talent management director

Hallmark

<div>WHO WE ARE AND WHAT WE DO

The Talent Management Director is a key leader on the Talent &amp; Community team in the Employee Experience organization. This team is a core part of our Talent &amp; Culture strategy, bringing together Talent Acquisition, Talent Development, and Community Impact to build a stronger, more agile future for the business. This team ensures we attract the right talent, develops employees through continuous learning and leadership growth, and strengthens belonging and purpose through meaningful community engagement. The team fosters a thriving culture, a skilled and adaptable workforce, and deeper connections within Hallmark and the communities we serve- all of which contribute to long‑term business performance and resilience. 


WHAT YOU&rsquo;LL DO &amp; HOW IT SHAPES OUR SUCCESS
As Talent Management Director, you&rsquo;ll step into a highly visible, influential role shaping how our people are hired, developed, and prepared for the future. Sitting at the intersection of strategy and execution, this role brings talent strategy to life by designing and integrating end‑to‑end solutions across recruiting, onboarding, development, early career, flex staffing, and succession.

You&rsquo;ll operate as both a strategic thought partner and hands‑on execution leader- using data, storytelling, and influence to challenge thinking, guide leaders, and connect talent to business outcomes. This is a trusted leadership role with meaningful impact, ideal for someone energized by shaping the future of the organization through people.

This is a rare opportunity to step into a role with genuine influence- where your work shapes leaders, teams, and the future of the organization. You&rsquo;ll have the chance to build, evolve, and leave a lasting mark on how talent drives success.

What You&rsquo;ll Do:
<ul>
<li>Integrate and execute talent strategy across the full talent lifecycle so experiences work together as one connected system.</li>
<li>Lead recruiting and onboarding, ensuring a high-quality, inclusive candidate and hiring leader experience.</li>
<li>Oversee flex staffing and early career programs, building scalable pipelines aligned to long-term workforce needs.</li>
<li>Drive learning and development strategies for leaders, managers, and individual contributors.</li>
<li>Leverage data and insights to tell clear, compelling stories that influence decisions and outcomes.</li>
<li>Partner closely with HRBPs and business leaders as a trusted advisor and execution leader.</li>
<li>Lead and develop a high-performing team while modeling change leadership and continuous improvement.</li></ul> 


BASIC QUALIFICATIONS

The following are required to be considered for this role:
<ul>
<li>At least 10 years of progressive HR / Talent experience, with meaningful responsibility across multiple parts of the talent lifecycle (e.g., TA + development, or TA + onboarding + early career).</li>
<li>At least 5 years of people leadership experience, including leading managers and/or individual contributors.</li></ul> 


PREFERRED QUALIFICATIONS

Your resume will stand out if you have the following:
<ul>
<li>Experience intentionally integrating talent acquisition and talent development into a connected, end‑to‑end system.</li>
<li>Experience supporting diverse business models (e.g., creative, retail, product, seasonal).</li>
<li>Ownership of flex staffing or alternative workforce models, including compliance and governance.</li>
<li>Leadership of early career or intern programs aligned to long‑term workforce needs.</li>
<li>Experience establishing or scaling operating rhythms, governance, and success metrics for talent programs.</li>
<li>Demonstrated success modernizing or stabilizing talent systems and driving adoption.</li>
<li>Exposure to enterprise‑scale change leadership, including culture or trust‑building efforts.</li>
<li>Experience partnering with or supporting external entities or subsidiaries.</li>
<li>Demonstrated experience operating at the enterprise level, supporting multiple business units and operating models.</li>
<li>Proven ownership of end‑to‑end talent execution, translating strategy into operating models, processes, and measurable outcomes.</li>
<li>Hands‑on leadership of talent acquisition execution, including workforce planning, intake/prioritization, vendor partnerships, and hiring leader experience.</li>
<li>Experience managing external vendors and technology platforms (e.g., ATS, LMS/TMS, recruiting and learning partners).</li>
<li>Strong track record of cross‑functional partnership with HR Business Partners and senior business leaders.</li></ul> 


ADDITIONAL DETAILS
<ul>
<li>This position offers a hybrid work arrangement, giving you the best of both worlds: collaborating in person at our headquarters in Kansas City, MO and enjoying the flexibility of working remotely.</li>
<li>The salary range for this role is $130,000 - $150,000. Final compensation varies based on several factors.</li>
<li>This role is eligible for Hallmark&rsquo;s Annual Incentive Plan. More information will be shared during the interview process.</li>
<li>Hallmark is committed to recognizing and rewarding performance. Employees are eligible for annual merit-based increases, aligned with individual and company performance.</li>
<li>In alignment with our culture of care, Hallmark offers a competitive benefits package, including medical, dental and vision plans, paid time off, 401K with company match, and profit-sharing.</li></ul> 


COME JOIN US! Now&rsquo;s your chance to embrace a future with Hallmark- just follow the instructions below to apply. 


You must show how you meet the basic qualifications in a resume or document you upload, or by completing the work experience and education application fields. Accepted file types are DOCX and PDF.

In compliance with the Immigration Reform and Control Act of 1986, Hallmark Cards, Inc. and its subsidiary companies will hire only individuals lawfully authorized to work in the United States. Hallmark does not generally provide sponsorship for employment.

Employment by Hallmark is contingent upon the signing of the Employment Agreement, signing of an agreement to arbitrate in connection with the Hallmark Dispute Resolution Program, completing Form I-9 Employment Eligibility Verification, passing the urinalysis drug screen, education verification and satisfactory reference and background checks.

Hallmark is an equal opportunity employer. All qualified applicants will be considered for employment without regard to race, color, religion, sex, age, pregnancy, national origin, physical or mental disability, genetics, sexual orientation, gender identity, veteran status, or any other legally-protected status. Principals only please.

HALLMARK &ndash; Because Connecting With Each Other Has Never Been More Important</div>

Talent Management Director

The Home Depot

<div>Position Purpose:
The Regional HR Director (RHRD) oversees the implementation of HR programs and processes to ensure the most effective utilization of human capital needed to maximize business performance in a designated region. The Regional HR Director reports to the division's Sr. Director of HR with a dotted-line to the Regional Vice President (RVP) to ensure that direct HR support is provided to the regional business unit. The Regional HR Director is an influential, credible, and trusted partner to the business line who influences the alignment of HR and Operations by engaging the RVP and District Managers (DM) to gain acceptance for strategic HR decisions. Specifically, the Regional HR Director will ensure the successful execution of Organizational Effectiveness, Talent Planning, Staffing, Learning, Performance Management, Associate Relations, and Change Management for their region, in partnership with SSC-based Centers of Excellence and HR Leadership. The incumbent will also lead District HR Managers (DHRM), who each support one DM (approximately 8-12 stores). Additionally, the Regional HR Director is responsible for the hiring, performance management, and coaching and development of his or her staff of DHRMs. 
Key Responsibilities:<ul><li>
Ensure the execution of HR programs/processes in the areas of: Organizational Effectiveness, Staffing, Performance Management, Learning, and Associate Relations</li><li>
Support the RVP by providing HR guidance for the regional business unit and driving regional HR practices (e.g., Talent Planning, coaching/development, Employer of Choice, 360 Assessments, etc.)</li><li>
Select, develop, coach, and motivate a team of DHRMs (direct reports)</li><li>
Evaluate regional HR practices and trends and provide feedback on effectiveness to the functional owners.</li><li>
Partners with divisional and centralized (Atlanta SSC) HR partners (Staffing, Talent Management, Associate Relations) to identify opportunities and gaps in existing programs to meet short and long-term HR needs in the region and division.</li><li>
Develop and execute region-level strategy for staffing, talent planning, and associate engagement.</li></ul> 

Direct Manager/Direct Reports:<ul><li>
This position reports to Senior Director, Human Resources</li><li>
This position has 8-12 direct reports.</li></ul> 

Travel Requirements:<ul><li>
Typically requires overnight travel 5% to 20% of the time.</li></ul> 

Physical Requirements:<ul><li>
Frequent periods are spent standing or sitting in the same location with some opportunity to move about; occasionally there may be a need to stoop or lift light objects (typically less than 8 pounds).</li></ul> 

Working Conditions:<ul><li>
Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable.
</li></ul> 
Minimum Qualifications:<ul><li>
Must be eighteen years of age or older.</li><li>
Must be legally permitted to work in the United States.</li></ul> 

Preferred Qualifications:<ul><li>
Masters degree in Human Resource Management or related field</li><li>
Experience managing others in various locales</li><li>
Progressive HR generalist experience, including labor relations, union avoidance, EEO and affirmative action, and government compliance</li><li>
Multi-unit management experience in Staffing, Learning, and Talent Management</li></ul> 

Minimum Education:<ul><li>
The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job.</li></ul> 

Preferred Education:<ul><li>
No additional education</li></ul> 

Minimum Years of Work Experience:<ul><li>
8</li></ul> 

Preferred Years of Work Experience:<ul><li>
No additional years of experience</li></ul> 

Minimum Leadership Experience:<ul><li>
None</li></ul> 

Preferred Leadership Experience:<ul><li>
None</li></ul> 

Certifications:<ul><li>
None</li></ul> 

Competencies:<ul><li>
HR Technical Knowledge</li><li>
Supervisory/Management Skills</li><li>
Relationship Building</li><li>
Career Development and Coaching Skills</li><li>
Business Acumen and Strategic Thinking</li><li>
Presentation/Group Facilitation Skill</li></ul></div>

Regional Human Resources Director (MidAtlantic Region)

Hilton

<div>Director of Human Resources
A Director of Human Resources will manage Human Resources related activities including succession planning, talent management, recruitment, learning and development and training, performance management, compensation and benefits, and employee relations initiatives. 
 
 
What will I be doing? 
As a Director of Human Resources, you will be responsible for the effective management and performance of all Human Resources related activities. This includes talent management, succession planning, learning and development and training, performance management, compensation and benefits, employee relations, and health and safety initiatives. Specifically, a Director of Human Resources will perform the following tasks to the highest standards:
<ul><li>Plan and forecast the short and long-term talent requirements for the hotel to support its business plans</li>
<li>Maintain a best practice recruitment approach, including the Company's vacancy management system, to attract the best applicants</li>
<li>Build a strong career and succession planning system to retain and develop talent</li>
<li>Implement training and development strategies to continuously improve performance and customer service</li>
<li>Oversee the hotel's human resources database and payroll system</li>
<li>Provide a framework for counseling, coaching, and welfare services</li>
<li>Manage the Opinion Survey and the calendar of Team Member social events</li>
<li>Manage and resolve, promptly and completely, all employee relations issues</li>
<li>Maintain an awareness of competitor human resources activities and best practices</li>
</ul>What are we looking for? 
A Director of Human Resources serving Hilton brands is always working on behalf of our Guests and working with other Team Members. To successfully fill this role, you should maintain the attitude, behaviours, skills, and values that follow:<ul>
<li>Tertiary qualifications, or other collegiate-level degree, in Human Resources or related field, required</li>
<li>Previous human resources management experience in the hotel, leisure, and/or retail sector</li>
<li>Excellent leadership skills and exceptional communication skills</li>
<li>Strong commercial/business acumen</li>
<li>A passion for leadership and the vision to create a winning team</li></ul> 

What will it be like to work for Hilton? 
Hilton is the leading global hospitality company, spanning the lodging sector from luxurious full-service hotels and resorts to extended-stay suites and mid-priced hotels. For nearly a century, Hilton has offered business and leisure travelers the finest in accommodations, service, amenities and value. Hilton is dedicated to continuing its tradition of providing exceptional guest experiences across its global brands. Our vision &ldquo;to fill the earth with the light and warmth of hospitality&rdquo; unites us as a team to create remarkable hospitality experiences around the world every day. And, our amazing Team Members are at the heart of it all!</div>

Director of Human Resources

Holcim

<div>
 Location:
 
 
 Suez, EG
 
 
 Requisition ID: 16006
 
 
 
 Why work for us?
 
 
 
 Driven by our purpose: Building progress for people and the planet. We are transforming to become the leader in innovative and sustainable building solutions. Holcim US offers an unparalleled range of innovative cement, aggregates, asphalt, concrete products and construction services that have been the foundation for infrastructure projects across the globe. To move the industry forward to a greener future we need people who are passionate about sustainability, are driven to shape and influence perception, and keen to build, grow and thrive in our high-performance culture.
 
 Are you ready to build progress with us?
 
 
 
 
 Plant People Director
 
 
 
 
 Job Purpose
 
 
 
 The People Plant Director is accountable for leading the full people agenda at Sokhna Plant ensuring a high-performance culture, strong employee engagement, effective talent development, and robust HR and administrative operations.
 
 
 The role serves as a strategic business partner to the Plant Director and site leadership team, while ensuring alignment with Lafarge Egypt&rsquo;s corporate HR strategy and governance.
 
 
 This position oversees HR Business Partnering, HR Operations, Administration, and third-party workforce management within a complex industrial/manufacturing environment.
 
 
 
 Key Responsibilities
 
 
 
 
 Health &amp; Safety:
 
 
 
 <ul>
 <li>
 Adhere to and enforce relevant legislation and policies and ensure that the highest degree of safety and safe working practices are maintained.
 
 
 
 </li>
 </ul>
 
 2- Functional:
 
 
 
 <ul>
 <li>
 People Strategy &amp; Leadership
 </li>
 <li>
 Define, deploy, and continuously refine the plant people strategy in line with Lafarge Egypt&rsquo;s corporate People agenda, industrial priorities, and CPO direction.
 </li>
 <li>
 Translate business and operational objectives into clear workforce and organizational plans that support safety, productivity, and sustainability.
 </li>
 <li>
 Lead culture transformation initiatives that reinforce Lafarge values, accountability, performance, and engagement across all plant functions.
 </li>
 <li>
 Act as a trusted advisor and coach to the Plant Director and the site leadership team on all people-related matters.
 </li>
 <li>
 Ensure strong governance, ethical conduct, and consistency in people decisions across the plant.
 </li>
 <li>
 Talent Management &amp; Organizational Development
 </li>
 <li>
 Lead strategic workforce planning to ensure optimal manpower levels, critical skills availability, and future capability readiness.
 </li>
 <li>
 Drive talent identification, succession planning, and leadership pipeline development for critical and operational roles.
 </li>
 <li>
 Oversee performance management cycles, ensuring objective goal setting, quality performance reviews, and effective development plans.
 </li>
 <li>
 Design and deploy learning, upskilling, and reskilling programs for both white-collar and blue-collar employees, aligned with operational excellence needs.
 </li>
 <li>
 Support organizational design, role clarity, and structure optimization to enhance efficiency and accountability.
 </li>
 <li>
 Employee Relations, Labor Stability &amp; Engagement
 </li>
 <li>
 Ensure a stable, compliant, and constructive labor environment across all plant operations.
 </li>
 <li>
 Lead collective and individual employee relations matters, including disciplinary actions, grievances, investigations, and conflict resolution.
 </li>
 <li>
 Act as the final escalation point for complex employee relations and labor law cases at site level.
 </li>
 <li>
 Drive employee engagement initiatives, engagement survey action plans, and continuous listening mechanisms.
 </li>
 <li>
 Strengthen internal communication, ensuring transparency, alignment, and trust across all employee segments.
 </li>
 <li>
 People Operations Excellence
 </li>
 <li>
 Oversee all People operational activities, including personnel administration, employee lifecycle management, payroll coordination, HR systems, and data accuracy.
 </li>
 <li>
 Ensure effective implementation of HR policies, procedures, and standards across the plant.
 </li>
 <li>
 Maintain full compliance with Egyptian labor law, internal controls, audits, and corporate governance requirements.
 </li>
 <li>
 Monitor HR KPIs, workforce analytics, and reporting to support data-driven decision-making.
 </li>
 <li>
 Ensure service quality, responsiveness, and operational discipline within the HR Operations team.
 </li>
 <li>
 Administration &amp; Facilities Management
 </li>
 <li>
 Lead the Administration function for the plant, covering facilities management, transportation, accommodation, catering, security, and general services.
 </li>
 <li>
 Ensure safe, efficient, and cost-effective management of plant facilities and services in line with HSE and business standards.
 </li>
 <li>
 Manage budgets related to administration and general services, ensuring cost control and value optimization.
 </li>
 <li>
 Oversee contracts and service providers, ensuring service quality, compliance, and SLA performance.
 </li>
 <li>
 Coordinate closely with HSE, Security, Procurement, and Finance to ensure seamless administrative operations.
 </li>
 <li>
 Third-Party Workforce &amp; Contractor Management
 </li>
 <li>
 Oversee third-party labor providers, contractors, and outsourced services supporting plant operations.
 </li>
 <li>
 Ensure compliance with labor law, HSE requirements, and Lafarge standards for all external workforce.
 </li>
 <li>
 Monitor headcount, performance, costs, and risks related to outsourced labor.
 </li>
 <li>
 Drive continuous improvement in contractor workforce productivity, discipline, and engagement.
 </li>
 <li>
 Business Partnership &amp; Change Leadership
 </li>
 <li>
 Act as People Business Partner to the Industrial Director and functional leaders, aligning people solutions with operational priorities.
 </li>
 <li>
 Provide regular insights to the CPO on workforce trends, talent risks, engagement levels, and organizational effectiveness.
 </li>
 <li>
 Lead and support site-wide change initiatives including restructures, productivity programs, digital transformation, and cultural shifts.
 </li>
 <li>
 Anticipate people-related risks and proactively propose mitigation actions.
 </li>
 <li>
 Governance, Risk &amp; Continuous Improvement
 </li>
 <li>
 Ensure strong people governance, risk management, and compliance across the plant.
 </li>
 <li>
 Lead internal and external audits related to HR and administration and ensure timely closure of findings.
 </li>
 <li>
 Drive continuous improvement in HR and administrative processes, service delivery, and employee experience.
 </li>
 <li>
 Ensure alignment with Lafarge Egypt, regional, and group HR standards and policies.
 
 
 
 </li>
 </ul>
 
 Education
 
 
 
 
 Qualifications &amp; Experience
 
 
 
 Bachelor&rsquo;s degree in Human Resources Management, Business Administration, Industrial Relations, or a related discipline.
 
 
 <ul>
 <li>
 Postgraduate qualification (MBA, Master&rsquo;s in HR Management, Organizational Development, or Industrial Management) is preferred.
 </li>
 <li>
 Continuous professional development in labor law, leadership, change management, and industrial relations is expected.
 
 
 
 </li>
 </ul>
 
 Technical Skills:
 
 
 
 <ul>
 <li>
 Strong knowledge of industrial/manufacturing HR and blue-collar workforce management.
 </li>
 <li>
 In-depth understanding of Egyptian Labor Law and industrial relations.
 </li>
 <li>
 Expertise in workforce planning, talent management, and performance systems.
 </li>
 <li>
 Proficient in HRIS systems (e.g., SAP SuccessFactors, Oracle) and HR operations.
 </li>
 <li>
 Experience managing facilities, transportation, and administrative services in industrial sites.
 </li>
 <li>
 Skilled in third-party workforce and contractor management with compliance focus.
 </li>
 <li>
 Solid background in governance, audit, and compliance related to HR and admin.
 </li>
 <li>
 Competent in leading change management and organizational effectiveness initiatives.
 
 
 
 </li>
 </ul>
 
 Experience:
 
 
 
 <ul>
 <li>
 Minimum 13 - 15 years of progressive HR experience, preferably within multinational and industrial/manufacturing environments.
 </li>
 <li>
 Strong hands-on experience leading HR functions in factory or plant settings with large labor populations.
 </li>
 <li>
 Proven exposure to administration and facilities management as part of a senior HR role.
 </li>
 <li>
 Deep expertise in employee relations, engagement, talent management, and organizational development.
 </li>
 <li>
 Strong leadership, stakeholder management, communication, and analytical skills.
 
 
 
 
 
 </li>
 </ul>
 
 WHO ARE LAFARGE PEOPLE?
 
 
 
 Lafarge people are passionate about finding better ways to build. They embrace innovation and improvement with a pioneering spirit. They work as trusted partners, creating better solutions and experiences for their customers, communities, and colleagues.
 
 
 
 Your Lafarge Experience
 
 
 
 At Lafarge, there is endless opportunity for you to play your part. Whether you&rsquo;re in a technical, managerial, or frontline role, you can shape a career that works for you. With us you&rsquo;ll have the chance to embrace the passion we share for our planet. You&rsquo;ll be encouraged to seek out diverse perspectives, share your ideas, and build the skills and connections you need to perform at your best. Because it&rsquo;s only when we work together in a culture where everyone thrives, that we can build the world we all want to live in.
</div>

Plant People Director

Power Integrations

<div><div><h1 class="jobSectionHeader">Director / Senior HR Business Partner</h1><div>
Power Integrations | San Jose, CA</div><h2 class="jobSectionHeader">
About Power Integrations</h2><div>
Power Integrations (NASDAQ: POWI) is a leader in high-voltage integrated circuits used in energy-efficient power conversion across consumer, industrial, and automotive markets. Our technologies power billions of devices worldwide and support the global transition toward electrification and renewable energy. 
 
As we continue to grow and expand the adoption of our PowiGaN&trade; technology, we are focused on scaling our organization, strengthening leadership capabilities, and enabling faster innovation across our engineering and global business teams. 
 
The Director / Senior HR Business Partner will play a critical role in helping Power Integrations evolve into a more scalable, high-performing organization by partnering with leaders to build strong teams, develop leadership capability, and improve organizational effectiveness.</div><h2 class="jobSectionHeader">
Position Overview</h2><div>
The Director / Senior HR Business Partner partners closely with senior leaders to translate business strategy into talent, leadership, and organizational priorities. This role will help the organization continue to mature by strengthening leadership capability, improving organizational clarity, and building the systems and practices needed to scale globally. 
 
This role requires a strategic HR leader who understands how to support technical and engineering organizations and Business Unit Leadership, navigate complexity, and help leaders build high-performing teams in a fast-moving technology environment. 
 
The HR Business Partner will work closely with HR Centers of Excellence&mdash;including Talent Acquisition, Total Rewards, Learning &amp; Development, and HR Operations&mdash;to deliver integrated people solutions that enable business success.</div><h2 class="jobSectionHeader">
Key Responsibilities</h2><h3 class="jobSectionHeader">
Strategic Business Partnership</h3><ul><li>Partner with senior leaders to align people strategies with business goals and growth priorities.</li><li>Provide strategic guidance on organizational design, talent strategy, and leadership effectiveness.</li><li>Translate business objectives into workforce, leadership, and capability plans.</li></ul><h3 class="jobSectionHeader">
Organizational Effectiveness &amp; Maturity</h3><ul><li>Help leaders evolve the organization as the company scales, improving clarity, accountability, and decision-making.</li><li>Support leaders in designing organizations that enable faster execution and collaboration across teams.</li><li>Diagnose organizational challenges and recommend solutions that improve team effectiveness and productivity.</li></ul><h3 class="jobSectionHeader">
Talent Strategy &amp; Workforce Planning</h3><ul><li>Partner with leaders to identify capability needs and develop workforce strategies that support future growth.</li><li>Lead talent reviews and succession planning to strengthen leadership pipelines.</li><li>Collaborate with Talent Acquisition to improve hiring quality and attract strong technical talent.</li></ul><h3 class="jobSectionHeader">
Leadership Development</h3><ul><li>Coach leaders and managers to strengthen leadership capability and team effectiveness.</li><li>Support leadership development initiatives that build a strong pipeline of future leaders.</li><li>Help leaders navigate organizational change and transformation.</li></ul><h3 class="jobSectionHeader">
Culture &amp; Performance</h3><ul><li>Help embed a high-performance culture aligned with Power Integrations&rsquo; values and strategic priorities.</li><li>Support leaders in driving accountability, engagement, and strong team performance.</li><li>Partner with HR colleagues to implement programs that strengthen employee experience and retention.</li></ul><h3 class="jobSectionHeader">
Global HR Partnership</h3><ul><li>Support leaders across global teams and help ensure HR programs are applied consistently across regions.</li><li>Partner with HR Centers of Excellence to deliver integrated solutions in compensation, learning, talent management, and HR operations.</li></ul><h2 class="jobSectionHeader">
Qualifications</h2><h3 class="jobSectionHeader">
Experience</h3><ul><li>8+ years of progressive HR experience, including experience as an HR Business Partner.</li><li>Experience supporting technical or engineering organizations in technology, semiconductor, or similar industries preferred.</li><li>Experience working in global organizations with distributed teams.</li></ul><h3 class="jobSectionHeader">
Expertise</h3><ul><li>Organizational design and team effectiveness</li><li>Talent management and succession planning</li><li>Leadership coaching and development</li><li>Workforce planning and talent strategy</li><li>Change management and organizational transformation</li></ul><h3 class="jobSectionHeader">
Capabilities</h3><ul><li>Strong business acumen and ability to align people strategy with business outcomes.</li><li>Ability to influence leaders and build trusted partnerships across the organization.</li><li>Comfortable navigating ambiguity and supporting organizations as they scale and mature.</li><li>Analytical mindset with the ability to use data and insights to guide decisions. Strong Talent Management background preferred.</li></ul><h2 class="jobSectionHeader">
What Success Looks Like</h2><div>
In this role, you will help Power Integrations: 
<ul><li>Strengthen leadership capability across the organization</li><li>Improve organizational clarity and effectiveness</li><li>Build strong talent pipelines for critical technical roles</li><li>Support leaders as the company continues to scale globally</li><li>Reinforce a culture of accountability, innovation, and performance</li></ul></div><div>
</div><h2 class="jobSectionHeader">
Why Join Power Integrations</h2><div>
You will have the opportunity to partner with world-class engineering and business leaders to help shape the next chapter of Power Integrations&rsquo; growth. This role offers a unique opportunity to help build the leadership and organizational capabilities needed to support innovation and global expansion.</div><div></div><div> 
</div><div><div>
Power Integrations is committed to building teams that drive innovation and therefore review a range of factors when determining compensation. The annual base pay range for this position is $158,695 to $263,639.</div><div>
</div><div>
Our salary ranges are determined by role, level, qualifications and work location. The range displayed on the job posting reflects the minimum and maximum target for new hire salaries for this position in California. Within the range, individual pay is determined by additional factors, including job-related skills, experience, and relevant education or training.</div><div>
</div><div>
Power Integrations also offers to our eligible employees a comprehensive total rewards package that includes equity, medical benefits, ESPP, 401K, tuition reimbursement and time off programs. For additional benefits, please visit <div>https://www.power.com/company/our-sustainability-priorities/people-our-engine-innovation</div>.</div></div></div></div><div></div>

Director / Senior HR Business Partner

Materion

<div><h3 class="jobSectionHeader">At Materion, everyone is included, respected and offered opportunity to grow. Join us!</h3><h2 class="jobSectionHeader">
Salary range: $155,000 - $195,000* 
<ul><li>The salary range listed is a guide for this position and may vary depending on experience, education, geographic location, and other qualifications. The final offer will be determined based on the candidate's individual merits and the company's compensation policies.</li></ul></h2>
Join the Dream Team at Materion &ndash; Where Careers and Community Shine!
Why Apply? 
At Materion, you&rsquo;re not just taking a job&mdash;you&rsquo;re joining a dream team that powers innovation in aerospace, electronics, and energy. We offer competitive pay, great benefits, and endless opportunities to grow.
Why Elmore, Ohio? 
Because life here is anything but ordinary!<ul><li>
Small-Town Charm &ndash; Friendly faces, safe neighborhoods, and affordable living.</li><li>
Delicious Delights &ndash; Grab a latte at Christy&rsquo;s Corner Caf&eacute; or enjoy local flavors at cozy diners.</li><li>
Outdoor Adventures &ndash; Bike the scenic North Coast Inland Trail, fish at Riverbend Park, or tee off at Sugar Creek Golf Course.</li><li>
Nature &amp; Culture &ndash; Stroll through Schedel Arboretum &amp; Gardens, explore the Blair Museum of Lithophanes, or sip craft whiskey at Ernest Scarano Distillery.</li><li>
In the Middle of It All &ndash; Quick drives to Toledo, Cleveland, and Lake Erie for big-city fun!</li></ul>
What We Offer:<ul><li>
Competitive pay</li><li>
Comprehensive benefits: medical, dental, vision, retirement plan, tuition assistance</li><li>
Paid holidays and vacation</li><li>
A culture of respect, inclusion, and growth</li></ul>
Ready to start your journey? 
Apply today and discover why Materion is the perfect place to build your future&mdash;while enjoying everything Elmore has to offer!
The Human Resources Director leads the HR function across multiple operations facilities &ndash; including the company&rsquo;s largest facility located in Elmore, OH.
As a key member of the Global HR Operations Leadership Team, the HR Director is a high-impact contributor in the development and implementation of HR strategies to drive business and employee growth. This leadership role directly impacts the company&rsquo;s talent and organizational effectiveness priorities.
The position reports to the Vice President, HR for Performance Materials and maintains strong working relationships with Operations leaders and the broader HR team. The HR Director is responsible for leading a team of four HR professionals to support the following locations: Elmore, OH and Lorain, OH. These locations are critical locations for Materion&rsquo;s largest business - Performance Materials.
Primary Responsibilities
Lead and deliver in 3 primary areas:<ul><li>
Be a critical business partner with key business and functional leaders. Identify and implement HR practices which drive Materion&rsquo;s growth and support exceptional employee engagement</li><li>
Be a thought leader and executor; lead your team and influence across the matrix organization to identify opportunities for continuous improvement and drive through delivery.</li><li>
Be a cultural steward; attract, develop, and engage talent across the scope of responsibility. Raise the talent bar through continuous feedback, development, and coaching. Partner with leaders at all levels to advance employee engagement.</li></ul>
Other Responsibilities<ul><li>
Foster a talent mindset; assist Operations leaders in developing and managing talent processes and initiatives that ensures a healthy succession pipeline and positive employee relations</li><li>
Provide counsel and forward-looking solutions to HR and Operations leaders on various operating issues and opportunities.</li><li>
Provide functional leadership to US field HR teams, ensuring high standards of service delivery</li><li>
Lead / participate in HR due diligence on acquisition candidates and successful integration of acquired businesses.</li></ul>
Key Experiences &amp; Credentials<ul><li>
10+ years of increasingly challenging HR responsibilities in progressive manufacturing operating environments; multi-functional HR experience and/or prior responsibility for multiple operating facilities is ideal.</li><li>
3+ years of demonstrated success developing and coaching HR professionals.</li><li>
Bachelor&rsquo;s degree in HR or business required; MBA or Masters in HR preferred.</li><li>
Prior experience creating positive employee relations in both union and non-union manufacturing facilities.</li><li>
Through prior experience, developed a solid understanding of best practice manufacturing operating environments (structures, operating processes, functional competencies) and HR programs and services that build Operations talent and organizational capability.</li><li>
Successful leadership and implementation of impactful change initiatives across organizational or functional boundaries using a disciplined change process.</li><li>
Success in building influential relationships with stakeholders across organizational lines.</li><li>
Able to successfully manage in a matrix environment within high levels ambiguity and complexity; can anticipate future needs and upstream and downstream consequences.</li><li>
Able to work flexible hours, as needed, including periodic second/third shift schedules.
</li><li>Able and willing to travel up to 15%, as needed.</li></ul>
#LI-AS1 
The selection of the person to be hired for this position is contingent on the candidate having export compliance eligibility for access to U.S. controlled technology which comes under the licensing jurisdiction of the U.S. Department of State, International Traffic in Arms Regulations (ITAR) and the U.S. Department of Commerce, Export Administration Regulations (EAR).
The candidate selected will have to qualify as either a U.S. citizen, a U.S. National, a lawful permanent resident of the U.S., a Person Admitted into the U.S. as an Asylee or Refugee., a National of a country that is not prohibited from having access to U.S. controlled technology (via a letter of assurance), or a Person to be approved for an export license by the governing agency whose technology comes under its jurisdiction. Please understand that any job offer that requires approval of an export license will be conditional on Materion&rsquo;s determination that it will be able to obtain an export license in a time frame consistent with Materion&rsquo;s business requirements.
Materion Corporation and its subsidiaries (the &ldquo;Company&rdquo;) is an equal employment opportunity employer. It is the Company&rsquo;s policy to not unlawfully discriminate against an applicant or employee on the basis of race, color, religion, creed, national origin or ancestry, sex, age, physical or mental disability, veteran or military status, genetic information, sexual orientation, gender identity, marital status, or any other legally recognized protected basis under federal, state or local laws, regulations or ordinances. The Company also prohibits harassment of applicants and employees based on any of these protected categories. It is also the Company&rsquo;s policy to comply with all applicable federal, state and local laws respecting consideration of unemployment status in making hiring decisions. The information collected by this application is solely to determine suitability for employment, verify identity and maintain employment statistics on applicants.
Applicants with disabilities may be entitled to reasonable accommodation under the terms of the Americans with Disabilities Act and certain state or local laws. A reasonable accommodation is a change in the way things are normally done which will ensure an equal employment opportunity without imposing undue hardship on the Company. Please inform the Company&rsquo;s personnel representative if you need assistance completing any forms or to otherwise participate in the application process.
Materion&rsquo;s Veteran Employee Resource group supports veterans and promotes the benefits of hiring veterans in the workplace. We honor all those who have served and are a military friendly company. Veterans are encouraged to apply and military experience and skills are transferrable to Materion careers.
Please provide complete information. An incomplete application may affect your consideration for employment.</div>

HR Director

Eli Lilly

<div>At Lilly, we unite caring with discovery to make life better for people around the world. We are a global healthcare leader headquartered in Indianapolis, Indiana. Our employees around the world work to discover and bring life-changing medicines to those who need them, improve the understanding and management of disease, and give back to our communities through philanthropy and volunteerism. We give our best effort to our work, and we put people first. We&rsquo;re looking for people who are determined to make life better for people around the world.<h2 class="jobSectionHeader">
About the Job</h2>
At Lilly, we unite caring with discovery to make life better for people around the world. We are a global healthcare leader headquartered in Indianapolis, Indiana. Our employees around the world work to discover and bring life-changing medicines to those who need them, improve the understanding and management of disease, and give back to our communities through philanthropy and volunteerism. If you&rsquo;re passionate about bold thinking, collaboration, and putting health above all, this is where your work can make an impact.<h2 class="jobSectionHeader">
Position Overview</h2>
Lilly is seeking a Senior Director of Sports &amp; Entertainment Marketing to lead the strategy, partnerships, and activation of Lilly&rsquo;s global presence across sports, entertainment, and culture. This role sits within the Global Media &amp; Partnerships team and will oversee a portfolio spanning athletes, teams, leagues, celebrity talent, entertainment content, and cultural partnerships.
Reporting to the Vice President of Global Media &amp; Partnerships, this leader will define how Lilly authentically shows up in culture &mdash; leveraging sports and entertainment platforms to elevate the Lilly brand, support disease education, and build trust with patients, healthcare providers, and broader audiences.
This role will supervise a team responsible for managing sports and entertainment partnerships, talent collaborations, and integrated brand activations across Lilly&rsquo;s enterprise. The Senior Director will ensure all partnerships deliver strategic value while maintaining a balance between Lilly&rsquo;s brand intent and the authentic voice of athletes, talent, and creators.
The ideal candidate is a strategic and collaborative leader with deep experience in sports and entertainment marketing, partnership development, talent management, and integrated brand storytelling. They should have a consistent track record of building high-impact partnerships, leading agencies and teams, and navigating complex cross-functional environments within regulated industries.<h2 class="jobSectionHeader">
Key Responsibilities</h2>
Sports &amp; Entertainment Strategy<ul><li>
Define and lead Lilly&rsquo;s global sports and entertainment marketing strategy, identifying how partnerships across athletes, teams, leagues, entertainment talent, and cultural platforms can advance Lilly&rsquo;s brand and business priorities.</li><li>
Establish a significant role for the Lilly brand within sports and entertainment, ensuring partnerships align with Lilly&rsquo;s purpose, reputation, and strategic priorities.</li><li>
Identify and evaluate new partnership opportunities across sports leagues, teams, athletes, entertainment platforms, streaming content, and cultural moments that support Lilly&rsquo;s enterprise objectives.</li><li>
Develop long-term partnership frameworks that improve impact across brand building, disease awareness, and business growth.</li></ul><h2 class="jobSectionHeader">
Talent &amp; Partnership Leadership</h2><ul><li>
Oversee Lilly&rsquo;s global athlete, celebrity, and talent engagement strategy, ensuring partnerships reflect authentic storytelling and align with Lilly&rsquo;s brand values.</li><li>
Lead negotiations and strategic management of partnerships with athletes, sports leagues, teams, entertainment talent, studios, and cultural organizations.</li><li>
Ensure talent collaborations balance brand intent with authentic voice and lived experience, building trust and cultural relevance.</li><li>
Collaborate with teams to develop talent storytelling strategies that reinforce Lilly&rsquo;s mission to improve health outcomes and advance understanding of disease.</li></ul><h2 class="jobSectionHeader">
Cultural Activation</h2><ul><li>
Collaborate with creative, media, and PR teams to bring partnerships to life through content, experiential marketing, media integrations, and storytelling platforms.</li><li>
Oversee creative integration of sponsorships and talent into sports programming, entertainment content, and cultural moments.</li></ul><h2 class="jobSectionHeader">
Team Leadership &amp; Organizational Development</h2><ul><li>
Lead and develop a team responsible for sports partnerships, talent management, and entertainment marketing initiatives.</li><li>
Provide strategic direction and mentorship to ensure high-performing execution across partnership portfolios.</li><li>
Develop a culture of collaboration, creativity, and operational excellence across the team.</li></ul><h2 class="jobSectionHeader">
Agency &amp; Stakeholder Management</h2><ul><li>
Oversee relationships with sports marketing agencies, entertainment agencies, talent representation firms, and creative partners.</li><li>
Serve as a senior leader coordinating with internal collaborators including Media, PR, Legal, Privacy, Ethics &amp; Compliance, Regulatory, and Brand teams.</li><li>
Ensure cross-functional alignment and seamless execution of partnership initiatives.</li></ul><h2 class="jobSectionHeader">
Measurement &amp; Business Impact</h2><ul><li>
Develop measurement frameworks to evaluate the brand and business impact of sports and entertainment partnerships, including brand lift, engagement, and contribution to business outcomes.</li><li>
Partner with analytics teams to track performance and continuously optimize partnership investments.</li></ul><h2 class="jobSectionHeader">
Financial &amp; Operational Excellence</h2><ul><li>
Supervise budgets and financial planning across sports and entertainment partnerships, ensuring strong fiscal accountability.</li><li>
Partner with procurement and finance teams to ensure compliance with Lilly&rsquo;s contracting and financial processes.</li><li>
Maintain operational rigor in contract management, partnership governance, and compliance with regulatory requirements.</li></ul><h2 class="jobSectionHeader">
Basic Qualifications</h2><ul><li>
Bachelor&rsquo;s degree in marketing, communications, business, or related field.</li><li>
10+ years of experience in sports marketing, entertainment marketing, partnership development, or talent management.</li><li>
5+ years of leadership experience managing teams.</li><li>
Qualified applicants must be authorized to work in the United States on a full-time basis. Lilly will not provide support for or sponsor work authorization or visas for this role, including but not limited to F-1 CPT, F-1 OPT, F-1 STEM OPT, J-1, H-1B, TN, O-1, E-3, H-1B1, or L-1.</li></ul><h2 class="jobSectionHeader">
Preferred Qualifications</h2><ul><li>
Experience leading partnerships across athletes, sports leagues, teams, entertainment talent, and cultural platforms.</li><li>
Deep understanding of sports marketing, entertainment partnerships, and talent-led storytelling.</li><li>
Experience leading integrated brand partnerships and large-scale sponsorships.</li><li>
Experience running agency relationships and external partners.</li><li>
Strong leadership presence with the ability to influence across a complex global organization.</li><li>
Excellent critical thinking and relationship leadership skills.</li><li>
Demonstrated ability to lead in a fast-paced, matrixed, and global environment.</li></ul><h2 class="jobSectionHeader">
Additional Information</h2><ul><li>
Role based in Indianapolis</li><li>
Relocation assistance provided</li></ul>
Lilly is dedicated to helping individuals with disabilities to actively engage in the workforce, ensuring equal opportunities when vying for positions. If you require accommodation to submit a resume for a position at Lilly, please complete the accommodation request form (https://careers.lilly.com/us/en/workplace-accommodation) for further assistance. Please note this is for individuals to request an accommodation as part of the application process and any other correspondence will not receive a response.
Lilly is proud to be an EEO Employer and does not discriminate on the basis of age, race, color, religion, gender identity, sex, gender expression, sexual orientation, genetic information, ancestry, national origin, protected veteran status, disability, or any other legally protected status. 
Our employee resource groups (ERGs) offer strong support networks for their members and are open to all employees. Our current groups include: Africa, Middle East, Central Asia Network, Black Employees at Lilly, Chinese Culture Network, Japanese International Leadership Network (JILN), Lilly India Network, Organization of Latinx at Lilly (OLA), PRIDE (LGBTQ+ Allies), Veterans Leadership Network (VLN), Women&rsquo;s Initiative for Leading at Lilly (WILL), enAble (for people with disabilities). Learn more about all of our groups.
Actual compensation will depend on a candidate&rsquo;s education, experience, skills, and geographic location. The anticipated wage for this position is
$154,500 - $226,600
Full-time equivalent employees also will be eligible for a company bonus (depending, in part, on company and individual performance). In addition, Lilly offers a comprehensive benefit program to eligible employees, including eligibility to participate in a company-sponsored 401(k); pension; vacation benefits; eligibility for medical, dental, vision and prescription drug benefits; flexible benefits (e.g., healthcare and/or dependent day care flexible spending accounts); life insurance and death benefits; certain time off and leave of absence benefits; and well-being benefits (e.g., employee assistance program, fitness benefits, and employee clubs and activities).Lilly reserves the right to amend, modify, or terminate its compensation and benefit programs in its sole discretion and Lilly&rsquo;s compensation practices and guidelines will apply regarding the details of any promotion or transfer of Lilly employees.
#WeAreLilly</div>

Senior Director of Brand Activations & Partnerships

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