 
 What We Need From You
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s or Master&rsquo;s degree in HR or related field.
 </li>
 <li>
 10+ years of HR leadership experience in a fast-paced, global technology environment.
 </li>
 <li>
 Proven ability to balance strategic thinking with hands-on execution.
 </li>
 <li>
 Deep knowledge of U.S. employment law, organizational design, talent management, and employee engagement.
 </li>
 <li>
 Strong business acumen and executive presence &mdash; you speak the language of both people and performance.
 </li>
 <li>
 Demonstrated success building high-performing teams and leading through transformation.
 </li>
 <li>
 Data-driven mindset with the ability to turn insights into action.
 </li>
 <li>
 A sense of urgency, humor, and heart &mdash; you lead with clarity, empathy, and courage.
 
 
 
 </li>
 </ul>
 
 Why OPSWAT, Why Now
 
 
 
 You&rsquo;ll be joining an organization that:
 
 
 <ul>
 <li>
 Is poised for IPO, with global expansion well underway.
 </li>
 <li>
 Invests in AI-driven HR, automation, and leadership excellence.
 </li>
 <li>
 Values transparency, accountability, and continuous learning.
 </li>
 <li>
 Offers the rare mix of startup agility and enterprise scale.
 </li>
 <li>
 Operates with a people-first mindset &mdash; led by a Global Head of HR who is hands-on, growth-focused, and deeply invested in her leaders&rsquo; success.
 
 
 
 </li>
 </ul>
 If you are ready to grow with a company that is transforming cybersecurity and redefining what great leadership looks like &mdash; OPSWAT is where you belong.
 
 
 OPSWAT is an equal opportunity employer. We celebrate diversity and are committed to providing an environment where equal employment opportunities are extended to all employees and applicants, free of discrimination and harassment of any type. All employment decisions are based on individual qualifications, job requirements, and business needs without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other category protected by federal, state, or local laws.
 
 
 Recruiting Agencies: we do not accept unsolicited resumes from third party agencies for any of our open positions. To submit resumes for our jobs, there must be a recruiting contract approved by our legal team and endorsed by both parties. We are currently not accepting additional 3rd party agencies at this time.
</div>

Director, Human Resources

Centura Wealth Advisory

<div>
 
 Summary
 
 
 
 As Centura&rsquo;s Director of People &amp; Culture, you will serve as a strategic leader responsible for shaping and advancing the firm&rsquo;s people strategy. You will partner with leadership to align HR practices with business goals, driving operational excellence, compliance, and a values-based culture. You will lead initiatives that strengthen engagement, promote accountability, and support a high-performing, inclusive workplace. You will ensure HR policies, programs, and systems reflect best practices and comply with federal and state regulations. You will act as a trusted advisor to leadership and employees alike, fostering transparency, trust, and collaboration across the organization. Ultimately, you will champion Centura&rsquo;s mission by creating a culture where people thrive and business goals are achieved through aligned, purpose-driven performance.
 
 
 This role is located onsite in San Diego, California. Remote candidates will not be considered.
 
 
 
 
 
 Primary Responsibilities
 
 
 
 
 Open Enrollment
 
 
 
 <ul>
 <li>
 Lead Centura&rsquo;s annual benefits renewal and open enrollment process, including timeline creation, vendor coordination, and communication planning.
 </li>
 <li>
 Evaluate current benefit plan performance annually by analyzing participation, utilization, employee feedback and cost trends.
 </li>
 <li>
 Partner with the firm&rsquo;s benefits broker to review plan design options, renewals, and alternative carriers or cost-savings opportunities.
 </li>
 <li>
 Benchmark benefit offerings against industry standards to ensure competitiveness and alignment with the firm&rsquo;s total rewards strategy.
 </li>
 <li>
 Recommend plan design changes to leadership based on cost, compliance, and employee needs.
 </li>
 <li>
 Oversee benefits-related compliance requirements, including ACA reporting, ERISA notices, COBRA administration, and plan document updates.
 </li>
 <li>
 Collaborate with Finance to forecast benefits costs and incorporate updates into the annual budget.
 </li>
 <li>
 Manage vendor and carrier relationships, ensuring service quality, data accuracy, and timely issue resolution.
 </li>
 <li>
 Develop and deliver employee communication materials for open enrollment (e.g., guides, FAQs, and presentations) that clearly explain benefits options and changes.
 </li>
 <li>
 Conduct post-enrollment audits to verify accuracy of enrollments, deductions, and carrier data feeds.
 </li>
 <li>
 Analyze employee benefits trends and utilization data to inform future benefit strategy and wellness initiatives.
 
 
 </li>
 </ul>
 
 Leave of Absences / Reasonable Accommodations
 
 
 
 <ul>
 <li>
 Administer Centura&rsquo;s Leave of Absence (LOA) and Reasonable Accommodation processes in compliance with federal and California laws (e.g., FMLA, CFRA, ADA).
 </li>
 <li>
 Send required notices and documentation to employees and managers within designated timeframes.
 </li>
 <li>
 Coordinate with employees, managers, and HR leadership to ensure a smooth leave process and proper return-to-work planning.
 </li>
 <li>
 Track leave dates, extensions, and return-to-work statuses to ensure accuracy and compliance.
 </li>
 <li>
 Maintain confidential LOA and accommodation files and ensure all documentation is complete and up to date.
 </li>
 <li>
 Partner with payroll and benefits administrators to ensure accurate benefit continuation and pay during leaves.
 </li>
 <li>
 Provide guidance to employees and managers on leave and accommodation policies, escalating complex cases to HR leadership as needed.
 
 
 </li>
 </ul>
 
 Workers&rsquo; Compensation
 
 
 
 <ul>
 <li>
 Administer Centura&rsquo;s Workers&rsquo; Compensation program in compliance with state and federal regulations.
 </li>
 <li>
 Serve as the primary point of contact for employees and managers regarding workplace injuries or incidents.
 </li>
 <li>
 File claims and coordinate with the insurance carrier to ensure timely submission and follow-up.
 </li>
 <li>
 Maintain accurate and confidential records of all injury reports, claim documents, and correspondence.
 </li>
 <li>
 Monitor claim progress and communicate updates to employees, managers, and HR leadership as appropriate.
 </li>
 <li>
 Coordinate return-to-work programs, including light-duty or modified work assignments when applicable.
 </li>
 <li>
 Partner with the insurance carrier, healthcare providers, and legal representatives to ensure effective case management and resolution.
 </li>
 <li>
 Track and report workplace injury trends to identify opportunities for safety and process improvements.
 
 
 </li>
 </ul>
 
 Policy Updates and Renewals
 
 
 
 <ul>
 <li>
 Review annual federal and California legislative and regulatory updates to ensure company policies remain compliant.
 </li>
 <li>
 Partner with Littler or other legal resources to update Centura&rsquo;s Employee Handbook and related policy documents as needed.
 </li>
 <li>
 Maintain a master log of company policies, ensuring all versions are current, approved, and properly archived.
 </li>
 <li>
 Draft, edit, and format new or revised policies for leadership review and approval.
 </li>
 <li>
 Coordinate with leadership and department heads to communicate new or updated policies to employees.
 </li>
 <li>
 Publish and distribute updated policies to employees.
 </li>
 <li>
 Track acknowledgment of policy receipt and understanding through electronic signature or other verification methods.
 </li>
 <li>
 Provide guidance to managers and employees regarding policy interpretation and implementation.
 </li>
 <li>
 Support annual compliance audits by maintaining up-to-date policy documentation and version control.
 
 
 </li>
 </ul>
 
 Performance Management
 
 
 
 <ul>
 <li>
 Design, implement, and continuously refine Centura&rsquo;s performance management framework to ensure alignment with the firm&rsquo;s mission, values, and strategic objectives.
 </li>
 <li>
 Partner with leadership to establish clear performance expectations, goal-setting processes, and feedback standards that promote accountability and growth.
 </li>
 <li>
 Lead the annual and quarterly review cycles, including timeline planning, training and communication.
 </li>
 <li>
 Coach managers on delivering constructive, values-based feedback and fostering a culture of continuous performance improvement.
 </li>
 <li>
 Analyze performance data to identify firmwide strengths, development needs, and trends that inform talent planning and training initiatives.
 </li>
 <li>
 Ensure consistency, fairness, and compliance in performance evaluation practices across all departments.
 </li>
 <li>
 Partner with Finance and leadership to connect performance outcomes with compensation and advancement decisions.
 </li>
 <li>
 Develop and maintain performance improvement and development programs that support employee success and retention.
 </li>
 <li>
 Champion a feedback-driven culture that values recognition, accountability, and professional development.
 </li>
 <li>
 Coach managers on delivering constructive, values-based feedback and addressing underperformance proactively and effectively.
 </li>
 <li>
 Partner with leadership to identify and respond to performance issues through coaching, documented feedback, and ongoing performance discussions.
 </li>
 <li>
 Oversee the development, implementation, and tracking of Performance Improvement Plans (PIPs), ensuring fairness, compliance, and consistency across departments.
 </li>
 <li>
 Collaborate with legal counsel and executive leadership on complex or escalated performance cases to mitigate risk and support sound decision-making.
 </li>
 <li>
 Provide guidance to managers on documentation standards and best practices for managing performance-related issues.
 </li>
 <li>
 Analyze performance data to identify firmwide trends, high-potential talent, and areas requiring additional support, training or intervention
 
 
 </li>
 </ul>
 
 Compliance
 
 
 
 <ul>
 <li>
 Oversee all HR compliance functions to ensure alignment with federal, state, and local employment laws, including wage and hour, leave, benefits, and anti-discrimination regulations.
 </li>
 <li>
 Partner with Centura&rsquo;s legal counsel and external partners (e.g., Littler) to interpret new legislation, assess business impact, and implement required policy or procedural changes.
 </li>
 <li>
 Maintain and update Centura&rsquo;s Employee Handbook and HR policies to reflect current laws, regulations, and best practices.
 </li>
 <li>
 Oversee completion of all mandatory employee trainings and certifications, including compliance, anti-harassment, and cybersecurity requirements.
 </li>
 <li>
 Ensure accurate and timely completion of required reporting and filings (e.g., ACA, EEO-1, OSHA, COBRA, ERISA).
 </li>
 <li>
 Monitor HR systems and data management processes to ensure confidentiality, security, and compliance with data privacy laws.
 </li>
 <li>
 Conduct regular internal audits of HR practices, personnel files, and system data to maintain compliance and readiness for external audits.
 </li>
 <li>
 Partner with leadership to manage compliance-related investigations, employee relations issues, and disciplinary actions as needed.
 </li>
 <li>
 Educate managers and employees on compliance expectations, providing guidance and resources to promote ethical conduct and risk awareness.
 </li>
 <li>
 Stay informed of changes in employment law and proactively recommend updates to policies and processes to mitigate organizational risk.
 
 
 </li>
 </ul>
 
 Other
 
 
 
 <ul>
 <li>
 Approve and sign offer letters
 </li>
 <li>
 Communicate employee terminations to staff
 </li>
 <li>
 Lead planning and execution of firm-wide events, including logistics, communication, and post-event insights.
 </li>
 <li>
 Perform other duties as assigned, contributing to a collaborative and high-performing team environment.
 
 
 </li>
 </ul>
 
 Knowledge, Skills And Abilities
 
 
 
 <ul>
 <li>
 Deep understanding of employment law and HR compliance across federal and California regulations (FMLA, CFRA, ADA, ACA, EEO, wage and hour, etc.).
 </li>
 <li>
 Experience with open enrollment, compensation structures, and total rewards strategies.
 </li>
 <li>
 Understanding of employee engagement best practices.
 </li>
 <li>
 Knowledge of change management and organizational effectiveness principles.
 </li>
 <li>
 Working knowledge of HR systems and analytics tools.
 </li>
 <li>
 Skilled in coaching leaders through feedback, performance improvement, and talent growth.
 </li>
 <li>
 Ability to balance strategic thinking with operational execution, moving seamlessly between big-picture planning and hands-on leadership.
 </li>
 <li>
 Ability to analyze HR metrics and workforce data to inform decision-making and drive continuous improvement.
 </li>
 <li>
 Ability to navigate sensitive employee matters with discretion, empathy, and professionalism.
 </li>
 <li>
 Ability to influence and collaborate across departments and leadership levels to achieve organizational goals.
 </li>
 <li>
 Ability to adapt to changing business needs and regulatory requirements while maintaining HR compliance.
 </li>
 <li>
 Ability to model ethical leadership and uphold the highest standards of integrity and confidentiality.
 
 
 </li>
 </ul>
 
 Minimum Qualifications
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Psychology, Business Administration, Organizational Leadership, or a related field.
 </li>
 <li>
 8+ years of progressive HR experience, including at least 3 years in a leadership or strategic HR management role.
 </li>
 <li>
 Demonstrated experience overseeing multiple HR functions such as recruiting, performance management, benefits, compliance, and employee engagement.
 </li>
 <li>
 Proven track record in developing and implementing HR strategies that align with organizational goals and improve business performance.
 </li>
 <li>
 Experience in California employment law compliance and employee relations.
 </li>
 <li>
 Strong knowledge of HR systems and technology platforms (e.g., HRIS, ATS, performance and engagement tools).
 </li>
 <li>
 Excellent interpersonal, communication, and leadership skills.
 </li>
 <li>
 Ability to build and lead high-performing teams and foster an inclusive, collaborative work environment.
 </li>
 <li>
 SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
 </li>
 <li>
 Experience in financial services or RIA environments strongly preferred.
 
 
 </li>
 </ul>
 
 Competencies
 
 
 
 <ul>
 <li>
 Communication
 </li>
 <li>
 Bold Leadership
 </li>
 <li>
 Delegation
 </li>
 <li>
 Forward Thinking
 </li>
 <li>
 Influencing Others
 </li>
 <li>
 Adaptability
 </li>
 <li>
 Decision Making
 </li>
 <li>
 Project Management
 </li>
 <li>
 Resource Management
 </li>
 <li>
 Risk Navigator
 
 
 </li>
 </ul>
 Centura Investment Advisory, headquartered in San Diego with a national presence, is an SEC Registered Investment Advisory firm delivering innovative Investment and Wealth Management services to affluent families, business owners, and Corporate Executives. Our skilled professionals have been crafting sophisticated financial solutions as a team since 2005, yielding total Investment efficiency and purpose to those looking to liberate their wealth.
 
 
 We achieve this by focusing on our clients' needs, upholding the highest ethical standards, fostering a tradition of quality, and investing in the individuals who, together, form our team. In doing so we cultivate a culture of excellence visible throughout all facets of the company, our practices, and most of all, the work we do for our clients.
 
 
 At Centura Wealth Advisory, we are committed to creating a diverse and inclusive environment where all employees feel valued and respected. We are proud to be an Equal Opportunity Employer and we welcome applicants from all backgrounds. We do not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other legally protected status. Comp: $190k - $200k base + bonus
</div>

Director, People & Culture

Gizli

<div>
 
 
 QUALIFICATIONS
 
 
 <ul>
 <li>
 Graduated from relevant undergraduate or postgraduate programs,
 </li>
 <li>
 Minimum 15 years of experience in Human Resources with strong people and team management skills,
 </li>
 <li>
 Preferably experienced in group companies, global structures, and multi-location organizations,
 </li>
 <li>
 Well-versed in the dynamics of the manufacturing sector; particularly competent in factory and field HR management processes,
 </li>
 <li>
 Experienced in organizational system design, process development, digital HR transformation, and the management of strategic HR projects,
 </li>
 <li>
 Excellent command of written and spoken English.
 </li>
 </ul>
 
 
 
 
 
 JOB DESCRIPTION
 
 
 <ul>
 <li>
 Develop, implement, and continuously improve the Human Resources strategies of all group companies,
 </li>
 <li>
 Assess and optimize the organizational structure covering T&uuml;rkiye and global operations, and establish sustainable systems,
 </li>
 <li>
 Manage end-to-end talent management, career planning, learning &amp; development, employer branding, compensation &amp; benefits, and performance management processes,
 </li>
 <li>
 Ensure effective communication and coordination with senior management, international plants, regional teams, and local leaders,
 </li>
 <li>
 Develop Group HR policies, procedures, and people management standards, and ensure their consistent application across all companies,
 </li>
 <li>
 Lead organizational culture transformation initiatives; manage employee engagement, leadership development, and cultural integration programs,
 </li>
 <li>
 Manage the HR budget, departmental targets, and KPI performance,
 </li>
 <li>
 Ensure compliance with legal processes, labor regulations, and ethical standards, and coordinate related implementations,
 </li>
 <li>
 Provide regular reporting and presentations to top management.
 </li>
 </ul>
</div>

CHRO/Group People & Culture Director

Search 10000+ Talent management director jobs near you this January. New roles added regularly across leading industries. Apply today.