workforce planning specialist

Staffing Solutions Organization LLC (SSO)

Staffing Solutions Organization LLC (SSO), an affiliate of Public Consulting Group LLC (PCG), is focused on delighting clients with world-class managed staffing and talent consulting services. SSO is committed to a diverse workforce, which is a reflection of our clients and the people they serve.
<br><br>
Operations Resource Strategist (Workforce Manager)
<br>Department of Employee Trust Funds (ETF)
<br><b>Hours/Week:</b> 40
<br><b>Duration:</b> More than 12 months
<br><b>Work Model:</b> 100% Remote (Candidates outside WI accepted)
<br><br>
Who We Are
<br>The Department of Employee Trust Funds (ETF) manages retirement, insurance, and benefit programs for more than 600,000 state and local government employees and retirees within the Wisconsin Retirement System (WRS). ETF is committed to providing high quality, accurate services that support and empower its members.
<br><br>
Position Summary
<br>The Operations Resource Strategist serves as the primary resource for service capacity planning, forecasting, and resource optimization for the Member Services Bureau. This role analyzes operational data from call center systems, appointment scheduling platforms, case management tools, and outreach events to forecast demand and align staffing resources to service level goals.
<br>The Strategist works closely with bureau leadership, supervisors, and cross divisional partners to develop staffing models, scheduling scenarios, and contingency plans that ensure the right coverage for phone, virtual, in person, group interactions, benefits processing, and casework production.
<br>In addition to daily and long term capacity planning, this role leads operational analytics initiatives, supports customer experience improvements, identifies process and technology enhancements, and serves as a subject matter expert on resource optimization. This newly established position reflects ETF’s strategic focus on strengthening enterprise capacity planning and maturing operational management practices.
<br><br>
Required Experience
<br><ul>
<li>3 to 5 years of experience in capacity planning, workforce planning, service operations analytics, or a similar operational planning role.</li>
</ul>
Top Required Skills
<br><ul>
<li>Ability to analyze operational data and translate findings into staffing and workload recommendations.</li>
<li>Experience supporting forecasting or capacity planning in a customer service, contact center, or operational environment.</li>
<li>Strong proficiency in Microsoft Excel or similar tools for data analysis and reporting.</li>
<li>Ability to develop staffing plans or scheduling scenarios aligned with service or production goals.</li>
<li>Knowledge of service performance metrics such as service levels, response times, productivity, and throughput.</li>
<li>Experience working with operational systems (call center platforms, scheduling tools, case management systems, etc.).</li>
<li>Strong analytical and problem solving skills with high attention to detail.</li>
<li>Ability to communicate complex information clearly to supervisors and leadership.</li>
</ul>
Nice to Have Skills
<br><ul>
<li>Experience in a dedicated workforce management, capacity planning, or operations planning role.</li>
<li>Experience balancing real time customer contact coverage with case processing or back office workloads.</li>
<li>Experience building or refining forecasting models using historical data and demand assumptions.</li>
<li>Experience developing dashboards or working with BI teams to enhance reporting.</li>
<li>Basic familiarity with workforce management or service optimization software.</li>
<li>Experience supporting process improvement or operational efficiency initiatives.</li>
<li>Experience working in the public sector or a regulated or benefits administration environment.</li>
</ul>
What We’re Looking For
<br>ETF is seeking a collaborative, analytical professional who is energized by using data to improve service delivery and operational performance. Strong candidates demonstrate sound judgment, curiosity, and an ability to translate complex information into practical staffing and planning strategies. The ideal candidate can manage multiple priorities, work effectively across teams, and help build sustainable capacity planning practices that support employee experience and member outcomes.
<br>Keyword Search Terms
<br>Operations Resource Strategist, Workforce Manager, Capacity Planning, Workforce Planning, Workforce Management, Operations Analyst, Service Operations Analytics, Contact Center Analytics, Call Center Workforce Planning, Resource Optimization, Staffing Models, Forecasting, Demand Forecasting, Scheduling Scenarios, Operations Planning, Workforce Forecasting, Service Level Management, Productivity Analysis, Operational Reporting, Case Management Systems, Call Center Platforms, Scheduling Tools, Operational Data Analysis, Workforce Analytics, Data Modeling, Excel Reporting, Operational Efficiency, Process Improvement, Public Sector Operations, Benefits Administration, Member Services Operations, Remote Operations Roles, Service Delivery Optimization, Resource Planning, Cross Functional Collaboration, Operational Strategy, Enterprise Capacity Planning.
<br><br>
Compensation for roles at Staffing Solutions Organization LLC (SSO) varies depending on a wide array of factors including, but not limited to, the specific office location, role, skill set, and level of experience. As required by applicable law, SSO provides a reasonable range of compensation for this role. In addition, SSO provides a range of benefits for this role.
<br><br>
Applicants must be authorized to work in the U.S. This position is not eligible for work authorization sponsorship (including H-1B sponsorship) by SSO and under the federal laws relating to the F-1 STEM EAD program, this position is not eligible to support a STEM EAD extension application.
<br><br>
All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, gender identity, marital status, age, national origin, protected veteran status, or disability. Staffing Solutions Organization LLC is an E-Verify participant.

Operations Resource Strategist (Workforce Manager)

Perkins Coie

<div><div><div><div><div><div><div><div><div>Job Description:</div></div></div></div></div></div></div></div><div>
GENERAL PURPOSE</div><div></div><div>
The Talent Advisor serves as a partner to Practice Group leadership, supporting the full attorney lifecycle with a focus on workforce planning, development, performance management, and transitions. This role combines data-informed planning with strong judgment, discretion, and relationship management. The Talent Advisor works closely with partners, Practice Group leaders, and central Talent teams to ensure the right people are in the right roles, supported to grow and succeed, and managed thoughtfully through change.</div><div></div><div>
ESSENTIAL FUNCTIONS</div><div></div><div>
These essential functions are primary job duties that incumbents must be able to perform unassisted or with some reasonable accommodation.</div><div></div><div>
Workforce Planning &amp; Capacity Management</div><ul><li>
Partner with Practice Group leadership to assess short- and long-term staffing needs, including workload trends, utilization, leverage, and growth objectives.</li><li>
Support staffing and utilization management by helping leaders identify capacity constraints, reallocate work, and anticipate pressure points.</li><li>
Contribute to workforce planning discussions, including for summer and lateral associates, by providing data, insight, and perspective on practice needs and talent gaps.</li><li>
Collaborate with Recruiting and firm leadership to align hiring decisions with strategic priorities and realistic capacity planning.</li></ul><div></div><div>
Development &amp; Advancement</div><ul><li>
Support annual evaluation processes, including preparation for evaluation and promotion-readiness discussions for associates and counsel.</li><li>
Help translate evaluation outcomes into concrete, actionable development plans that align individual goals with practice needs.</li><li>
Advise on counsel pathways and partnership readiness, including progression expectations, skill development, and timing considerations.</li><li>
Work with the Professional Development team to develop and refine Practice Group core competencies, align training and career development initiatives with those competencies, and assess progress over time.</li><li>
Support the partner promotion process by coordinating inputs, framing readiness discussions, and ensuring consistency and clarity across practice groups.</li></ul><div></div><div>
Integration &amp; Transitions</div><ul><li>
Support onboarding and integration of new attorneys, with particular focus on lateral associates, helping them navigate firm culture, expectations, and relationships.</li><li>
Help manage leaves, returns, and other transitions by coordinating across stakeholders and ensuring smooth reentry and reintegration.</li><li>
Guide associates and partners through underperformance and improvement plans, providing structure, clarity, and follow-through.</li><li>
Advise partners and practice leaders on feedback, expectations, and development conversations, including how to deliver clear, constructive, and timely guidance.</li><li>
Serve as a trusted advisor on sensitive performance, conduct, and interpersonal issues, exercising discretion and sound judgment.</li><li>
Provide guidance on exits, including process, messaging, and coordination with firm leadership and other teams.</li></ul><div></div><div>
Collaboration &amp; Approach</div><ul><li>
Work closely with Practice Group chairs, partners, and firm leadership as a thought partner and trusted advisor.</li><li>
Collaborate with Recruiting, Attorney Development, and other firm functions to ensure alignment and consistency.</li><li>
Join regular Practice Group meetings to anticipate needs and proactively create talent strategies.</li><li>
Balance empathy with accountability and strategy with execution in all aspects of the role.</li></ul><div></div><div>
Perform other duties as assigned.</div><div></div><div>
Be present at work during regularly scheduled working hours and as needed in the position, consistent with the firm&rsquo;s attendance expectations.</div><div></div><div>
SPECIFIC SKILLS REQUIRED</div><ul><li>
Strong written and verbal communication skills, including comfort in presenting to senior audiences.</li><li>
Ability to synthesize data, feedback, and context into clear, practical guidance.</li><li>
Demonstrated experience advising senior leaders and navigating sensitive, high-stakes matters.</li></ul><div></div><div>
EDUCATION, LICENSES, CERTIFICATIONS, AND EXPERIENCE</div><ul><li>
5&ndash;8+ years of experience in a law firm environment, either as a practicing attorney or in a business professional role; candidates with 3&ndash;5 years of highly relevant experience may be considered.</li><li>
Bachelor&rsquo;s degree; J.D. preferred</li></ul><div></div><div><i>
At Perkins Coie, we look for self-motivated individuals dedicated to providing value and superior service and who have a high degree of integrity and enthusiasm for their work. We have created a company culture based on collaboration, devotion to serving our clients, and mutual respect. Perkins Coie is committed to advancing </i><div><i>diversity and inclusion</i></div><i> both within the firm and throughout our collective communities. Work with one of the </i><div><i>100 Best Companies to Work For</i></div><i> and receive great health insurance, tuition reimbursement, and paid sabbaticals.</i></div><div><i>
Qualified applicants with arrest or conviction records who reside in Los Angeles, San Diego, and San Francisco counties will be considered for employment in accordance with the applicable Fair Chance Ordinance and the California Fair Chance Act.</i></div><div></div><div><i>
This position is eligible for an annual discretionary bonus, 401(k) plan, medical, dental, and vision </i><i>insurance, accrued paid</i><i> time off plan starting at 20 days annually, personal medical and parental leave, up to 10 paid holidays, and family care benefits. More </i><i>information regarding benefits</i><i> and programs may be found </i><div><i>here</i></div><i>.</i></div><div></div><div><i>
This position may be filled in the following location(s). </i><i>The listed compensation range reflects the typical pay for this role, though it is rare for new hires to receive an offer at the top of the range.</i><i> Actual compensation may vary depending on experience, skills, market conditions, and internal equity.</i></div><div></div><div><i>
Colorado compensation range: $134,380.00 to $212,460.00 annually</i></div><div><i>
Illinois compensation range: $141,820.00 to $224,220.00 annually</i></div><div><i>
Oregon Compensation range: $136,080.00 to $215,150.00 annually</i></div><div><i>
Washington state</i><i> compensation range: $141,750.00 to $224,110.00 annually</i></div><div><i>
Washington, D.C., Compensation range: $153,090.00 to $242,040.00 annually</i></div></div>

Talent Advisor

Southeastern Paperboard, Inc.

<p><b>Position Summary:</b></p><p>Southeastern Paperboard, Inc. is one of the largest and most diverse independent paperboard converters in the U.S. and is headquartered in Greenville, SC. Our company employs a team of dedicated, motivated, and highly trained individuals. We maintain state-of-the-art equipment and uphold the highest standards of cleanliness and efficiency.</p><p>The Human Resources Generalist serves as a strategic partner to plant leadership, driving talent acquisition initiatives while supporting key HR functions that strengthen workforce capability, safety culture, and employee engagement. This role leads full-cycle recruitment and workforce planning efforts to ensure the facility attracts, hires, and retains high-quality talent in a competitive manufacturing labor market. In addition to recruitment leadership, the HR Generalist supports benefits administration, safety compliance initiatives, onboarding and new hire orientation, and employee relations. Bilingual Spanish-speaking capability is strongly preferred to effectively support and engage a diverse workforce.</p><p><b>Main Responsibilities/Duties:</b></p><ul><li>Partner with plant leadership to develop proactive workforce plans and lead full-cycle recruitment for hourly and salaried roles</li><li>Build strong talent pipelines and execute sourcing strategies to attract qualified candidates</li><li>Design and deliver effective new hire orientation and onboarding programs that accelerate productivity and improve retention</li><li>Partner with Operations and Training to ensure effective new employee safety onboarding and position qualifications</li><li>Support benefits administration, open enrollment and serve as a resource for employee benefit inquiries and education</li><li>Promote, lead and enforce a strong safety culture, including OSHA compliance, reporting, and training coordination</li><li>Track safety incidents, maintain OSHA logs, manage workers compensation, coordinate investigations and safety talks</li><li>Serve as a trusted HR partner by supporting employee relations, engagement initiatives, and enforcing policy application</li><li>Support performance management to include coaching leaders, documentation guidance, and corrective action procedures</li><li>Assist with payroll coordination, timekeeping audits, and workforce data accuracy</li></ul><p><b>Knowledge, Skills, Experience:</b></p><ul><li>Bachelor&rsquo;s Degree, and 5+ years of progressive Human Resources experience in a manufacturing environment.</li><li>Strong leadership skills, experience in strategic workforce planning and talent pipeline development.</li><li>Highly organized, strong attention to detail and accuracy and excellent verbal and written communication skills.</li><li>Knowledge of Employment Law and HR legal compliance.</li><li>Change management, relationship building and cultural awareness.</li><li>Bilingual (English/Spanish) preferred</li><li>iSolved or similar HRIS management experience</li></ul><p>Join us to be part of a forward-thinking team that values your expertise! We&rsquo;re committed to fostering an inclusive environment where your contributions make a real impact on our company&rsquo;s success.</p><p>Job Type: Full-time</p><p>Pay: $70,000.00 - $85,000.00 per year</p><p>Benefits:</p><ul><li>401(k)</li><li>Dental insurance</li><li>Employee assistance program</li><li>Flexible schedule</li><li>Health insurance</li><li>Life insurance</li><li>Paid time off</li><li>Referral program</li><li>Retirement plan</li><li>Vision insurance</li></ul><p>Education:</p><ul><li>Bachelor's (Required)</li></ul><p>Experience:</p><ul><li>Human resources management: 5 years (Preferred)</li><li>Manufacturing facility: 3 years (Preferred)</li></ul><p>Work Location: In person</p>

Senior Human Resources Generalist

Proterial

<div><p><b>Location:
</b></p>Dammam, Eastern Region, Saudi Arabia
<p></p><p><b>Job ID:
</b></p>R0120665
<p></p><p><b>Date Posted:
</b></p>2026-02-19
<p></p><p><b>Company Name:
</b></p>HITACHI ENERGY LTD
<p></p><p><b>Profession (Job Category):
</b></p>Human Resources
<p></p><p><b>Job Schedule:
</b></p>Full time
<p></p><p><b>Remote:
</b></p>No
<p></p><p><b>Job Description:
</b></p><p><b>The opportunity
</b></p><p>You as a HRBP will be part of Hitachi Energy business based in Dammam, Saudi Arabia. Will play a pivotal role in driving workforce planning, performance management, and succession planning initiatives. You will work closely with business leaders to align HR strategies with organizational goals, ensuring that the workforce is equipped to meet current and future demands. Additionally, you will collaborate closely with the talent acquisition team to ensure seamless integration of recruitment strategies that attract and retain top talent.
</p><p></p><p><b>How you&rsquo;ll make an impact
</b></p><ul><li>Assess and evaluate current headcounts in alignment with business needs and strategic objectives.
</li></ul><ul><li>Collaborate with department leaders to identify gaps and forecast future staffing requirements.
</li></ul><ul><li>Lead and manage organization restructuring initiatives when required to align with strategic business goals.
</li></ul><ul><li>Ensure accuracy of data within the planning tools, regularly auditing and updating information as needed.
</li><li>Develop and track headcount reports.
</li></ul><ul><li>Develop and implement Saudization Strategy in partnership with the business leaders to achieve the required Saudization target in compliance with Saudi regulations.
</li><li>Develop and implement targeted recruitment and retention strategies to increase female representation across all levels of the organization. This includes creating partnerships with diverse talent pools, promoting inclusive hiring practices, and supporting career development programs for women.
</li></ul><ul><li>Provides recruitment expertise / input to hiring managers / teams and advises them on recruitment and compensations proposals.
</li><li>Oversee the implementation of the complete global performance management cycle, ensuring alignment with company standards and timelines. This includes goal setting, midyear reviews, and annual appraisals.
</li><li>Provide expert coaching and guidance to managers on effective performance management practices, ensuring they have the tools and skills necessary to evaluate and enhance team performance.
</li><li>Conduct thorough talent review sessions to assess employee performance and potential. Collaborate with leadership to identify high potential employees and create development plans to support their growth.
</li><li>Ensure robust succession planning is in place by identifying key roles and potential successors. Work with leadership to develop and implement strategies to prepare employees for future leadership positions.
</li><li>Partner with the Learning and Development team to execute training programs that enhance employee skills and competencies.
</li><li>Develop and execute strategies to encourage high participation rates in employee engagement surveys.
 </li><li>Collaborate with department heads and managers to develop and implement action plans based on survey results. Ensure that these plans address key areas of concern and promote a positive work environment.
</li><li>Work to adapt and implement global initiatives, such as diversity and inclusion programs, to fit local contexts and cultural nuances, ensuring they are effectively integrated into the local work environment.
</li><li>Oversee the annual salary review process, ensuring competitive and equitable compensation practices. Manage off-cycle salary adjustments when necessary to address market changes or individual performance.
 </li><li>Work on enhancing allowances and special incentives to ensure the organization remains competitive in attracting and retaining top talent.
</li><li>You will be responsible for ensuring compliance with applicable external and internal regulations, procedures, and guidelines.
</li></ul><ul><li>Living Hitachi Energy core values of safety and integrity, which means taking responsibility for your own actions while caring for your colleagues and the business.
</li></ul><p></p><p><b>Your background
 </b></p><ul><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field.
 </li><li>Proven 7 years&rsquo; experience in HR and 3 years as an HR Business Partner or similar role in the manufacturing industry.
</li><li>Strong understanding of workforce planning, talent management, and performance management.
</li><li>Excellent analytical, communication, and interpersonal skills.
</li><li>Knowledge of local labor laws and regulations, with a focus on localization and Saudization
</li></ul><p>requirements.
</p><ul><li>Ability to work collaboratively in a fast-paced, dynamic environment.
</li><li>Proficiency in both spoken and written English and Arabic language is required.
</li></ul><p></p><h2 class="jobSectionHeader"><b>Qualified individuals with a disability may request a reasonable accommodation if you are unable or limited in your ability to use or access the Hitachi Energy career site as a result of your disability. You may request reasonable accommodations by completing a </b><b>general inquiry form </b><b>on our website. Please include your contact information and specific details about your required accommodation to support you during the job application process.
</b></h2><p></p><h2 class="jobSectionHeader"><b>This is solely for job seekers with disabilities requiring accessibility assistance or an accommodation in the job application process. Messages left for other purposes will not receive a response.</b></h2></div><p></p>

HR Business Partner

Hitachi Energy

<div><p><b>Description</b>
</p><p><b>The opportunity</b></p><p>
You as a HRBP will be part of Hitachi Energy business based in Dammam, Saudi Arabia. Will play a pivotal role in driving workforce planning, performance management, and succession planning initiatives. You will work closely with business leaders to align HR strategies with organizational goals, ensuring that the workforce is equipped to meet current and future demands. Additionally, you will collaborate closely with the talent acquisition team to ensure seamless integration of recruitment strategies that attract and retain top talent.</p><p></p><p><b>
How you&rsquo;ll make an impact</b></p><ul><li>
Assess and evaluate current headcounts in alignment with business needs and strategic objectives.</li><li>
Collaborate with department leaders to identify gaps and forecast future staffing requirements.</li><li>
Lead and manage organization restructuring initiatives when required to align with strategic business goals.</li></ul><ul><li>
Ensure accuracy of data within the planning tools, regularly auditing and updating information as needed.</li><li>
Develop and track headcount reports.</li></ul><ul><li>
Develop and implement Saudization Strategy in partnership with the business leaders to achieve the required Saudization target in compliance with Saudi regulations.
</li><li>Develop and implement targeted recruitment and retention strategies to increase female representation across all levels of the organization. This includes creating partnerships with diverse talent pools, promoting inclusive hiring practices, and supporting career development programs for women.</li></ul><ul><li>
Provides recruitment expertise / input to hiring managers / teams and advises them on recruitment and compensations proposals.</li><li>
Oversee the implementation of the complete global performance management cycle, ensuring alignment with company standards and timelines. This includes goal setting, midyear reviews, and annual appraisals.</li><li>
Provide expert coaching and guidance to managers on effective performance management practices, ensuring they have the tools and skills necessary to evaluate and enhance team performance.</li><li>
Conduct thorough talent review sessions to assess employee performance and potential. Collaborate with leadership to identify high potential employees and create development plans to support their growth.</li><li>
Ensure robust succession planning is in place by identifying key roles and potential successors. Work with leadership to develop and implement strategies to prepare employees for future leadership positions.</li><li>
Partner with the Learning and Development team to execute training programs that enhance employee skills and competencies.</li><li>
Develop and execute strategies to encourage high participation rates in employee engagement surveys.</li><li>
 Collaborate with department heads and managers to develop and implement action plans based on survey results. Ensure that these plans address key areas of concern and promote a positive work environment.</li><li>
Work to adapt and implement global initiatives, such as diversity and inclusion programs, to fit local contexts and cultural nuances, ensuring they are effectively integrated into the local work environment.</li><li>
Oversee the annual salary review process, ensuring competitive and equitable compensation practices. Manage off-cycle salary adjustments when necessary to address market changes or individual performance.</li><li>
 Work on enhancing allowances and special incentives to ensure the organization remains competitive in attracting and retaining top talent.</li><li>
You will be responsible for ensuring compliance with applicable external and internal regulations, procedures, and guidelines.</li><li>
Living Hitachi Energy core values of safety and integrity, which means taking responsibility for your own actions while caring for your colleagues and the business.
</li></ul><p></p><p><b>Your background</b></p><ul><li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field.</li><li>
 Proven 7 years&rsquo; experience in HR and 3 years as an HR Business Partner or similar role in the manufacturing industry.</li><li>
Strong understanding of workforce planning, talent management, and performance management.</li><li>
Excellent analytical, communication, and interpersonal skills.</li><li>
Knowledge of local labor laws and regulations, with a focus on localization and Saudization</li></ul><p>
requirements.</p><ul><li>
Ability to work collaboratively in a fast-paced, dynamic environment.</li><li>
Proficiency in both spoken and written English and Arabic language is required.</li></ul><p></p><h2 class="jobSectionHeader"><b>
Qualified individuals with a disability may request a reasonable accommodation if you are unable or limited in your ability to use or access the Hitachi Energy career site as a result of your disability. You may request reasonable accommodations by completing a </b><b>general inquiry form</b><b> on our website. Please include your contact information and specific details about your required accommodation to support you during the job application process.</b></h2><p></p><h2 class="jobSectionHeader"><b>
This is solely for job seekers with disabilities requiring accessibility assistance or an accommodation in the job application process. Messages left for other purposes will not receive a response.</b></h2></div><p></p>

<div>
 <strong>
  The opportunity
  <br/>
  <br/>
 </strong>
 You as a HRBP will be part of Hitachi Energy business based in Dammam, Saudi Arabia. Will play a pivotal role in driving workforce planning, performance management, and succession planning initiatives. You will work closely with business leaders to align HR strategies with organizational goals, ensuring that the workforce is equipped to meet current and future demands. Additionally, you will collaborate closely with the talent acquisition team to ensure seamless integration of recruitment strategies that attract and retain top talent.
 <br/>
 <br/>
 <strong>
  How You&rsquo;ll Make An Impact
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Assess and evaluate current headcounts in alignment with business needs and strategic objectives.
  </li>
  <li>
   Collaborate with department leaders to identify gaps and forecast future staffing requirements.
  </li>
  <li>
   Lead and manage organization restructuring initiatives when required to align with strategic business goals.
  </li>
  <li>
   Ensure accuracy of data within the planning tools, regularly auditing and updating information as needed.
  </li>
  <li>
   Develop and track headcount reports.
  </li>
  <li>
   Develop and implement Saudization Strategy in partnership with the business leaders to achieve the required Saudization target in compliance with Saudi regulations.
  </li>
  <li>
   Develop and implement targeted recruitment and retention strategies to increase female representation across all levels of the organization. This includes creating partnerships with diverse talent pools, promoting inclusive hiring practices, and supporting career development programs for women.
  </li>
  <li>
   Provides recruitment expertise / input to hiring managers / teams and advises them on recruitment and compensations proposals.
  </li>
  <li>
   Oversee the implementation of the complete global performance management cycle, ensuring alignment with company standards and timelines. This includes goal setting, midyear reviews, and annual appraisals.
  </li>
  <li>
   Provide expert coaching and guidance to managers on effective performance management practices, ensuring they have the tools and skills necessary to evaluate and enhance team performance.
  </li>
  <li>
   Conduct thorough talent review sessions to assess employee performance and potential. Collaborate with leadership to identify high potential employees and create development plans to support their growth.
  </li>
  <li>
   Ensure robust succession planning is in place by identifying key roles and potential successors. Work with leadership to develop and implement strategies to prepare employees for future leadership positions.
  </li>
  <li>
   Partner with the Learning and Development team to execute training programs that enhance employee skills and competencies.
  </li>
  <li>
   Develop and execute strategies to encourage high participation rates in employee engagement surveys.
  </li>
  <li>
   Collaborate with department heads and managers to develop and implement action plans based on survey results. Ensure that these plans address key areas of concern and promote a positive work environment.
  </li>
  <li>
   Work to adapt and implement global initiatives, such as diversity and inclusion programs, to fit local contexts and cultural nuances, ensuring they are effectively integrated into the local work environment.
  </li>
  <li>
   Oversee the annual salary review process, ensuring competitive and equitable compensation practices. Manage off-cycle salary adjustments when necessary to address market changes or individual performance.
  </li>
  <li>
   Work on enhancing allowances and special incentives to ensure the organization remains competitive in attracting and retaining top talent.
  </li>
  <li>
   You will be responsible for ensuring compliance with applicable external and internal regulations, procedures, and guidelines.
  </li>
  <li>
   Living Hitachi Energy core values of safety and integrity, which means taking responsibility for your own actions while caring for your colleagues and the business.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Your background
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field.
  </li>
  <li>
   Proven 7 years&rsquo; experience in HR and 3 years as an HR Business Partner or similar role in the manufacturing industry.
  </li>
  <li>
   Strong understanding of workforce planning, talent management, and performance management.
  </li>
  <li>
   Excellent analytical, communication, and interpersonal skills.
  </li>
  <li>
   Knowledge of local labor laws and regulations, with a focus on localization and Saudization
   <br/>
   <br/>
  </li>
 </ul>
 requirements.
 <br/>
 <br/>
 <ul>
  <li>
   Ability to work collaboratively in a fast-paced, dynamic environment.
  </li>
  <li>
   Proficiency in both spoken and written English and Arabic language is required.
   <br/>
   <br/>
  </li>
 </ul>
 Hitachi Energy is a global technology leader in electrification, powering a sustainable energy future through innovative power grid technologies with digital at the core. Over three billion people depend on our technologies to power their daily lives.
 <br/>
 <br/>
 With over a century in pioneering mission-critical technologies like high-voltage, transformers, automation, and power electronics, we are addressing the most urgent energy challenge of our time &ndash; balancing soaring electricity demand, while decarbonizing the power system.
 <br/>
 <br/>
 Headquartered in Switzerland, we employ over 50,000 people in 60 countries and generate revenues of around $16 billion USD. We welcome you to apply today.
</div>


Brainstorm Human Resource Consultant

<p><b>Position </b>- OD Specialist</p><p><b>Department:</b> Human Resources</p><p><b>Location:</b> UAE</p><p><b>Role Purpose</b></p><p>The Organizational Development (OD) Specialist will be responsible for <b>designing, implementing, and governing OD frameworks and core HR processes</b> to improve organizational effectiveness, workforce productivity, and role clarity. The role works closely with HR Business Partners and business leaders to ensure <b>structure, performance, policies, and people processes</b> are aligned with business strategy and growth plans.</p><p><b>Key Responsibilities </b></p><p><b>Organizational Development &amp; Design</b></p><ul><li>Drive <b>organizational design, job architecture, role clarity, and span of control reviews</b> across functions.</li><li>Develop and maintain <b>organization structures, job descriptions, and role frameworks</b> in alignment with business needs.</li><li>Support workforce planning and manpower optimization initiatives in collaboration with HRBPs and leadership.</li><li>Conduct organizational diagnostics and recommend OD interventions to improve efficiency and accountability.</li></ul><p><b>Performance Management &amp; Productivity</b></p><ul><li>Design, implement, and govern the <b>performance management framework</b> (KPI setting, goal cascading, appraisal cycles).</li><li>Ensure alignment between <b>individual KPIs, departmental goals, and overall business objectives</b>.</li><li>Support calibration, performance reviews, and performance improvement processes.</li><li>Analyze performance data and provide insights to leadership on productivity and effectiveness.</li></ul><p><b>HR Policies, Processes &amp; Governance</b></p><ul><li>Develop, review, and standardize <b>HR policies, SOPs, and process flows</b> in line with best practices and UAE labor laws.</li><li>Ensure consistent application of HR processes across business units and project sites.</li><li>Partner with HR Operations to improve <b>process efficiency, controls, and compliance</b>.</li><li>Support audits, HR governance reviews, and process documentation initiatives.</li></ul><p><b>Change Management &amp; Transformation</b></p><ul><li>Support organizational change initiatives such as <b>restructuring, role redesign, mergers, or business expansion</b>.</li><li>Develop change impact assessments, communication plans, and adoption strategies.</li><li>Act as an internal advisor to leaders on managing change and organizational effectiveness.</li></ul><p><b>Talent &amp; Succession Frameworks</b></p><ul><li>Support <b>succession planning, critical role identification, and talent review processes</b>.</li><li>Partner with HRBPs to define <b>competency frameworks and career paths</b> for key functions.</li><li>Ensure role readiness and internal mobility frameworks are embedded in HR processes.</li></ul><p><b>HR Analytics &amp; Reporting</b></p><ul><li>Develop and track <b>OD and HR metrics</b> (headcount, spans &amp; layers, attrition impact, performance distribution).</li><li>Prepare dashboards and reports to support data-driven HR and business decisions.</li><li>Use insights to recommend continuous improvement in structure, processes, and policies.</li></ul><p><b>Stakeholder Collaboration</b></p><ul><li>Work closely with <b>HRBPs, Talent Acquisition, HR Operations, Payroll, and Finance</b> to ensure integrated HR delivery.</li><li>Partner with business leaders to address organizational challenges and people-related risks.</li><li>Act as a subject matter expert on OD and HR process design.</li></ul><p><b>Qualifications &amp; Experience</b></p><p><b>Education</b></p><ul><li>Bachelor&rsquo;s degree in <b>Human Resources, Business Administration, Organizational Psychology</b>, or related field.</li><li>Master&rsquo;s degree or certifications (CIPD, SHRM, OD certification) preferred.</li></ul><p><b>Experience</b></p><ul><li><b>5&ndash;6 years of experience</b> in Organizational Development, HR Transformation, or Strategic HR roles.</li><li>Strong exposure to <b>OD frameworks, performance management, job evaluation, and HR governance</b>.</li><li>Experience in <b>real estate, construction, infrastructure, or project-based organizations</b> is highly preferred.</li></ul><p><b>Key Skills &amp; Competencies</b></p><ul><li>Deep understanding of <b>organizational design, performance management, and HR process architecture</b>.</li><li>Strong analytical skills with the ability to interpret workforce and performance data.</li><li>Excellent stakeholder management and advisory skills.</li><li>Hands-on experience in <b>policy development, SOP creation, and HR process standardization</b>.</li><li>High attention to detail, structure, and governance.</li><li>Ability to work in a fast-paced, multi-business environment.</li></ul><p>Job Type: Full-time</p><p>Pay: AED10,000.00 - AED12,000.00 per month</p><p>Application Question(s):</p><ul><li>Have you developed any HR policies or SOPs ?</li><li>How do you stay updated with OD and HR best practices?</li><li>What tools or methods do you use for organizational diagnosis (e.g., surveys, interviews, data analysis)?</li><li>What OD challenges are unique to construction and real estate developers?</li></ul><p>Experience:</p><ul><li>OD &amp; HR policies: 5 years (Required)</li><li>Performance Management &amp; Change Management: 5 years (Required)</li><li>HR Governance &amp; Process Design: 6 years (Required)</li><li>Workforce Planning &amp; Analytics: 5 years (Required)</li></ul>

OD Specialist

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