talent management leader

elmenus

<div>
 
 Job Description
 
 
 
 The Talent management is responsible for providing effective People-related matters advice to business managers, and staff to support the delivery of elmenus organizational objectives and outcomes. Responsibility includes performance management, manpower planning, talent development, and People experience. She/he works to enhance the people experience. She/he works closely with managers &amp; employees to improve work relationships, build morale, increase productivity and retention
 
 
 Job requirements
 
 
 
 Job Duties
 
 
 
 Managing both onboarding and offboarding procedures to ensure a consistent and positive people-oriented experience.
 
 
 Maintaining a profound understanding of legal prerequisites relevant to day-to-day employee management, mitigating legal risks, and ensuring adherence to regulations. Collaborating with the legal department when necessary.
 
 
 Collaborating closely with both management and employees to enhance workplace relationships, foster team morale, and enhance productivity and employee retention.
 
 
 Providing guidance and interpreting HR policies as needed.
 
 
 Participating in the development and oversight of training initiatives, ensuring their effectiveness and following up to verify the achievement of training goals.
 
 
 Bachelor&rsquo;s degree in business administration or a relevant field.
 
 
 3+ years of working experience as a Talent Management/Supervisor Manufacturing or Logistics Sector in a fast-paced, hands-on environment.
</div>

Talent Management (Team Leader)

GE Aerospace

<div><h1 class="jobSectionHeader">Job Description Summary</h1>
The AI Workforce Strategy &amp; Transformation Leader leads the development of a forward-looking workforce strategy in the context of artificial intelligence, ensuring the organization is prepared for how work, roles, and skills will evolve. This role goes beyond enabling adoption of AI tools to define how AI will reshape the workforce itself&mdash;including what work will be automated, augmented, or newly created. This role partners with HR, business, and technology leaders to anticipate future workforce needs, redesign roles and job architectures, and build a roadmap for workforce transformation. The role connects enterprise AI strategy with workforce strategy, ensuring the organization is proactively preparing for emerging roles, evolving skill requirements, and shifts in how work is performed. Success in this role means the organization is not only adopting AI&mdash;but also 1) actively redesigning work to unlock innovation, agility, productivity and long-term competitive advantage and 2) building and deploying a customer-focused, super-charged AI Operating Model. 
 
Please note, preferred work location is Evendale, OH, however, remote employment will also be considered.<h1 class="jobSectionHeader">
Job Description</h1>
Essential Responsibilities:<ul><li>
Define how AI will impact the organization&rsquo;s workforce, including shifts in roles, skills, and capacity needs</li><li>
Develop a forward-looking workforce strategy that aligns with enterprise and AI priorities</li><li>
Identify which types of work will be automated, augmented, or newly created</li><li>
Partner with HR and business leaders to redesign roles, job families, and career pathways in an AI-enabled environment</li><li>
Identify emerging roles and capabilities the organization will need to build or acquire</li><li>
Evaluate roles that may decline or fundamentally change due to AI adoption</li><li>
Lead initiatives that redesign how work gets done, focusing on task-level transformation&mdash;not just role-level change</li><li>
Identify opportunities to reallocate human effort toward higher-value, judgment-based, or creative work</li><li>
Support organizational redesign efforts that align people, processes, and AI capabilities</li><li>
Serve as the architect of the talent and organizational strategy required to deliver enterprise and AI priorities</li><li>
Translate business and AI strategy into clear talent implications across roles, structures and capabilities</li><li>
Partner with senior leaders to define evolve operating models that enable scalable, AI-driven ways of working</li><li>
Ensure AI adoption efforts are aligned to workforce strategy and role evolution</li><li>
Provide guidance on how AI should be embedded into workflows in a way that supports role redesign</li><li>
Partner with enablement teams to connect tool adoption with meaningful work transformation</li><li>
Develop workforce scenarios based on varying levels of AI adoption and impact</li><li>
Use data and insights to model future workforce needs, including skills, roles, and capacity</li><li>
Advise senior leadership on workforce implications of AI investments and priorities</li><li>
Serve as the connective leader between AI strategy, HR strategy, and business transformation efforts</li><li>
Ensure alignment between workforce planning, talent strategy, and AI initiatives</li><li>
Collaborate with legal, risk, and governance teams on responsible workforce transformation</li><li>
Define and track metrics related to workforce evolution, including role changes, productivity gains, and skill development</li><li>
Monitor workforce sentiment and readiness related to AI-driven changes</li><li>
Continuously refine strategy based on adoption, outcomes, and business impact</li></ul>
Qualifications/Requirements:<ul><li>
Bachelor&rsquo;s degree in business, human resources, organizational development, technology, or a related field</li><li>
15+ years of experience in workforce strategy, organizational transformation, organizational design/effectiveness, HR strategy, Talent Management, and/or future-of-work initiatives</li><li>
Experience in AI, digital transformation, or automation-driven workforce change</li><li>
Experience in strategic workforce planning, job architecture design, and/or enterprise-level organizational design/change</li><li>
Demonstrated ability to translate emerging technologies into workforce and organizational implications</li><li>
Strong experience working cross-functionally across HR, technology, and business leadership</li><li>
Ability and willingness to travel at least 25%</li></ul> 
Preferred Qualifications<ul><li>
Graduate degree in business, organizational psychology, or a related discipline</li><li>
Familiarity with generative AI and its impact on knowledge work</li><li>
Experience in large, complex, global organizations</li><li>
Experience leading large-scale workforce or operating model transformations; organization development, design, and effectiveness (at scale + with STAR Model (or equivalent model) expertise) a major plus</li></ul>
Pay and Benefits:<ul><li>
The base pay range for this position is $200,000 - 300,000. The specific pay offered may be influenced by a variety of factors, including the candidate&rsquo;s experience, education, and skill set. This position is also eligible for an annual discretionary bonus based on a percentage of your base salary/ commission based on the plan. This role is also equity-eligible. This posting is expected to close on April 24th, 2026.</li><li>
GE Aerospace offers comprehensive benefits and programs to support your health and, along with programs like HealthAhead, your physical, emotional, financial and social wellbeing. Healthcare benefits include medical, dental, vision, and prescription drug coverage; access to a Health Coach from GE Aerospace; and the Employee Assistance Program, which provides 24/7 confidential assessment, counseling and referral services. Retirement benefits include the GE Aerospace Retirement Savings Plan, a 401(k) savings plan with company matching contributions and company retirement contributions, as well as access to Fidelity resources and planning consultants. Other benefits include tuition assistance, adoption assistance, paid parental leave, disability insurance, life insurance, and paid time-off for vacation or illness. GE Aerospace (General Electric Company or the Company) and its affiliates each sponsor certain employee benefit plans or programs (i.e., is a &ldquo;Sponsor&rdquo;). Each Sponsor reserves the right to terminate, amend, suspend, replace or modify its benefit plans and programs at any time and for any reason, in its sole discretion. No individual has a vested right to any benefit under a Sponsor&rsquo;s welfare benefit plan or program. This document does not create a contract of employment with any individual.</li></ul><div><div><div><div><div><div><div>
GE Aerospace offers a great work environment, professional development, challenging careers, and competitive compensation. GE Aerospace is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law.</div></div></div></div></div></div></div><div><div><div><div><div><div><div>
GE Aerospace will only employ those who are legally authorized to work in the United States for this opening. Any offer of employment is conditioned upon the successful completion of a drug screen (as applicable).
</div></div></div></div></div></div></div><div><div><div><div><div><div><div>Relocation Assistance Provided: Yes</div></div></div></div></div></div></div>
#LI-Remote - This is a remote position</div>

AI Workforce Strategy & Transformation Leader

School District of Philadelphia

<div><div>Executive Director, Talent Management &amp; Leadership - (50031015)</div><div>
Description<div></div> 
Title: Executive Director, Talent Operations
Department: Office of Talent
Reports To: Deputy Superintendent of Talent, Strategy, and Culture
Salary Range: $107,655- $140,227
The School District of Philadelphia is committed to becoming the fastest improving District in the country and transforming the educational opportunities it offers to our city&rsquo;s more than 200,000 students. The District seeks leaders who have a passion for working with schools and communities who are committed to ensuring all students achieve. Serving a population as diverse as ours requires creativity, commitment and vision. Will you join us?
Job Summary
Employee Onboarding
Oversees, directs, and coordinates the District&rsquo;s employee onboarding process to minimize the time between a candidate&rsquo;s receipt of a job offer and their first day on the job while meeting all federal, state, local, and district requirements. Ensures that all new employees for all roles receive timely, proactive, positive, engaging, and efficient instructions, guidance, and support throughout the process and across all components of employee onboarding. Manages a team of employee onboarding generalists who each serve as Talent Office customer relationship manager and single point of contact for an identified group of new employees, along with other staff who serve as specialists for one or more components of employee onboarding. Monitors and tracks onboarding business process performance and ensures operational excellence through continuous evaluation and improvement efforts.
Employee Data Entry, Maintenance, and Analysis
Leads a group of data analysts/strategists engaged in cross-functional employee data management. Leverages data and data systems to improve business processes in the Talent Office with a particular focus on onboarding, staffing, and compensation. Manages the collection and analysis of a wide variety of Talent Office data to inform strategy and practice and in response to data requests from a variety of stakeholders.
Compensation and Classification
Provides oversight and guidance for the District&rsquo;s comprehensive classification and compensation program. Sets vision for, recommends policies, and manages procedures for executing the classification and compensation functions for the District. Leads planning, development, and implementation of the overall job evaluation and wage and salary management programs. Collaborates with a range of stakeholders to provide strategic support to increase the overall effectiveness and efficiency of employee onboarding processes as part of a comprehensive talent strategy that supports District goals.
Essential Functions<ul><li>
Directs the provision of services from the Employee Onboarding department.</li><li>
Determines, defines, and outlines procedures for achieving the employee onboarding goals of the District; develops and oversees the execution of effective strategies to achieve desired outcomes; ensures that departmental functions are conducted in compliance with District policies.</li><li>
Reviews onboarding process data on a regular basis to intervene as needed and to inform process improvements.</li><li>
Coordinates cross-functional group of Talent Office staff charged with explicitly naming challenges, developing solutions, and executing on improvements quickly so that our average onboarding time goes down significantly.</li><li>
Develops metrics and monitors performance of employee onboarding staff with an expectation that they provide impeccable, proactive, and responsive customer service to all new hires.</li><li>
Enhances and balances onboarding processes focused on procedures with activities focused on welcoming new hires to our district, onto our team, and into our culture.</li><li>
Utilizes technology and human resources to improve and track communication with new hires.</li><li>
Develops team-facing presentations, presentations for other senior leaders, and public-facing presentations to describe, explain, elevate, and celebrate Talent Operations work.</li><li>
Plans, develops, organizes and implements procedures for maintaining, developing and expanding a comprehensive classification plan and wage and salary program for a large and occupationally diverse service; investigates existing practices and recommends changes, revisions or new procedures to accomplish established goals.</li><li>
Trains and develops subordinate staff; determines work practices, makes assignments and maintains controls for a continuing maintenance and review program.</li><li>
Leads the development of a comprehensive compensation philosophy for the District, informed by wage studies, survey data, and other sources.</li><li>
Reviews the impact of compensation legislation on current practices and ensures compliance with changes in legislation.</li><li>
Identifies, trains staff to use, and facilitates implementation of standardized systems and protocols to maintain and improve the effectiveness and efficiency of all department operations.</li><li>
Maps out business processes and management reports; evaluates specialized tools and solutions to aid in business change; provides continuous support in implementing new policy/procedures, processes, techniques, metrics/models and other time/cost saving initiatives; and prepares operational architecture to enhance service delivery.</li><li>
Directs the development and implementation of performance metrics, standards, and information systems to support effective business decisions.</li><li>
Ensures quality service and operational efficiency through continuous assessments and evaluations of functional areas.</li><li>
Works with project teams to transition to a new business process and evaluates the success of the reengineered process.</li><li>
Leads a group of data analysts/strategists engaged in cross-functional employee data management. Leverages data and data systems to improve business processes in the Talent Office with a particular focus on onboarding, staffing, and compensation. Manages the collection and analysis of a wide variety of Talent Office data to inform strategy and practice and in response to data requests from a variety of stakeholders.</li><li>
Collaborates on the planning and implementation of key initiatives.</li><li>
Develops a working relationship with key stakeholders, including central office leaders outside of the Talent Office, external partners related to assigned bodies of work, and union representatives.</li></ul><div> 
</div></div><div>
Qualifications<div></div> 
Minimum Requirements
<ul>
<li>Bachelor&rsquo;s degree from an accredited college or university in Computer Science, Business, Finance, Engineering, Human Resources, Information Technology or a related field and
</li>
<li>Eight years of full-time, paid, professional experience, five of which have involved working with human resource information systems, data analysis, data reporting, data management, and/or other talent/human resources functions.
</li>
</ul>NOTE: An applicant who does not meet the minimum education or work experience requirements listed above may be considered if, at the sole discretion of the Talent Office, they have a unique combination of education and work experiences that indicates potential for success in this role.

Knowledge, Skills and Abilities
<ul>
<li>Demonstrated knowledge of:
</li>
<ul><li>the principles and practices of public personnel policies in a large urban district.
</li>
<li>best practices within a comprehensive school district talent strategy.
</li>
<li>large scale project management and progress monitoring systems, tools, and practices.
</li>
<li>effective leadership and management practices in large public organizations.
</li>
<li>supervisory methods and techniques.
</li>
<li>employee onboarding principles and practices.
</li>
</ul></ul>Demonstrated skill in:
<ul>
<li>the use of Microsoft Office and Google suite applications.
</li>
<li>the use of one or more data/statistical analysis applications.
</li>
<li>Demonstrated ability to:
</li>
<ul><li>plan and direct departmental operations.
</li>
<li>effectively lead and manage a work team.
</li>
<li>manage and interpret data.
</li>
<li>build and maintain relationships with a wide range of stakeholders.
</li>
<li>evaluate and assess the effectiveness and efficiency of operations.
</li>
<li>communicate effectively, both verbally and in writing.
</li>
</ul></ul>Disclaimer

The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified.

Nondiscrimination

The School District of Philadelphia provides equal employment opportunities to all employees and applicants for employment without regard to race, color, age, creed, religion, sex, sexual orientation, ancestry, national origin, disability, pregnancy, marital status, gender identity, or genetic information. Please refer to Board Policy 348 for further information regarding the District's commitment to Nondiscrimination in Employment Practices.<div> 
</div></div><div>
Primary Location: Talent Management (940G)</div><div>
Other Locations: Talent Operations (940F)</div><div>
Job: Central Office</div><div>
Organization: The School District of Philadelphia</div><div>
 Regular</div><div>
Employee Status: Executive</div><div>
Job Posting: May 8, 2026, 10:49:36 AM</div><div>
Union Affiliation: Not represented by a union</div><div>
Unposting Date: Jul 7, 2026, 10:59:00 PM</div></div>

Executive Director, Talent Management & Leadership

Mission Rock Residential

<div>Description:

Location: Denver, CO
At Mission Rock Residential, we believe that where you live matters&mdash;and so does the team that makes it feel like home.
We are more than a property management company&mdash;we&rsquo;re a people-first organization that values Integrity, Accountability, Respect, Relationships, Inclusivity, Vision, and Empathy. Our I ARRIVE values guide everything we do, from how we serve our residents to how we support our team members.
We foster an inclusive workplace that celebrates diverse perspectives, empowers growth, and strengthens the communities we serve. When you join Mission Rock, you join a team that&rsquo;s invested in your success and well-being.
What You&rsquo;ll Do
As our Head of People &amp; Culture, you will balance a strategic focus on fostering an inclusive, engaging culture with the essential responsibility of ensuring compliance and organizational integrity with employment laws and regulations, talent management, and HR best practices. This role is integral to building a workplace where people thrive while aligning our policies and practices with the highest accountability and operational excellence standards. Reporting to senior leadership, this person will lead our People &amp; Culture team to deliver innovative, people-centered strategies that drive engagement, accountability, and long-term success.
Your day-to-day may include:<ul><li>
Enterprise People Strategy &amp; Workforce Planning 
Set and execute an integrated, forward-looking people strategy (HR, Talent, L&amp;D) aligned to business goals, workforce needs, and long-term growth.</li><li>
People Analytics &amp; Data-Driven Decision Making 
Leverage data, metrics, and insights to inform strategy, measure impact, and drive continuous improvement across the organization.</li><li>
Culture &amp; Values Stewardship 
Champion and scale a high-performance, inclusive culture rooted in Mission Rock&rsquo;s values, equity commitments, and T.R.U.S.T. principles.</li><li>
Legal Compliance, Risk &amp; Governance 
Partner closely with legal and executive leadership to ensure all people practices meet evolving regulatory standards; proactively mitigate risk, guide complex team member matters, and ensure policies are clear, current, and effectively implemented.</li><li>
Talent Acquisition &amp; Employer Brand 
Lead end-to-end recruiting strategy, building scalable processes and a compelling employer brand to attract diverse, top-tier talent.</li><li>
Talent Development &amp; Succession 
Oversee leadership development, performance management, and succession planning to build a strong, future-ready talent pipeline.</li><li>
Learning &amp; Capability Building 
Foster a continuous learning culture by delivering modern, data-informed L&amp;D programs that meet both team member and business needs.</li><li>
Team Member Experience &amp; Engagement 
Design and drive programs that enhance engagement, inclusion, and growth&mdash;leveraging insights from surveys and lifecycle feedback.</li><li>
Compensation, Benefits &amp; Total Rewards 
Guide competitive, equitable total rewards strategies that balance team member well-being, market positioning, and financial sustainability.</li><li>
Organizational Effectiveness &amp; Change Leadership 
Build scalable HR systems and processes, partner with senior leaders to drive alignment, lead enterprise change initiatives, and mentor a high-performing People team.</li></ul>
 Moderate travel upon request and business needs, up to 15%.
Requirements:

What You Bring:<ul><li>At least 15 years in HR leadership is required, with a strong background in talent management, organizational development, and HR strategy.</li><li>Multifamily industry experience is preferred.</li><li>Experience with Paylocity or similar HRIS is required.</li><li>Proven success in building strong, productive relationships with people and teams across a broad, diverse organization</li><li>Experience in diversity, equity, and inclusion (DEI), bringing a high degree of cultural intelligence.</li><li>History of proven, measurable results for managing growth and aligning human resource processes and tools to support strategic business priorities.</li><li>Experience leading and building teams and having prior success working with an executive leadership team, specifically within high-growth startups or technology-driven companies.</li><li>Thorough knowledge and understanding of the administration of Benefits, Leave of Absence, Workers Compensation, Payroll, 401k and other complex HR functions</li><li>Deep expertise in career path development, compensation structure design, benefit program assessment and recommendations, and perks for real estate or multifamily management companies</li><li>Advanced degree in Business, Human Resources, or Organizational Development.</li><li>Current SPHR or SHRM-CP</li></ul>
Applicants must be authorized to work for any employer in the U.S. We are unable to sponsor or take over sponsorship of an employment visa at this time.
What We Offer
We believe in taking care of our team the way they take care of our residents. That&rsquo;s why we offer:<ul><li>Bonus opportunity*</li><li>Generous paid time off, including 13 paid holidays (with a Floating Holiday and Volunteer Day), accrued sick time, and 15 days (120 hours) of vacation in the first year **</li><li>Housing discount program***</li><li>401(k) retirement plan with company match</li><li>Comprehensive medical, dental, and vision coverage, plus HSA with employer contribution and FSA options</li><li>Employer-sponsored short-term and long-term disability coverage</li><li>Company-paid life insurance</li><li>Optional ancillary benefits, including critical illness, hospital indemnity, and accident insurance</li><li>Employee Assistance Program (EAP)</li><li>Bonus potential opportunity depends on position</li></ul>
**Sick time accrual varies by state. Ask your hiring manager for details.
***Housing discount based on availability and prior ownership group approval
The expected compensation range for this position is $185,000 &ndash; $250,000, which includes base pay plus variable incentive pay, if eligible. This range represents a good faith estimate for this position. The specific compensation offered to a candidate may vary based on factors including, but not limited to, the candidate&rsquo;s relevant knowledge, training, skills, work location, and/or experience.
Mission Rock Residential is an equal opportunity employer. We do not discriminate on the basis of race, color, national origin, religion, political affiliation, sex (including pregnancy), sexual orientation, gender identity, age, disability, marital status, or veteran (U.S.) status.
The company will provide accommodation to applicants, including those with disabilities, during the recruitment process, in accordance with applicable laws.
**The Application deadline is 6/5/2026 if a candidate is not selected by that date later applicants may be considered**</div>

SVP, People and Culture

Chick-fil-A Supply

<div>
 
 Overview
 
 
 
 The
 
 Sr. Human Resources Business Partner
 
 supports the day-to-day operations of the talent team at the Chick-fil-A Supply Distribution Center (DC) in
 
 Kansas City, KS
 
 , ensuring a workforce that can meet the demands of the DC. The Sr. Talent Specialist will also contribute to the overall functioning of the reward and benefit systems to help meet broader organizational goals. The Talent Specialist will engage with stakeholders to facilitate daily human resources transactions, including tracking employee records, supporting the recruitment/interview process, managing the new hire onboarding process, contributing to the administration of the reward and benefit systems, and collaborating with the Talent Leader and the Chick-fil-A Supply leadership team to drive the talent strategy and culture within the DC. In this role, you will help drive continued innovation at an operation like no other in the food service industry.
 
 
 
 About Chick-fil-A Supply
 
 
 
 Chick-fil-A Supply&reg;, a wholly owned subsidiary of Chick-fil-A, Inc., is an innovative distribution service provider focused on understanding and meeting the unique needs of Chick-fil-A restaurants. Chick-fil-A Supply&reg; ensures restaurants have the food and products they need through a seamless delivery experience that extends Chick-fil-A's culture of care. For more information, visit cfa-supply.com.
 
 
 
 Location
 
 : 16521 S. Erickson St, Olathe, KS 66062
 
 
 
 Will provide relocation assistance if located more than 60 miles from distribution center.
 
 
 
 
 Benefits:
 
 On top of annual earnings, you will get additional Benefits per year!
 
 
 
 <ul>
 <li>
 Food and Drinks Provided : Free lunch, snacks and drinks as part of your workday!
 </li>
 <li>
 Generous Paid Time Off:
 </li>
 </ul>
 <ul>
 <li>
 </li>
 <ul>
 <li>
 PTO: Accrue up to 3 weeks of PTO your first year with immediate access to 40 hours upon hire
 </li>
 <li>
 Wellness: 16 Hours per year
 </li>
 <li>
 Holiday Pay: 8 Days per year
 </li>
 </ul>
 <li>
 Health Insurance Options: A variety of health insurance options, including a no premium health insurance for individuals, and a low-cost premium health insurance for family plans
 </li>
 <li>
 Retirement: 401K with 5% match for eligible employees
 </li>
 <li>
 Education Investment Plan: We offer a $45,000 lifetime maximum benefit for continued education of eligible staff!
 </li>
 <li>
 Additional Benefits: To help you thrive in all areas of life including emotional, social, physical, financial and spiritual.
 
 
 </li>
 </ul>
 
 Responsibilities
 
 
 
 
 Leading Teams with Communication and Care:
 
 
 
 
 <ul>
 <li>
 Support the Regional Talent Leader in the execution of recruitment initiatives to effectively staff the Distribution Center operations, including tracking forecasted recruitment requirements, coordinating interview logistics (e.g., timing, location, interviewers, communications), and ensuring a smooth recruitment process
 </li>
 <li>
 Oversee records management within the HR system for all staff in the facility, including compiling and analyzing data for key performance indicators and providing insights to the Talent Leader
 </li>
 <li>
 Drive employee engagement across all departments of the DC, including processing employee inquires and providing employee relations support in a timely manner and in a way that reflects the culture, and developing and executing initiatives to promote a culture that reflects Chick-fil-A Supply&rsquo;s values of care, safety and excellence
 </li>
 <li>
 Advise and support team leaders on various topics, including employment law and government regulations, performance management, team morale, and various policies (e.g., FMLA, ADA, workers' compensation, etc.)
 </li>
 <li>
 Oversee the payroll administration process for the DC and provide issue resolution to Staff and Leaders
 </li>
 <li>
 Maintain awareness of market-driven compensation trends in the industry
 </li>
 <li>
 Partner with Legal and the Regional Talent Leader to ensure legal compliance with all applicable federal and state requirements
 </li>
 <li>
 Coordinate and facilitate training sessions and seminars, facilitating training when needed
 </li>
 <li>
 Other duties as may be assigned as needs arise
 
 
 
 </li>
 </ul>
 
 Required Qualifications (Knowledge, Skills, &amp; Abilities)
 
 
 
 
 <ul>
 <li>
 Bachelor's Degree
 </li>
 <li>
 5 years of HR-related experience, including at least 3 years in a distribution or manufacturing environment
 </li>
 <li>
 Demonstrated knowledge of general HR policies, procedures, and practices
 </li>
 <li>
 Ability to build relationships and influence others across multiple operations
 </li>
 <li>
 Ability to work a flexible schedule, including weekends, holidays, and rotating shifts
 </li>
 <li>
 Ability to occasionally travel, including overnight trips
 </li>
 <li>
 Have experience with investigations including, but not limited to, accidents and harassment allegations
 </li>
 <li>
 Have experience recruiting and developing a strong, diverse team
 </li>
 <li>
 Have some understanding of labor legislation
 </li>
 <li>
 Be able to lead through change management
 </li>
 <li>
 Proficient communicating in English (reading, writing, and speaking) to safely follow verbal instructions, complete documentation and paperwork, and accurately read and interpret company communications
 
 
 
 </li>
 </ul>
 
 Required Years Of Experience
 
 
 
 5
 
 
 Required Level of Education
 
 
 Bachelor's Degree
 
 
 Work Environment
 
 
 Office
 
 
 Travel Requirements
 
 
 30%
 
 
 Relocation Assistance Provided
 
 
 Yes
 
 
 Connect With Us!
 
 
 Not ready to apply? Connect with us for general consideration.
 
 
 
 Equal Employment Opportunity &amp; Reasonable Accommodation
 
 
 
 Chick-fil-A Supply LLC is an equal opportunity employer that values diversity and inclusion. We make employment decisions on the basis of qualifications, merit and business need. It is and has been the policy of CFA Supply to ensure that all individuals are provided equal employment opportunities without regard to disability. Accordingly, CFA Supply will make reasonable accommodation(s) for the physical and/or mental limitation(s) of an otherwise qualified individual with a disability - whether an applicant or a current employee - unless an undue hardship would result. If you believe you may require a reasonable accommodation due to a disability in connection with your application and/or the hiring process, please contact CFAstaffselection@cfa-supply.com as soon as you realize this need.
</div>

Sr. Human Resources Business Partner

Break Time Corner Market

Role Summary: Strategic HR leader responsible for driving people initiatives aligned with global business objectives. Partners with leadership to build high-performance culture, scalable HR frameworks, and talent strategies across markets.Key Responsibilities:<ul><li>Lead end-to-end HR strategy aligned with business goals</li><li>Oversee talent acquisition, onboarding, and workforce planning</li><li>Drive performance management and employee development programs</li><li>Implement HR policies, compliance, and best practices</li><li>Manage compensation, benefits, and rewards frameworks</li><li>Handle employee relations, conflict resolution, and engagement initiatives</li><li>Support leadership with HR analytics and decision-making insights</li><li>Lead organizational development and change management initiatives</li><li>Ensure compliance with labor laws and regulatory requirements</li><li>Mentor and manage the HR team</li></ul>Requirements:<ul><li>Bachelor&rsquo;s/Master&rsquo;s degree in HR, Business Administration, or related field</li><li>8&ndash;12+ years of HR experience, with leadership exposure</li><li>Strong knowledge of HR practices, labor laws, and compliance</li><li>Proven experience in strategic HR business partnering</li><li>Excellent communication, leadership, and problem-solving skills</li><li>Experience with HRIS and data-driven HR decision-making</li></ul>Preferred Skills:<ul><li>CHRP/CIPD or relevant HR certification</li><li>Experience in digital HR transformation or HR analytics</li><li>Strong stakeholder management and influencing skills</li></ul>If you want, I can tailor this JD specifically for Pakistan market, tech industry, or MNC-level roles.MNC level role with 2 liner role summary on topHere&rsquo;s a refined MNC-level JD with a sharp 2-line summary on top:Job Title: Senior Manager &ndash; Human ResourcesRole Summary: Strategic HR leader responsible for driving people initiatives aligned with global business objectives. Partners with leadership to build high-performance culture, scalable HR frameworks, and talent strategies across markets.Key Responsibilities:<ul><li>Partner with senior leadership to align HR strategy with regional and global business goals</li><li>Lead talent acquisition, succession planning, and leadership development initiatives</li><li>Drive performance management, employee engagement, and organizational effectiveness</li><li>Implement global HR policies, governance frameworks, and compliance standards</li><li>Oversee compensation, benefits, and benchmarking aligned with market competitiveness</li><li>Lead change management and transformation initiatives across business units</li><li>Utilize HR analytics and dashboards for data-driven decision making</li><li>Manage employee relations, ensuring a positive and compliant workplace culture</li><li>Collaborate with global HR teams on cross-border initiatives and best practices</li><li>Build and mentor high-performing HR teams</li></ul>Requirements:<ul><li>Master&rsquo;s degree in HR, Business Administration, or related discipline</li><li>10&ndash;15 years of progressive HR experience, preferably in multinational organizations</li><li>Strong exposure to global HR practices and matrix structures</li><li>In-depth knowledge of labor laws, compliance, and governance frameworks</li><li>Demonstrated experience in strategic HR business partnering</li><li>Excellent stakeholder management and influencing skills at senior levels</li><li>Strong analytical mindset with experience in HR metrics and reporting</li></ul>Preferred Qualifications:<ul><li>International certifications (e.g., CHRP, CIPD, SHRM)</li><li>Experience in HR digital transformation and HRIS implementation</li><li>Exposure to multi-country workforce managemen</li></ul>Job Type: Full-timePay: Up to Rs250,000.00 per monthApplication Question(s):<ul><li>Will you be able to work in night shift?</li></ul>Education:<ul><li>Master's (Required)</li></ul>Language:<ul><li>English (Required)</li></ul>Work Location: In person

Senior Manager - HR

Lucy Group Ltd

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

Human Resource Business Partner (Talent Development)

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