talent management partner

Blackstone

<div>
 Blackstone is the world&rsquo;s largest alternative asset manager. We seek to create positive economic impact and long-term value for our investors, the companies we invest in, and the communities in which we work. We do this by using extraordinary people and flexible capital to help companies solve problems. Our $1.1 trillion in assets under management include investment vehicles focused on private equity, real estate, public debt and equity, infrastructure, life sciences, growth equity, opportunistic, non-investment grade credit, real assets and secondary funds, all on a global basis. Further information is available at www.blackstone.com. Follow @blackstone on LinkedIn, X, and Instagram.
 <br/>
 <br/>
 This role will partner closely with the Global Human Resources Business Partner (HRBP), HR Centers of Excellence (COE), and business leadership to provide human resources support across Blackstone Private Equity Strategies (BPES) as well as serve as the HRBP for the San Francisco and Los Angeles offices. The role will provide a proactive and forward-thinking approach that is viewed by clients, at all levels, to be confident, thoughtful, strategic, consultative and valuable to the organization&rsquo;s success. Specifically, as detailed below, the role will provide support for: recruiting needs; talent and performance management; learning and development; onboarding; compensation; D&amp;I; and employee relations. The incumbent will work as a hands-on generalist, strategic partner, and a trusted advisor to the business at all levels.
 <br/>
 <br/>
 Recruitment and Org Design
 <br/>
 <br/>
 <ul>
  <li>
   Continue to reassess organization structure as necessary to support business growth
  </li>
  <li>
   Partner with Global HRBP and Talent Acquisition to develop overall recruiting/sourcing strategy
  </li>
  <li>
   Attract and hire best-in-class candidates through a consistent recruiting process, the foundation of which will have a strong intent to diversify talent
  </li>
  <li>
   Ensure leadership considers all avenues of external recruiting when designing team structure
   <br/>
   <br/>
  </li>
 </ul>
 Talent and Performance Management
 <br/>
 <br/>
 <ul>
  <li>
   Partner with Global HRBP and client leadership on the planning, development, communication, and implementation of talent management processes
  </li>
  <li>
   Ensure senior leaders take a proactive approach to talent and performance management
  </li>
  <li>
   Act as coach and confidential resource to employees at all levels
   <br/>
   <br/>
  </li>
 </ul>
 Learning and Development
 <br/>
 <br/>
 <ul>
  <li>
   Partner with Talent team to maximize leverage of firmwide programs and support the creation and implementation of business-specific solutions
  </li>
  <li>
   Advise on senior level / high value talent and development interventions (e.g., exec coaching)
   <br/>
   <br/>
  </li>
 </ul>
 New Hire On-Boarding/Orientation
 <br/>
 <br/>
 <ul>
  <li>
   Support implementation of an impactful on-boarding process that ensures a positive experience for new joiners across all teams
  </li>
  <li>
   In coordination with Global HRBP to develop and manage custom senior-level onboarding efforts
  </li>
  <li>
   Manage the new joiner check-in process
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Compensation
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Partner with the Global HRBP, client leadership and compensation partner to execute annual compensation review and ad hoc analyses throughout the year
   <br/>
   <br/>
  </li>
 </ul>
 Employee Relations:
 <br/>
 <br/>
 <ul>
  <li>
   Partner with Employee Relations team to manage ER issues within the business
  </li>
  <li>
   Collaborate with business leadership to align on key elements of employee relations strategy
   <br/>
   <br/>
  </li>
 </ul>
 Culture and Engagement:
 <br/>
 <br/>
 <ul>
  <li>
   Play a leadership role in assessing the current work environment and identifying and driving employee engagement initiatives
  </li>
  <li>
   Partner across the organization on all inclusion efforts, ensuring it is embedded in key talent processes
   <br/>
   <br/>
  </li>
 </ul>
 Metrics and Analytics
 <br/>
 <br/>
 <ul>
  <li>
   Prioritize focus on strategic HR levers that align to business results, including developing and interpreting key metrics that support core people and talent processes and drive decisions
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Qualifications
  <br/>
  <br/>
 </strong>
 The individual we seek is an experienced HR professional who is commercial, analytical, and inquisitive. Broad HR experience and a strong generalist skill set across the HR space, with an emphasis on talent and compensation planning, is necessary. They are a confident change agent with strong communication skills who is an effective and persuasive communicator at all levels.
 <br/>
 <br/>
 <strong>
  Experience Required
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Development, maintenance and application of key HR metrics throughout talent management and compensation reviews
  </li>
  <li>
   Strategic talent management and/or organizational effectiveness/development
  </li>
  <li>
   Compensation planning and partnering with a business during compensation reviews
  </li>
  <li>
   Minimum of ten years human resources experience. Preference for experience gained, at least in part, at a professional services, financial services, or technology organization known for disciplined business performance and engaged, consultative human resources
  </li>
  <li>
   Experience in client-facing roles such as field-oriented generalist or HR business partner
  </li>
  <li>
   Bachelor&rsquo;s degree required; advanced degree is a plus
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Skills
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Collaboration and interpersonal skills to partner across multiple stakeholders including Global HRBP, Head of HR, HR COEs and client group leadership
  </li>
  <li>
   Strong business and financial skills, competence to communicate and persuade inside and outside of HR, high professional integrity
  </li>
  <li>
   Demonstrated competence to analyze talent related data and provide insights
  </li>
  <li>
   Demonstrated competence to prioritize and translate business initiatives into clear HR strategies coupled with a process-oriented, forward-looking approach
  </li>
  <li>
   Competence to effectively communicate Human Resources strategy and rationale
  </li>
  <li>
   Experience managing a global workforce a plus
  </li>
  <li>
   Competence to create and reinforce a positive and professional working environment
   <br/>
   <br/>
  </li>
 </ul>
 San Francisco Applicants: Blackstone will consider for employment qualified applicants with arrest and conviction records, consistent with the San Francisco Fair Chance Ordinance.
 <br/>
 <br/>
 The duties and responsibilities described here are not exhaustive and additional assignments, duties, or responsibilities may be required of this position. Assignments, duties, and responsibilities may be changed at any time, with or without notice, by Blackstone in its sole discretion.
 <br/>
 <br/>
 <strong>
  Expected annual base salary range:
  <br/>
  <br/>
 </strong>
 $190,000 - $275,000
 <br/>
 <br/>
 Actual base salary within that range will be determined by several components including but not limited to the individual's experience, skills, qualifications and job location. For roles located outside of the US, please disregard the posted salary bands as these roles will follow a separate compensation process based on local market comparables.
 <br/>
 <br/>
 Additional compensation and benefits offered in connection with the role consist of comprehensive health benefits, including but not limited to medical, dental, vision, and FSA benefits; paid time off; life insurance; 401(k) plan; and discretionary bonuses. Certain employees may also be eligible for equity and other incentive compensation at Blackstone&rsquo;s sole discretion.
 <br/>
 <br/>
 Blackstone is committed to providing equal employment opportunities to all employees and applicants for employment without regard to race, color, creed, religion, sex, pregnancy, national origin, ancestry, citizenship status, age, marital or partnership status, sexual orientation, gender identity or expression, disability, genetic predisposition, veteran or military status, status as a victim of domestic violence, a sex offense or stalking, or any other class or status in accordance with applicable federal, state and local laws. This policy applies to all terms and conditions of employment, including but not limited to hiring, placement, promotion, termination, transfer, leave of absence, compensation, and training. All Blackstone employees, including but not limited to recruiting personnel and hiring managers, are required to abide by this policy.
 <br/>
 <br/>
 If you need a reasonable accommodation to complete your application, please contact Human Resources at 212-583-5000 (US), +44 (0)20 7451 4000 (EMEA) or +852 3656 8600 (APAC).
 <br/>
 <br/>
 Depending on the position, you may be required to obtain certain securities licenses if you are in a client facing role and/or if you are engaged in the following:
 <br/>
 <br/>
 <ul>
  <li>
   Attending client meetings where you are discussing Blackstone products and/or and client questions;
  </li>
  <li>
   Marketing Blackstone funds to new or existing clients;
  </li>
  <li>
   Supervising or training securities licensed employees;
  </li>
  <li>
   Structuring or creating Blackstone funds/products; and
  </li>
  <li>
   Advising on marketing plans prepared by a sales team or developing and/or contributing information for marketing materials.
   <br/>
   <br/>
  </li>
 </ul>
 Note: The above list is not the exhaustive list of activities requiring securities licenses and there may be roles that require review on a case-by-case basis. Please speak with your Blackstone Recruiting contact with any questions.
 <br/>
 <br/>
 To submit your application please complete the form below. Fields marked with a red asterisk * must be completed to be considered for employment (although some can be answered "prefer not to say"). Failure to provide this information may compromise the follow-up of your application. When you have finished click Submit at the bottom of this form.
</div>


Human Resources - HR Business Partner, SVP

Colgate-Palmolive

<div></div><div><div><div>Requisition ID <b>172752</b> - Posted <b>05/08/2026</b> - <b>Human Resources</b> - <b>United States</b> - <b>Kansas</b> - <b>Overland Park</b> - <b>Colgate-Palmolive</b> - <b>Travel - up to 10% of time</b> - <b>Hybrid</b></div></div><p></p><div><div><div><div><p><b><br>
</b></p></div></div></div></div><br>
<div></div><div><div><div><div><div><div><div>No Relocation Assistance Offered<br>
Job Number #172752 - Overland Park, Kansas, United States<br>
<br>
<b>Who We Are</b><br>
<br>
Colgate-Palmolive Company is a global consumer products company operating in over 200 countries specializing in Oral Care, Personal Care, Home Care, Skin Care, and Pet Nutrition. Our products are trusted in more households than any other brand in the world, making us a household name!<br>
<br>
Join Colgate-Palmolive, a caring, innovative growth company reimagining a healthier future for people, their pets, and our planet. Guided by our core values&mdash;Caring, Inclusive, and Courageous&mdash;we foster a culture that inspires our people to achieve common goals. Together, let's build a brighter, healthier future for all.</div><br>
<div>At Hill&rsquo;s we have a purpose to transform the lives of millions of pet families through pioneering innovation, science-led nutrition, and the best and brightest people. Founded more than 75 years ago with an unwavering commitment to pet nutrition, Hill&rsquo;s mission is to help enrich and lengthen the special relationships between people and their pets.</div>
<div>
Human Resources professionals are consistently drawn to Colgate-Palmolive by the exceptional opportunities for career advancement and a strong alignment with our globally recognized, purpose-driven brand and company Values: We are Caring, We are Inclusive, We are Courageous. While we offer competitive Total Rewards, new team members frequently highlight our welcoming company culture and the high caliber of the people they work alongside as primary reasons for joining our team. Within our Global People function, we foster a culture of high trust and autonomy, ensuring you feel empowered to make impactful decisions and directly influence our broader strategic priorities while you build a fulfilling, long-term career.</div>
<div>
As a <b>People Business Partner</b> for Hill&rsquo;s US you will be responsible for supporting the talent agenda for Colgate Palmolive&rsquo;s largest subsidiary. This role will directly partner with senior leaders to drive business priorities, organizational effectiveness, and the future of the business and workforce. Reporting to the People Business Partner Leader, you will serve as a trusted partner for Hill&rsquo;s US Commercial focused on influencing growth and team performance. This role has the opportunity to lead organizational design and change management initiatives that will shape the future of our global workforce.</div>
<div><b>
Responsibilities:</b></div>
<ul>
<li><div><b>Partner with</b> People Business Partner Directors/Leaders, People Experience, Global People CoE to drive proactive development and engagement including continuously improving moments that matter and global people programs.</div>
</li>
<li><div><b>Leverage data analytics and organizational diagnostics</b> to deliver insights-driven solutions and to make informed decisions that drive employee experience, deliver business outcomes, and enable strategic workforce plans.</div>
</li>
<li><div><b>Support talent and succession planning initiatives</b> which is inclusive of managing Hill&rsquo;s LEAD program, identifying cappablity and talent gaps, and building plans to proactively strengthen talent development ensuring a robust and diverse pipeline of future leaders for current and future long-term priorities.</div>
</li>
<li><div><b>Serve as a trusted thought partner to business leaders</b> focused on talent and workforce strategies, long-term organizational performance, and scalable transformative enablers.</div>
</li>
<li><div><b>Create and deploy people solutions</b> that enable highly impactful and effective team performance.</div>
</li>
<li><div><b>Deploy leadership development and capability</b> <b>building</b> initiatives focused on advancing our strong culture and increasing our agility and change readiness for evolving market shifts</div>
</li>
<li><div><b>Drive organizational effectiveness</b>, ensuring People strategies are aligned with evolving business priorities, managing complex organization design projects and large-scale change management implementations.</div>
</li>
</ul><div><b>Required Qualifications:</b></div>
<ul>
<li><div>Bachelor&rsquo;s Degree</div>
</li>
<li><div>Minimum of 8 years of progressive human resources experience, with a focus on business partnership.</div>
</li>
<li><div>Proven experience working across a complex, matrixed organization with a clear global perspective</div>
</li>
<li><div>Demonstrated ability to build credibility with leaders and influence decisions through data, insights, and sound judgement.</div>
</li>
<li><div>Technical proficiency in compensation execution, talent management, and HR technology platforms.</div>
</li>
<li><div>Demonstrated experience leading organizational design and change management initiatives from conception to execution.</div>
</li>
<li><div>Strong business acumen with the ability to negotiate and influence senior stakeholders and &quot;courage to challenge&quot; leaders when necessary.</div>
</li>
</ul><div><b>Preferred Qualifications:</b></div>
<ul>
<li><div>Demonstrated experience using AI tools such as ChatGPT and Gemini to enhance strategic HR delivery, improve operational efficiency, and drive data-informed solutions.</div>
</li>
<li><div>Advanced experience and knowledge of Google tools, particularly Google Sheets for complex organization projects and analytics</div>
</li>
<li><div>Experience in the CPG or FMCG industry implementing scalable HR processes within a multi-national environment.</div>
</li>
<li><div>Advanced consultative problem-solving skills with a data-driven approach to identifying and solving business challenges.</div>
</li>
<li><div>Comfort navigating ambiguity and leading through change in a fast-moving, matrixed environment.</div>
</li>
<li>Experience in a Center of Excellence (CoE) or Specialist role, providing deep functional expertise to the business. (i.e. Compensation, Talent Acquisition, Talent Management, Learning, HR Solutions) strongly preferred.</li>
<li>Advanced degree (MBA/Masters) or professional HR certification (e.g., SHRM-SCP or SPHR).</li>
</ul>
<div><i>Work visa sponsorship is not available for this position. Accordingly, all applicants must be currently authorized to work in the U.S. on a full-time basis and must not require the Company's sponsorship to continue to work legally in the United States.</i></div><br>
<div><br>
<b>Compensation and Benefits</b><br>
Salary Range $124,000.00 - $174,000.00 USD<br>
<br>
Pay is determined based on experience, qualifications, and location. Salaried employees may also be eligible for discretionary bonuses, profit-sharing, and long-term incentives for Executive-level roles.<br>
<br>
Benefits: Salaried employees enjoy a comprehensive benefits package, including medical, dental, vision, basic life insurance, paid parental leave, disability coverage, and participation in the 401(k) retirement plan with company matching contributions subject to eligibility requirements. Additional benefits include a minimum of 15 vacation/PTO days (hourly employees receive a minimum of 120 hours) and 13 paid holidays (vacation days are prorated based on the employee's hire date within the calendar year). Paid sick leave is adjusted based on role and location in accordance with local laws. Detailed information regarding paid sick leave entitlements will be provided to employees upon hiring and may be subject to adjustments based on changes in legislation or company policies.<br>
<br>
<b>Our Commitment to Inclusion</b><br>
Our journey begins with our people&mdash;developing strong talent with diverse backgrounds and perspectives to best serve our consumers around the world and fostering an inclusive environment where everyone feels a true sense of belonging. We are dedicated to ensuring that each individual can be their authentic self, is treated with respect, and is empowered by leadership to contribute meaningfully to our business.<br>
<br>
<b>Equal Opportunity Employer</b><br>
Colgate is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity, sexual orientation, national origin, ethnicity, age, disability, marital status, veteran status (United States positions), or any other characteristic protected by law.<br>
<br>
Reasonable accommodation during the application process is available for persons with disabilities. Please complete this request form should you require accommodation.<br>
<br>
For additional Colgate terms and conditions, please click here.<br>
<br>
#LI-Hybrid</div></div></div></div></div></div></div></div><p></p>

People Business Partner (172752)

Valkyrie People Consulting

<div>
 <p>
  Job Description: HR Business Partner (HRBP) &ndash; Automotive Industry, Abu Dhabi
 </p>
 <p>
  <strong>
   Position:
  </strong>
  HR Business Partner (HRBP)
 </p>
 <p>
  <strong>
   Industry:
  </strong>
  Automotive
 </p>
 <p>
  <strong>
   Location:
  </strong>
  Abu Dhabi, UAE
 </p>
 <p>
  <strong>
   Experience Required:
  </strong>
  5+ years in HR with a focus on business partnering in the automotive or related industry.
 </p>
 <p>
  <strong>
   Role Summary:
  </strong>
 </p>
 <p>
  The HR Business Partner (HRBP) will collaborate closely with business leaders to align HR strategies with organizational objectives. The role involves driving talent development, employee engagement, and operational excellence, while ensuring compliance with HR policies and local labor laws.
 </p>
 <p>
  <strong>
   Key Responsibilities:
  </strong>
 </p>
 <ul>
  <li>
   Act as a strategic advisor to leadership, providing insights on workforce planning, talent management, and organizational development.
  </li>
  <li>
   Partner with line managers to implement HR initiatives aligned with business goals.
  </li>
  <li>
   Oversee recruitment, onboarding, and succession planning processes for key positions.
  </li>
  <li>
   Drive performance management processes, including setting KPIs and conducting performance reviews.
  </li>
  <li>
   Facilitate employee engagement activities and foster a culture of continuous improvement.
  </li>
  <li>
   Address employee relations issues and resolve conflicts, ensuring adherence to labor laws and company policies.
  </li>
  <li>
   Implement learning and development programs tailored to skill gaps and career progression needs.
  </li>
  <li>
   Collaborate with global and regional HR teams to standardize processes and share best practices.
  </li>
  <li>
   Provide metrics and analytics to measure the effectiveness of HR interventions and recommend improvements.
  </li>
 </ul>
 <p>
  <strong>
   Qualifications:
  </strong>
 </p>
 <ul>
  <li>
   Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field (Master&rsquo;s preferred).
  </li>
  <li>
   5+ years of experience in HR, with a focus on business partnering.
  </li>
  <li>
   Strong knowledge of UAE labor laws and HR practices in the region.
  </li>
  <li>
   Experience in the automotive industry or a similar fast-paced, dynamic environment.
  </li>
  <li>
   Excellent interpersonal and communication skills, with the ability to influence stakeholders.
  </li>
  <li>
   Proficiency in HR software and data analytics.
  </li>
  <li>
   Ability to handle sensitive situations with professionalism and confidentiality.
  </li>
 </ul>
 <p>
  <strong>
   What We Offer:
  </strong>
 </p>
 <ul>
  <li>
   Competitive salary and benefits package.
  </li>
  <li>
   Opportunity to work with a leading brand in the automotive sector.
  </li>
  <li>
   A collaborative and innovative work environment.
  </li>
  <li>
   Professional growth and development opportunities.
  </li>
 </ul>
</div>


Human Resources Business Partner

Cynosure, LLC.

<div>
 <p>
  <strong>
   Job Summary
  </strong>
 </p>
 <p>
  Responsible for leading the HR Business Partnership function for a specific business or support unit. The HRBP will work closely with a designated client group. Partner with specific members of the supported Leadership Team in enabling the organization's success. Formulate partnerships across the HR function, specifically the HR Centers of Excellence, to deliver value-added service to management and employees. Be a culture and change champion and will enable leading edge, best in class performance across the organization. This person will be responsible for assisting supported groups in aligning business objectives with employees and management in designated business units. Formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. Maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.
  <strong>
   This role will specifically work with R&amp;D, Quality, Shipping &amp; Logistics, and Corporate Functions.
  </strong>
 </p>
 <p>
  <strong>
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Essential Duties and Responsibilities
  </strong>
 </p>
 <p>
  <em>
   The incumbent may be asked to perform other function-related activities in addition to the below mentioned responsibilities as reasonably required by business needs.
  </em>
 </p>
 <p>
  <br/>
 </p>
 <ul>
  <li>
   Functions as a partner and sounding board to their business leadership teams; providing guidance and support.
  </li>
  <li>
   Forms effective relationships with employees in their client groups - knowing the culture, key talent and any engagement successes or concerns within the team.
  </li>
  <li>
   Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
  </li>
  <li>
   Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions)
  </li>
  <li>
   Build talent and succession pipeline within teams to foster talent development
  </li>
  <li>
   Uses data to enable great decision making by their client groups. Analyzes trends and metrics in partnership with the HR team to develop and or execute solutions, programs and policies.
  </li>
  <li>
   Conducts effective and thorough employee relations investigations in accordance with best practices and with the guidance of the VP of HR, North America. Manages and resolves complex employee relations issues in a timely and effective manner.
  </li>
  <li>
   Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
  </li>
  <li>
   Conducts regular meetings with respective business leaders.
  </li>
  <li>
   Provides HR policy guidance and interpretation.
  </li>
  <li>
   Partner with relevant business stakeholders to assess organizational and talent issues; advice and support in the solution finding and execution with aim of educating, building managerial capability and confidence to solve routine issues at the business level.
  </li>
  <li>
   Works with the Talent Acquisition team to lead, source, attract and hire new team members.
  </li>
  <li>
   Works with the Talent Management team to provides guidance and input on business unit organizational design, change management, restructures, workforce planning and succession planning.
  </li>
  <li>
   Identifies training needs for business units and individual executive coaching needs.
  </li>
  <li>
   Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
  </li>
  <li>
   Lead ad hoc HR projects as assigned.
  </li>
  <li>
   Embody and deliver the &ldquo;Exceptional Everyday&rdquo;
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Qualifications
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Education
  </strong>
 </p>
 <ul>
  <li>
   Bachelor&rsquo;s degree
  </li>
  <li>
   PHR/SPHR preferred
  </li>
 </ul>
 <p>
  <strong>
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Experience
  </strong>
 </p>
 <ul>
  <li>
   5-8 years HR related experience
  </li>
 </ul>
 <p>
  <strong>
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Skills
  </strong>
 </p>
 <ul>
  <li>
   Excellent verbal and written communication skills.
  </li>
  <li>
   Excellent interpersonal and customer service skills.
  </li>
  <li>
   Excellent organizational skills and attention to detail.
  </li>
  <li>
   Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
  </li>
  <li>
   Ability to acquire a thorough understanding of the organization&rsquo;s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
  </li>
  <li>
   Excellent time management skills with a proven ability to meet deadlines.
  </li>
  <li>
   Strong analytical and problem-solving skills.
  </li>
  <li>
   Proficient with Microsoft Office Suite or related software.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Physical Demands
  </strong>
 </p>
 <p>
  The physical requirements described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.
 </p>
 <p>
  <br/>
 </p>
 <ul>
  <li>
   <strong>
    ☒
   </strong>
   Sit; use hands to finger, handle or feel objects, tools, or controls.
  </li>
  <li>
   <strong>
    ☒
   </strong>
   Stand; walk; reach with hands and arms; and stoop, kneel, crouch, or crawl.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  Cynosure is an Equal Opportunity Employer &ndash; Race, Color, Religion, Sex, Sexual Orientation, Gender Identity, National Origin, Disability, Veteran
 </p>
 <p>
 </p>
</div>


Sephora

<div><p><b>Position Purpose</b></p><ul><li>
The People Partner is responsible for managing the implementation of core HR activities in line with Sephora Middle East HR Strategy including but not limited to Recruitment, pre and onboarding, payroll, transfer, promotions, employee records, employee relations and employee performance.
</li><li>The role incumbent will assist in the implementation of the employee performance management system and employee retention.</li><li>
Process Business Partner for the region talent management, succession planning and performance management.</li><li>
Engaging with key senior business and HR/Education stakeholders to develop a culture of managing talent and define talent related needs and implement strategies to enhance the performance of the people.</li><li>
Support Stores leaders to identify the skills and behaviors required to meet the future demands of the business and provide advice on how to close capability gaps through the recruitment and development of talent.</li></ul><p><b>
Key Accountabilities</b></p><div><b>
People Partner</b></div><ul><li>
Deliver Superior Stakeholders experience by being seen as a Trusted Business Partner.</li><li>
Support HRD to build a customer driven organization aligned with the business strategies.</li><li>
Meet the Sephora Champions to understand more our culture and how we can keep improving it.</li><li>
Ensure a proper roll out of the EVP in all our HR processes, initiatives, and assessments. Oversee completion of EVP online module by all employees.</li></ul><p></p><p><b><br>
Talent Management</b></p><ul><li>
Manage the annual talent identification and review cycle (OMR). This would include Talent Calibration, Succession Planning, Identification of high-potential employees, Assessment of flight risks, mobility, and the completion of employee Talent Profiles to drive improved insight into the capabilities of the HQ employees.</li><li>
Design and bring to life strategies to ensure the attraction, assessment, and retention of talent in the region.</li><li>
Support the People Manager with the assessment and recruitment of senior retail roles in stores.</li><li>
Enhance leadership must have capabilities in partnership with Education Team.</li><li>
Strengthening and diversifying talent pipelines to business critical and leadership roles. This would include the implementation of high potential programmes, coaching, 360o feedback, scoping and delivery of promising talent requirements and embedding initiatives to promote the attraction and successful development of diverse talent in partnership with Education Team.</li><li>
Drive the tribe engagement strategy by developing high performers to become successors.</li><li>
Advising on how to maximize talent and capability growth opportunities as well as to manage potential risk within business change.</li><li>
Monitoring the effectiveness of talent management within the business, providing Business Partner insight, analysis, and recommendations to continuously improve the approach.</li><li>
Retention of High performers.</li><li>
Oversee the Employee onboarding/offboarding process as per company standards.</li></ul><div></div><div><b><br>
Brand and Culture</b></div><ul><li>
Develop and maintain a strong brand focused environment for all employees in everything that they do.</li><li>
Together with senior leaders, continue to create a fast paced and energetic culture, with the employee engagement initiatives.</li><li>
Support in the roll out of employee engagement survey.
</li><li>Manage employee relations, grievances, and escalations.</li></ul><div></div><div><b><br>
Performance Management</b></div><ul><li>
Review and develop upon existing performance management processes.</li><li>
Map anyone not meeting performance criteria and proactively advise managers on the performance management process, reviews, under-performers with the aim of a having &lsquo;high performing team culture.</li></ul><p>
 <b>Requitement Process:</b></p><ul><li>
Ensure to fulfill the retail recruitment as per the recruitment plan and monitor keep tracking the actual headcount in collaboration with the retail team, People Manager.
</li><li>Source external candidates throughout the different recruitment channels internal and external candidates to increase the headcount availability.</li><li>
Responsible for the recruitment pipeline and interviewing process with retail team.</li></ul><p>
</p><p><b>
Skills, Experience and Personality</b></p><ul><li>
The successful candidate should have tertiary qualifications in Human Resources with 3-4 years&rsquo; experience in a People Partner role, working in medium to large sized organizations.
</li><li>Must be fluent in English and Arabic.
</li><li>Strong background experience in FMCG/Retail/Fashion &amp; Apparel both in front and back office.</li><li>
It is essential that they have a passion for people with the ability to think creatively and are self-motivated to work independently.</li></ul><p></p><p><i><br>
Most importantly, the People Partner needs to live and breathe the Sephora Culture, DNA and Employee Value propositions (EVP). She/He need to have excellent authentic communication and influencing skills and be energized by working in a fast paced, dynamic environment. She/He need to be a leader with confidence born from self-belief.</i></p></div>

People Partner

Career Maker

<p><b>Key Accountabilities &amp; Responsibilities</b></p><p><b>Strategic HR Partnership</b></p><ul><li>Serve as the senior HR partner to the <b>Generation International business in KSA</b>, ensuring alignment between people strategy and the organization&rsquo;s operational and financial objectives.</li><li>Partner with business leaders on <b>organizational design, workforce planning, succession planning, and leadership development</b>.</li><li>Provide proactive guidance on <b>people-related risks, change management, and long-term talent sustainability</b> across Generation assets.</li></ul><p><b>Leadership &amp; Governance</b></p><ul><li>Provide <b>functional leadership and oversight</b> to Plant HR Managers, ensuring consistent implementation of HR policies, practices, and standards.</li><li>Ensure compliance with <b>Saudi Labour Law</b></li><li>Strengthen HR governance, controls, and reporting across all Generation entities.</li></ul><p><b>Employee Relations &amp; Compliance</b></p><ul><li>Act as the <b>escalation point for complex employee relations matters</b> within Generation International.</li><li>Advise senior management on <b>disciplinary matters, grievances, investigations, and performance management cases</b>.</li><li>Ensure <b>fair, consistent, and compliant HR practices</b> across all operational sites.</li></ul><p><b>Talent, Performance &amp; Capability</b></p><ul><li>Lead <b>performance management and talent review processes</b> for Generation International employees.</li><li>Support <b>leadership development initiatives, succession pipelines, and Saudization objectives</b>.</li><li>Drive initiatives focused on <b>employee engagement, retention, and workforce stability</b> in a competitive talent market.</li></ul><p><b>HR Operations &amp; Delivery</b></p><ul><li>Oversee the effective delivery of the <b>full employee lifecycle</b> across Generation International.</li><li>Ensure high standards for <b>onboarding, HR data integrity, and system accuracy</b>.</li><li>Work closely with Plant HR Managers to ensure <b>timely and high-quality HR service delivery</b>.</li></ul><p><b>Experience &amp; Qualifications</b></p><ul><li>Bachelor&rsquo;s degree in <b>Human Resources, Business Administration, or a related field</b>.</li><li><b>12&ndash;15 years of progressive HR experience</b>, including significant experience as a <b>Senior HR Business Partner</b> in complex, operational, or asset-heavy environments.</li><li>Proven experience acting as the <b>primary HR advisor to business leadership</b>, aligning local operations with regional or global priorities.</li><li>Strong knowledge of <b>Saudi Labour Law and local employment practices</b>.</li><li>Experience working within <b>multinational and matrix organizations</b>.</li></ul><p>Job Type: Full-time</p><p>Pay: ﷼30,000.00 - ﷼55,000.00 per month</p><p>Work Location: In person</p>

Sr. HR Manager

WPP Media

<div><div><p><b>About WPP Media</b></p>
<p></p>
<p>WPP is the trusted growth partner for the world's leading brands. With exceptional talent, trusted data and intelligence, and world-class partnerships &ndash; all united by our pioneering agentic marketing platform, WPP Open &ndash; we help clients navigate change, capture opportunity, and deliver transformational growth.</p>
<p>
WPP Media is WPP's AI-driven media operating unit, bringing together media, data, and partnerships to deliver creative personalisation at scale. Connected through WPP Open and powered by Open Intelligence, clients see exactly where, how, and why their media investment is working.</p>
<p>
For more information, visit wppmedia.com.</p></div><p><b>
Manager, Talent Acquisition Business Partner</b></p>
<p><b>
About WPP Media</b></p>
<p>
WPP is the creative transformation company. We use the power of creativity to build better futures for our people, planet, clients and communities. For more information, visit wpp.com.</p>
<p>
WPP Media is WPP's global media collective. In a world where media is everywhere and in everything, we bring the best platform, people, and partners together to create limitless opportunities for growth. For more information, visit wppmedia.com</p>
<p>
At WPP Media, we believe in the power of our culture and our people. It's what elevates us to deliver exceptional experiences for both our clients and each other. In this role it will be critical to embrace WPP &amp; WPP Media's shared core values:</p>
<ul>
<li>Be <i>Extraordinary </i>by Leading Collectively to Inspire transformational Creativity.</li>
<li>Create an <i>Open </i>environment by Balancing People and Client Experiences by Cultivating Trust.</li>
<li>Lead <i>Optimistically </i>by Championing Growth and Development to Mobilize the Enterprise.</li>
</ul>
<p><b>Role Summary and Impact:</b></p>
<p>
As a Manager, Talent Acquisition Business Partner (TABP) at WPP Media, you will be a strategic talent advisor, partnering with hiring managers, business leaders, and Resource Management to understand their talent needs and proactively develop and execute recruitment strategies. You will be aligned with specific job families, developing deep expertise and becoming a trusted advisor to internal stakeholders. You will own the relationships, proactively addressing talent challenges, managing the recruitment process, and ensuring a seamless experience for everyone involved. You will work in close collaboration with the Talent Engagement (TE) team to ensure a consistent flow of qualified candidates.</p>
<p><b>
Key Responsibilities:</b></p>
<ul>
<li><b>Consultative Partnership:</b> Build strong relationships with hiring managers, business leaders, and Resource Management, acting as a strategic advisor on talent acquisition. Understand their objectives, proactively address talent needs, and manage active requisitions and priorities. Direct priorities to the TE team, ensuring alignment between current openings and future talent needs.</li>
<li><b>Talent Needs Alignment &amp; Strategy:</b> Collaborate with Resource Management and client leads to understand forecasted talent needs and align recruitment strategies accordingly. Leverage market insights and talent intelligence provided by TE to inform decisions.</li>
<li><b>Candidate Engagement &amp; Relationship Management:</b> Engage qualified candidates sourced by the TE team. Manage candidates through the interview process to offer stage, ensuring a positive candidate experience.</li>
<li><b>Interview Process Facilitation:</b> Guide the interview process, gathering feedback, and facilitating debrief sessions. Own the strategy and flow of the interview process.</li>
<li><b>Offer Negotiation &amp; Closing:</b> Extend offers, negotiate compensation and benefits, and close candidates effectively, demonstrating a strong understanding of market value and negotiation strategies.</li>
<li><b>Collaboration with TE:</b> Work closely with the TE team to ensure a smooth handoff of qualified candidates, provide feedback on candidate quality and market insights, and receive regular pipeline updates. Participate in regular meetings to ensure alignment on priorities and sourcing strategies.</li>
<li><b>Data Analysis &amp; Reporting:</b> Track key metrics such as time-to-fill, hiring manager satisfaction, and quality of hire to identify areas for improvement and demonstrate the impact of talent acquisition efforts.</li>
<li><b>Employer Branding:</b> Promote WPP Media's employer brand throughout the recruitment process.</li></ul><br>
<p></p>
<p><b>
Requirements:</b></p>
<ul>
<li>Prior experience in recruitment, recruiting operations, or an HR-related role.</li>
<li>Proven track record of successfully sourcing and recruiting top talent (experience in the media industry is a plus).</li>
<li>Strong strategic thinking and business acumen, with the ability to understand WPP Media's business goals and develop recruitment and talent strategies that support them.</li>
<li>Excellent communication and interpersonal skills, with the ability to effectively partner with hiring managers, business leaders, and other members of the organization.</li>
<li>Familiarity with various recruitment techniques and technologies.</li>
<li>Excellent organizational skills and attention to detail.</li>
<li>Strong analytical skills and ability to interpret data.</li></ul><br>
<p></p>
<p><b>
Life at WPP Media &amp; Benefits</b> Our passion for shaping the next era of media includes investing in our employees to help them do their best work, and we're just as committed to employee growth as we are to responsible media investment. WPP Media employees can tap into the global WPP Media &amp; WPP networks to pursue their passions, grow their networks, and learn at the cutting edge of marketing and advertising. We have a variety of employee resource groups and host frequent in-office events showcasing team wins, sharing thought leadership, and celebrating holidays and milestone events. Our benefits include competitive medical, group retirement plans, vision, and dental insurance, significant paid time off, preferential partner discounts, and employee mental health awareness days.</p>
<p>
WPP Media is an equal opportunity employer and considers applicants for all positions without discrimination or regard to characteristics. We are committed to fostering a culture of respect in which everyone feels they belong and has the same opportunities to progress in their careers. We believe the best work happens when we're together, fostering creativity, collaboration, and connection. That's why we've adopted a hybrid approach, with teams in the office around four days a week. If you require accommodations or flexibility, please discuss this with the hiring team during the interview process.</p><p></p><div><br>
<p>
Please read our Privacy Notice for more information on how we process the information you provide.</p></div></div>

Manager, Talent Acquisition Business Partner

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