talent management director

Confidential

<div>
 
 
 Job Purpose
 
 
 
 The Talent Management Director will be responsible to lead the development and implementation of Human Capital business objectives and initiatives in the HC functional areas of talent management in order to maintain the organization's positioning as an employer of choice and contribute to creating an organizational climate that attracts, motivates, develops, and retains top talent.
 
 
 
 
 
 
 Key Result Areas
 
 
 <ul>
 <li>
 Lead initiatives and programs in the functional HC areas of talent management (learning and development, national development, employee performance management) and organizational effectiveness (talent analytics, change management, etc.) to support organization's business objectives.
 </li>
 <li>
 Develop a talent management strategy that articulates the workforce capabilities, skills and competencies required to ensure a sustainable, effective, and successful organization with assigned resources.
 </li>
 <li>
 Lead the planning, development and implementation of talent management programs and initiatives to:
 </li>
 </ul>
 
 
 
 <ol>
 <li>
 Identify candidates with high potential and support their professional development.
 </li>
 <li>
 Enable succession planning.
 </li>
 <li>
 Provide leadership mentoring programs, customized development courses, and opportunities for project-based learning.
 </li>
 <li>
 Assess, engage, and develop National talent.
 </li>
 <li>
 Ensure a culture of high engagement, motivation, and performance.
 </li>
 <li>
 Establish and implement networking &amp; collaboration tools.
 </li>
 <li>
 Identify and utilize existing organization expertise to build professional capacity.
 </li>
 </ol>
 
 
 
 <ul>
 <li>
 Direct a deliberately planned, organization-wide effort to increase the organizational effectiveness and efficiency, with the purpose of enabling the organization to achieve its mission and vision.
 </li>
 <li>
 Align organization with the rapidly changing and complex environment through organizational learning, knowledge management and transformation of organizational norms and values.
 </li>
 <li>
 Review diagnostics in respect of organizational climate which includes attitudes and beliefs that influence collective behavior, organizational culture (the deeply-seated norms, values and behaviors that staff share) and work with other staff functions and operating divisions to define and attain target culture.
 </li>
 <li>
 Apply knowledge in organizational assessment to designing, developing, implementing and evaluating change management programs and organizational problem solving.
 </li>
 <li>
 Develop change framework and practices to enable more effective execution of business initiatives and benefit realization; support the design and delivery of change management initiatives to ensure realization of business goals and priorities.
 </li>
 <li>
 Drive company change culture in addressing operational effectiveness and employee experience through implementation of internal and external best practices and insights.
 </li>
 <li>
 Provide project management for the change component of organization-wide projects/initiatives as required, facilitating team efforts and helping to define project goals, timelines, resource requirements and planning to cope with conflict or stressor points in the plans.
 </li>
 <li>
 Influence and support changes in organizational behavior.
 </li>
 <li>
 Coordinate with Corporate Communications on Employee Experience / Engagement strategy, plan development and execution, weaving feedback and insights to challenge and improve organization effectiveness and ability to implement and sustain change.
 </li>
 <li>
 Serve as an &ldquo;agent of change&rdquo; in support of new ways of working and models teamwork and relationship building in all interactions; develop implementation strategies for stakeholder engagement, resistance management, coaching, training, accountability and rewards to reinforce adoption of said changes.
 </li>
 <li>
 Develop strategic partnerships, service level agreements, communication and change management plans, automation initiatives, etc. to support effective and efficient business operations.
 </li>
 <li>
 Direct the development and implementation of HC procedures in the assigned functional areas.
 </li>
 <li>
 Collaborate on the development of annual HC budget; monitor expenditures throughout the year to ensure adherence to the budget.
 </li>
 <li>
 Set annual and long-term (3-5 year) objectives for the talent management Department and develop comprehensive performance management and reporting.
 </li>
 <li>
 Provide direction, advice and counsel to Executive Leadership, Division Presidents / Chiefs, and employees on talent management matters.
 </li>
 <li>
 Ensure that talent management services provided to internal stakeholders meet organization's quality standards, follow approved policies &amp; procedures, and are delivered per agreed service levels.
 </li>
 <li>
 Monitor implementation of any changes, e.g., improved work methods and procedures, to ensure that changes are implemented as planned and that the effects of the changes are overall positive.
 </li>
 <li>
 Oversee the administration of HC systems to ensure that any approved organizational and employee changes are promptly implemented.
 </li>
 <li>
 Benchmark HC strategies and activities with similar organizations to ensure alignment with best practices and market competitiveness.
 </li>
 <li>
 Formulate strategies to publicize HC innovations and other achievements and build the reputation of the organization.
 </li>
 <li>
 Promote a high-performance, meritocracy-driven, and engaging culture in which high potential talent is developed and rewarded.
 </li>
 <li>
 Monitor the training and career development of Qatari National employees to ensure that their professional development needs are met.
 </li>
 <li>
 Collaborate on development and implementation of an HC audit mechanism to ensure the quality and integrity of HC services.
 </li>
 <li>
 Take responsibility for continuity of key operations and for managing risks applicable to area of responsibility.
 </li>
 <li>
 Ensure risk management and business continuity management requirements and processes are embedded within the department&rsquo;s activities to support the achievement of objectives.
 </li>
 <li>
 Other reasonable tasks as assigned by supervisor.
 </li>
 </ul>
 
 
 
 
 
 
 
 
 Qualifications
 
 
 <ul>
 <li>
 Master&rsquo;s degree in a relevant field &amp; 8 years of relevant full-time work experience, 5 of which at a senior supervisory level.
 </li>
 <li>
 HR accreditation e.g., CIPD, SHRM highly preferred.
 </li>
 <li>
 Experience in talent management and organizational effectiveness, preferably in a large multinational organization.
 </li>
 <li>
 In-depth understanding of HC best practices and employee and job market trends.
 </li>
 <li>
 Awareness of the theories, concepts and practices of organizational development.
 </li>
 <li>
 Knowledge of the methods and procedures used in developing and implementing talent management and organizational effectiveness programs.
 </li>
 <li>
 Excellent leadership skills, with the ability to influence people, negotiate with senior executives and build strong work relationships and external partnerships.
 </li>
 <li>
 Excellent writing skills with the ability to draft and edit a variety of written reports and communications and to articulate ideas clearly and concisely; Arabic proficiency is an advantage.
 </li>
 <li>
 Proficiency in MS Office applications.
 </li>
 </ul>
</div>

Talent Management Director

Near East Consulting Group

The person in charge will collaborate with Regional President, COO, Managing Directors and other Executives to develop an integrated regional talent strategy based on global and regional business objectives.
Able to communicate and work effectively in a results-oriented environment with a strong client-centric and consultative orientation.
Strong stakeholder influence, negotiation, and communication skills.
Demonstrated ability to think holistically about talent management and success in leading organizational change.
Create an inclusive environment where diversity of experiences and ideas thrive.
Team leader and player; ambitious, enjoys an entrepreneurial environment, adaptable to ever-changing business conditions, and excited about problem-solving and serving as a trusted advisor to the business. This leader will supervise a team of HR professionals.
The HR Director will design and execute people s strategies while supporting the company s business transformation.
Will also help to attract and grow top talent through clear career paths, leaders engagement in nurturing careers, employer brand launch, and employee mobility.
Will oversee all aspects of people management, from talent acquisition to on-boarding, performance management and career development and total rewards.

Human Resources Director MENA

AbbVie

<div>
 
 Company Description
 
 
 
 AbbVie's mission is to discover and deliver innovative medicines and solutions that solve serious health issues today and address the medical challenges of tomorrow. We strive to have a remarkable impact on people's lives across several key therapeutic areas &ndash; immunology, oncology, neuroscience, and eye care &ndash; and products and services in our Allergan Aesthetics portfolio. For more information about AbbVie, please visit us at www.abbvie.com. Follow @abbvie on X, Facebook, Instagram, YouTube, LinkedIn and Tik Tok.
 
 
 
 Job Description
 
 
 
 As an AbbVie HR Director, your role is to shape our culture, support business strategies, and develop talent to make a remarkable impact on AbbVie and patients worldwide. We value diversity and aim to enhance employees' skills to leverage different perspectives. Using best-in-class HR practices, you will establish AbbVie as an employer of choice and empower employees at all levels. This role focuses on leading the HR strategy of North Africa (Egypt, Algeria, and Tunisia), including but not limited to talent management, organizational design, policy creation, people engagement, and people development.
 
 
 
 Major Responsibilities:
 
 
 
 <ul>
 <li>
 Driving the HR strategy in North Africa affiliate by ensuring alignment with both global, regional, and affiliate business priorities
 </li>
 <li>
 Designing and implementing the needed HR Policies and Procedures of the Affiliate
 </li>
 <li>
 Defining critical projects based on business needs and available resources
 </li>
 <li>
 Developing and driving the affiliate&rsquo;s talent management strategy, including recruitment, retention, and development of employees
 </li>
 <li>
 Fostering a positive and inclusive workplace culture that aligns with global equity, equality, diversity, and inclusion (EEDI)
 </li>
 <li>
 Collaborating with senior leadership to establish and execute succession plans for key positions
 </li>
 <li>
 Implementing organizational policies and procedures to ensure compliance with laws and regulations
 </li>
 <li>
 Establishing and overseeing people development programs, including training and career development
 </li>
 <li>
 A member of the Affiliate Leadership Team and responsible for coaching to advance their leadership capabilities and promote effective leadership practices throughout the organization
 </li>
 <li>
 This position requires the candidate to travel approximately 15% of the time
 
 
 </li>
 </ul>
 
 Key AbbVie Competencies:
 
 
 
 <ul>
 <li>
 Extensive corporate experience in North African countries, particularly Algeria &amp; Egypt
 </li>
 <li>
 Fluency in English with Arabic and/or French preferred
 </li>
 <li>
 Strong interpersonal skills and the ability to lead from a distance, manage time differences, and be available to travel across North African countries
 </li>
 <li>
 Strong business partnering skills, able to turn challenges into opportunities and support the Leadership team by coaching and leveraging their leadership capabilities
 
 
 </li>
 </ul>
 
 Qualifications
 
 
 
 <ul>
 <li>
 At least 10 years of generalist HR experience is required. Center of Expertise (E.g., Talent Management, Compensation &amp; Benefits, Employee Relations, experience is a plus)
 </li>
 <li>
 Bachelor&rsquo;s degree required. Master&rsquo;s degree in Human Resources, Business Administration, or equivalent preferred
 </li>
 <li>
 Significant breadth of understanding of Talent Management, Talent Acquisition, and Total Rewards processes and strategies
 </li>
 <li>
 Solid working knowledge of North African labor laws, regulations, and business markets, particularly those of Algeria &amp; Egypt
 </li>
 <li>
 Experience working in a multinational company preferred
 
 
 </li>
 </ul>
 Additional Information
 
 
 AbbVie is an equal opportunity employer and is committed to operating with integrity, driving innovation, transforming lives and serving our community.  Equal Opportunity Employer/Veterans/Disabled.
 
 
 US &amp; Puerto Rico only - to learn more, visit https://www.abbvie.com/join-us/equal-employment-opportunity-employer.html
 
 
 US &amp; Puerto Rico applicants seeking a reasonable accommodation, click here to learn more:
 
 
 https://www.abbvie.com/join-us/reasonable-accommodations.html
</div>

HR Director North Africa - based in Egypt

Kaizen Asset Management Services

<div><h3 class="jobSectionHeader">About the Role</h3>
The Director of Talent and Employee Experience will be pivotal in shaping Kaizen&rsquo;s talent strategy and employee engagement initiatives, fostering a workplace culture that attracts, retains, and develops top talent. This role calls for innovative thinking and a data-driven approach to optimize the overall employee experience from recruitment through to engagement and retention.
Your primary responsibilities will include designing and implementing comprehensive talent management programs, enhancing diversity and inclusion strategies, and establishing feedback mechanisms to ensure employee insights inform business practices. As a strategic partner to the executive team, you will play a significant role in aligning talent management with Kaizen&rsquo;s business objectives.<h3 class="jobSectionHeader">
Key Responsibilities</h3><ul>
<li>Develop and execute a holistic talent strategy that encompasses recruitment, onboarding, performance management, and career development.</li>
<li>Foster a culture that embraces diversity, equity, and inclusion, and drive initiatives to enhance employee engagement and satisfaction.</li>
<li>Conduct regular employee engagement surveys and establish feedback loops to implement actionable improvements.</li>
<li>Collaborate with department leaders to identify talent needs and workforce planning, ensuring alignment with the organization&rsquo;s strategic goals.</li>
<li>Lead the design and implementation of training and development programs that promote continuous learning and professional growth.</li>
<li>Monitor and analyze talent metrics to inform strategy and report on the effectiveness of talent initiatives.</li>
<li>Serve as a trusted advisor to leadership on all aspects of talent management and employee relations.</li>
<li>Champion a positive employee experience, ensuring that all touchpoints throughout the employee lifecycle are strategically designed and executed.</li>
</ul>Requirements<h3 class="jobSectionHeader">
Key skills &amp; Qualifications:</h3><ul>
<li>Educational Background: Bachelor&rsquo;s degree in Human Resources, Organizational Development, Business Administration, or a related field; Master&rsquo;s degree is preferred.</li>
<li>Experience: Minimum of 10-15 years of progressive HR experience with a focus on talent management, employee experience, and organizational development.</li>
<li>Leadership Skills: Proven ability to lead and manage cross-functional teams, demonstrating strong project management and strategic planning capabilities.</li>
<li>Analytical Skills: Strong analytical skills with the ability to use data to drive decision-making and measure the impact of talent initiatives.</li>
<li>Cultural Sensitivity: Deep understanding of cultural dynamics within the UAE/GCC region, with the ability to implement initiatives that resonate across diverse workforces.</li>
<li>Communication Skills: Excellent verbal and written communication skills, with the ability to influence and engage employees at all levels.</li>
<li>Change Management: Experience in leading organization change initiatives successfully.</li>
<li>Tech-savvy: Familiarity with HR technology platforms, and experience utilizing data analytics tools for employee engagement optimization.</li></ul></div>

Director of Talent and Employee Experience

Fairmont

<div>Company Description 
Join a hotel that is a member of the Accor network, whose group brings together more than 45 brands, 5,500 hotels, 10,000 restaurants and lifestyle destinations. Here, we believe in you and what you bring to the table. There are many opportunities for development and advancement. Every gesture, every smile, every action, contributes to creating a positive and memorable impact for our customers, our colleagues and also for our planet. Together, we embody the vision of responsible hospitality.
Take the opportunity to become a Heartist&reg;, and let your heart guide you in this world where life beats faster. 
Job Description 
We are seeking a visionary and empathetic Director of Talent &amp; Culture to join our dynamic team in Riyadh, Saudi Arabia. As a key member of our executive team, you will lead our Talent &amp; Culture department, shaping our organizational culture and driving employee engagement initiatives. This role offers an exciting opportunity to make a significant impact on our company's most valuable asset - our people.<ul><li>
Develop and implement comprehensive talent management strategies aligned with our organization's goals and values</li><li>
Lead and mentor a team of Talent &amp; Culture professionals, fostering a collaborative and innovative work environment</li><li>
Partner with executive leadership to drive organizational change and cultural transformation initiatives</li><li>
Design and oversee employee engagement programs, including onboarding, training, and development opportunities</li><li>
Manage the full employee lifecycle, from recruitment and selection to performance management and retention</li><li>
Analyze workforce data and trends to provide strategic insights and recommendations to leadership</li><li>
Ensure compliance with Saudi Arabian labor laws and regulations, staying abreast of any changes or updates</li><li>
Develop and manage the annual Talent &amp; Culture budget, aligning resources with organizational priorities</li><li>
Implement and maintain fair and competitive compensation and benefits programs</li><li>
Spearhead diversity, equity, and inclusion initiatives to create a more inclusive workplace</li><li>
Act as a trusted advisor to department heads on employee relations matters, mediating conflicts when necessary</li><li>
Continuously evaluate and improve HR processes and systems to enhance efficiency and effectiveness</li><li>
Manage and oversee the organization's licensing requirements related to manpower, expatriates, and other HR-related permits</li><li>
Liaise with local government authorities and labor departments for legal and regulatory matters</li></ul> 

Qualifications 
<ul><li>
Bachelor's degree in Human Resources, Business Administration, or a related field.</li><li>
Minimum of 3 years of experience in a senior HR leadership role, preferably in a multinational or cross-cultural environment.</li><li>
In-depth knowledge of Saudi Arabian labor laws, regulations, and HR best practices.</li><li>
Strong analytical skills with the ability to use data to drive decision-making.</li><li>
Excellent communication and interpersonal skills, with the ability to influence at all levels of the organization.</li><li>
Demonstrated experience in change management and organizational development.</li><li>
Proficiency in HRMS and Microsoft Office suite.</li><li>
Strong problem-solving abilities and a strategic mindset.</li><li>
Proven experience in performance management systems and talent development programs.</li><li>
Ability to lead and motivate diverse teams in a fast-paced, dynamic environment.</li><li>
Fluency in English required.</li><li>
Understanding of Islamic work ethics and cultural sensitivities in the Saudi Arabian context.</li><li>
Experience with cross-cultural communication and management.</li><li>
Adaptability and resilience in navigating complex organizational challenges.</li></ul></div>

Director of People and Culture

American Express

<div>
 
 
 At American Express, our culture is built on a 175-year history of innovation, shared values and Leadership Behaviors, and an unwavering commitment to back our customers, communities, and colleagues. As part of Team Amex, you'll experience this powerful backing with comprehensive support for your holistic well-being and many opportunities to learn new skills, develop as a leader, and grow your career.
 
 
 
 
 Here, your voice and ideas matter, your work makes an impact, and together, you will help us define the future of American Express.
 
 
 
 
 How will you make an impact in this role?
 
 
 
 
 
 The Colleague Experience Group (CEG) &ndash; our Human Resources function &ndash; has a simple vision: to provide a great colleague experience every day. We obsess over understanding the colleague experience at a deeper level to co-create simple and great ways of working that enable everyone to be and deliver their best. We make a difference in the lives of our people, providing a culture of learning and collaboration, and helping them with what they need to succeed and thrive. We have their backs as they grow their skills, conquer new challenges, or even take time to spend with their family or community. And when they are ready to take on a new career path, we are right there with them, giving them the guidance and momentum into the best future they envision.
 
 
 &nbsp;
 
 
 
 
 
 The Director, HR Business Partner/Colleague Strategic Partner role will be joining the Global Servicing (GS) Colleague Strategic Partner (CSP) Team which supports over 30,000 colleagues who deliver on the promise of the American Express brand to back our customers around the world. The Director, CSP role will support the Global Servicing organization with colleagues around the globe who make Membership come to life, every day, for American Express customers.
 
 
 &nbsp;
 
 
 
 
 
 The CSP role will focus on talent, performance, change and culture, CEG processes, and partnering with business leaders in the delivery of multiple strategic priorities and projects.
 
 
 &nbsp;
 
 
 
 
 
 
 Responsibilities:
 
 
 &nbsp;
 
 
 
 <ul>
 <li>
 
 
 Providing high impact consultation and solutions to our business leaders using a practical and data-driven approach
 
 
 
 
 </li>
 <li>
 
 Engaging actively in organizational effectiveness and change efforts, serving as the expert in how change is led and sustained.
 
 
 
 </li>
 <li>
 
 Building and leading a talent strategy that drives business performance, nurtures a culture that supports agility, and develops leaders who can lead, manage, and sustain change.
 
 
 
 </li>
 <li>
 
 Integrating inclusive leadership behaviors and ensuring a diverse workforce that is representative of our customers and the communities in which we operate.
 
 
 
 </li>
 <li>
 
 Be proactive in the development, engagement, retention, and succession of critical talent.
 
 
 
 </li>
 <li>
 
 Understanding and improving the &lsquo;moments that matter&rsquo; in the careers of our colleagues.
 
 
 
 </li>
 <li>
 
 Designing products, processes and tools informed by colleague data and insights. Co-creating with business leaders and CEG colleagues to ensure the solutions meet business needs.
 
 
 
 </li>
 <li>
 
 Lead change, end-to-end, to enable business priorities.
 
 
 &nbsp;
 
 
 </li>
 </ul>
 
 
 
 Minimum Qualifications:
 
 
 
 <ul>
 <li>
 
 
 A minimum of 5+ years of CEG/HR related, or organizational consulting experience
 
 
 
 
 </li>
 <li>
 
 Experience in HR Business Partner related disciplines including but not limited to experience and understanding of consulting, coaching, talent, recruitment, performance, leadership and change management.
 
 
 
 </li>
 <li>
 
 Proven success in designing and delivering high-quality, end-to-end, colleague-centric solutions that enable business outcomes.
 
 
 
 </li>
 <li>
 
 Strategic thinking: develop ideas that drive meaningful colleague experiences and competitive advantage.
 
 
 
 </li>
 <li>
 
 Demonstrated ability to use data to develop insights, make decisions, create solutions, and drive continuous improvement.
 
 &nbsp;
 
 
 
 </li>
 </ul>
 
 
 
 Preferred Qualifications:&nbsp;
 
 
 &nbsp;
 
 
 
 <ul>
 <li>
 
 
 Knowledge of multiple HR disciplines, including colleague labor relations, talent management, inclusion and diversity, organizational effectiveness, compensation, and leadership development.
 
 
 
 
 </li>
 <li>
 
 A global mindset and experiences with different countries and cultures.
 
 &nbsp;
 
 
 
 </li>
 </ul>
 
 Employment eligibility to work with American Express in the U.S. is required as the company will not pursue visa sponsorship for these positions.
 
 
 
 
 Salary Range: $130,000.00 to $205,000.00 annually + bonus + equity (if applicable) + benefits
 
 
 
 
 The above represents the expected salary range for this job requisition. Ultimately, in determining your pay, we&rsquo;ll consider your location, experience, and other job-related factors.
 
 
 
 
 We back you with benefits that support your holistic well-being so you can be and deliver your best. This means caring for you and your loved ones' physical, financial, and mental health, as well as providing the flexibility you need to thrive personally and professionally:
 
 <ul>
 <li>
 
 Competitive base salaries&nbsp;
 
 </li>
 <li>
 
 Bonus incentives&nbsp;
 
 </li>
 <li>
 
 6% Company Match on retirement savings plan&nbsp;
 
 </li>
 <li>
 
 Free financial coaching and financial well-being support&nbsp;
 
 </li>
 <li>
 
 Comprehensive medical, dental, vision, life insurance, and disability benefits&nbsp;
 
 </li>
 <li>
 
 Flexible working model with hybrid, onsite or virtual arrangements depending on role and business need&nbsp;
 
 </li>
 <li>
 
 20+ weeks paid parental leave for all parents, regardless of gender, offered for pregnancy, adoption or surrogacy&nbsp;
 
 </li>
 <li>
 
 Free access to global on-site wellness centers staffed with nurses and doctors (depending on location)&nbsp;
 
 </li>
 <li>
 
 Free and confidential counseling support through our Healthy Minds program&nbsp;
 
 </li>
 <li>
 
 Career development and training opportunities
 
 
 </li>
 </ul>
 
 For a full list of Team Amex benefits, visit our Colleague Benefits Site.
 
 
 
 
 American Express is an equal opportunity employer and makes employment decisions without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran status, disability status, age, or any other status protected by law. American Express will consider for employment all qualified applicants, including those with arrest or conviction records, in accordance with the requirements of applicable state and local laws, including, but not limited to, the California Fair Chance Act, the Los Angeles County Fair Chance Ordinance for Employers, and the City of Los Angeles&rsquo; Fair Chance Initiative for Hiring Ordinance. For positions covered by federal and/or state banking regulations, American Express will comply with such regulations as it relates to the consideration of applicants with criminal convictions.
 
 
 
 
 We back our colleagues with the support they need to thrive, professionally and personally. That's why we have Amex Flex, our enterprise working model that provides greater flexibility to colleagues while ensuring we preserve the important aspects of our unique in-person culture. Depending on role and business needs, colleagues will either work onsite, in a hybrid model (combination of in-office and virtual days) or fully virtually.
 
 
 
 
 US Job Seekers - Click to view the &ldquo;Know Your Rights&rdquo; poster. If the link does not work, you may access the poster by copying and pasting the following URL in a new browser window: https://www.eeoc.gov/poster
 
 
 
 
 Employment eligibility to work with American Express in the United States is required as the company will not pursue visa sponsorship for these positions.
 
</div>

Director-HR Business Partner/Colleague Strategic Partner

San Diego Padres

<div>
 DEPARTMENT: People &amp; Culture
 
 
 REPORTS TO: Senior Vice President, People &amp; Culture
 
 
 SUPERVISES: TBD
 
 
 STATUS: Full-Time, Exempt
 
 
 Your role as Director, People &amp; Culture:
 
 
 <ul>
 <li>
 This position&rsquo;s level, direct reporting structure, and compensation is commensurate with professional qualifications and experience.
 
 
 
 </li>
 </ul>
 In support of the SVP, People &amp; Culture, this role will be responsible for day-to-day aspects of the People &amp; Culture department, often acting as a first point of contact for employees. This position works on tasks and manages people and processes pertaining to Talent Management, Training and Development, Employee Relations, Compensation, Compliance, Internal Communications, Driving Employee Culture, etc.
 
 
 All the responsibilities we will trust you with:
 
 
 <ul>
 <li>
 Oversee and support staff with all aspects of Talent Management (Recruiting, Onboarding, Training, etc.) for Front Office, Game Day and Baseball Operations staff
 </li>
 <li>
 Oversee and support staff with all aspects of our Event Staff employees, including but not limited to employee recognition programs, Union relations, employee relations, employee performance and discipline, etc.
 </li>
 <li>
 Directly manage and serve an HR generalist for our full-time front office employees, including but not limited to employee recognition programs (including service awards), employee relations, employee performance and discipline, etc.
 </li>
 <li>
 Serve as an internal business consultant for management throughout organization to ensure business objectives are met
 </li>
 <li>
 Partner with and support Baseball Operations and leadership to provide support, advise, maintain compliance with MLB requirements, and provide training on all P&amp;C matters
 </li>
 <li>
 Manage, create, administer, tracks, and updates all training programs for front office personnel, including, but not limited to, new hire training, compliance training, MLB mandated training, and enhancement and optional training programs to improve or enhance employees' skills
 </li>
 <li>
 Oversee and support staff on the Summer Internship Program, including the recruitment of interns, placement, events coordination, etc.
 </li>
 <li>
 Manage Performance Management system for front office staff: coach, counsel and develop talent as it relates to the results of performance reviews
 </li>
 <li>
 Develop and manage the full cycle of employee performance standards and accountability. Partner with managers to administer corrective actions and Performance Improvement Plans for employees falling short of expectations
 </li>
 <li>
 Collects, responds to, and objectively investigates all front office employee complaints or concerns and partners with SVP, People &amp; Culture to determine objective and consistent outcomes
 </li>
 <li>
 Actively participates in all culture related events and initiatives. This includes the planning, communication, and execution of Employee Activities, Programs and Events including, but not limited to, staff outings, quarterly and other ad-hoc employee meetings, employee celebrations, holiday events/parties, company-wide potlucks, collection/donation drives, etc.
 </li>
 <li>
 Maintains and enforces company policies, contributes and assists in maintaining a compliant, updated employee handbook
 </li>
 <li>
 Partners with client group management teams to solve problems and develop solutions to organizational challenges
 </li>
 <li>
 Oversee front office promotions, transfers, terminations, etc., and all processes that accompany those moves
 </li>
 <li>
 Support management&rsquo;s compensation needs, including providing market and internal data for job offers, in addition to the development and tracking of compensation plans for commissioned employees
 </li>
 <li>
 Stays current with local, state and federal employment law and provides recommendations for continued compliance
 </li>
 <li>
 Represents P&amp;C at Spring Training in Peoria, AZ, to assist with collecting player documentation and answering employee questions. Travel to MiLB affiliates 1x per year outside of Spring Training to support employees
 </li>
 <li>
 Other duties that arise because of business need, accompanied by a strong mindset of teamwork and proactively helping each member of the P&amp;C team
 
 
 
 </li>
 </ul>
 Your areas of knowledge and expertise that matter most:
 
 
 <ul>
 <li>
 Proficient computer skills including experience with MS Office products such as Word, Excel, Outlook, etc., and experience working with ATS and HRIS systems (i.e., Hireology and ADP Workforce Now, respectively)
 </li>
 <li>
 Possesses strong communication skills, both written and verbal, and effectively works well with others in a collaborative, respectful manner
 </li>
 <li>
 Ability to multitask, set priorities and complete numerous tasks and projects while maintaining a strong customer service mentality and focus
 </li>
 <li>
 Exceptional time management and organizational skills with capacity to handle high volumes of detailed work, multi-tasks, and manage projects with strict deadlines
 </li>
 <li>
 Ability to safeguard and maintain confidential information
 </li>
 <li>
 Maintains a professional demeanor with a high degree of discretion, integrity, and accountability
 </li>
 <li>
 Maintains consistent, punctual, and reliable attendance
 
 
 
 </li>
 </ul>
 You will be required to meet the following:
 
 
 <ul>
 <li>
 Must be at least 18 years of age by the start of employment
 </li>
 <li>
 Bachelor&rsquo;s Degree, or education equivalent, preferably in Business Administration and/or Human Resources
 </li>
 <li>
 PHR/SPHR or SHRM-SCP or CP Certification preferred
 </li>
 <li>
 8+ years&rsquo; previous HR management/business partner level experience in a fast-paced office environment
 </li>
 <li>
 Demonstrated ability to write and edit professional documents, training materials, disciplinary memos, company-wide communications, policies and procedures
 </li>
 <li>
 Knowledge of HR employment practices and ability to stay abreast of current legislation
 </li>
 <li>
 Knowledge of baseball terminology, passion for the game, and minimum of a basic understanding of the business of baseball, highly preferred
 </li>
 <li>
 Fluently bilingual in English/Spanish a plus
 </li>
 <li>
 Ability to work flexible hours including evenings, weekends, holidays, and extended hours as needed, especially during the baseball season
 </li>
 <li>
 Able to travel as needed and spend time in Arizona during Spring Training every year
 </li>
 <li>
 Minimum physical requirements: able to travel to and gain access to various areas of the ballpark for prolonged periods of time during games and events; able to lift and transport up to 25 pounds
 </li>
 <li>
 As a condition of employment, you must successfully complete all post-offer, pre-employment requirements, including but not limited to a background check and drug screen
 
 
 
 </li>
 </ul>
 Salary and additional compensation:
 
 
 Per the California pay transparency law, the base salary range for this full-time position is $90,000 to $125,000. As a candidate for this position, your salary and related elements of compensation will be contingent upon your work experience, education, job-related skills and any other factors the San Diego Padres considers relevant to the hiring decision for this position.
 
 
 In addition to the base salary, the Padres believe in providing a very competitive and generous compensation and benefits package for its employees. Benefits include, but are not limited to: Medical, Dental, Vision, 401(k) with employer match + automatic company Safe Harbor contribution, Basic Life Insurance (with option to purchase Supplemental Life Insurance), Pet Insurance, generous paid time off (PTO) and holiday program, paid employee parking, onsite barista service, employer provided game tickets to home games, onsite experiences, ballpark discounts on food and retail, work from home Fridays (during the offseason and when team is on the road), smart casual dress code and so much more! All benefits are subject to eligibility requirements and the terms of official plan documents which may be modified or amended at any given time.
 
 
 The San Diego Padres are an Equal Opportunity Employer.
 
 
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Director, People & Culture

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