Manager, People G&P
Manages day-to-day HR operations, including associate inquiries, reporting, and coordination of HR activities
Analyzes HR data, identifies trends, and generates reports to support decision-making and improve HR processes
Manages HR projects, ensures compliance with company policies, and provides support to business units and other HR team members
About the Company
Fifty years ago, Sam Walton started a single mom-and-pop shop and transformed it into the world's biggest retailer. Since those founding days, one thing has remained consistent: a commitment to helping customers save money so they can live better. Today, Walmart is reinventing the shopping experience and its associates are at the heart of it. You'll play a crucial role in shaping the future of retail, improving millions of lives around the world. This is that place where your passions meet purpose. Join their family and create a career you're proud of.
About the Job
You’ll partner directly with the Club Support People team in support of the Sam’s Club Support Organization. You will be directly responsible for supporting the team with the planning and implementation of all people lifecycle programs and initiatives (AES, performance, talent review, AOP, etc.). You may also occasionally support people partners with associate relations, performance, or other support related needs.
Responsibilities
Manages associate questions regarding general human resource issues; updating and coordinating reports related to human resources functions; and managing and coordinating distribution of reference materials
Ensures consistent execution of the company's human resource practices, systems, and personnel-related activities by auditing human resources practices; analyzing and interpreting reports; creating action plans to resolve instances of non-compliance; conducting observations and investigations
Manages human resource and business data analysis and management by collaborating with internal, cross-functional partners to identify, collect, and analyze data; conducting data analysis on cross-functional data; identifying and escalating risks and concerns; interpreting and summarizing data for reports and presentations; making data-driven recommendations; administrating and utilizing SharePoint and other collaborative tools; creating and maintaining reports, reporting tools, and templates; and maintaining information security and confidentiality
Manages business operations by establishing and monitoring timelines and resources for projects; tracking projects and initiatives; reporting project status to business unit leadership; completing audits and reporting results; following up on deliverables; developing and updating project scorecards; monitoring human resource processes and identifying improvement opportunities; filtering, addressing, and escalating associate concerns; mentoring and providing guidance to other assistants; and serving as technical coordinator
Coordinates, completes, and oversees job-related activities and assignments by developing and maintaining relationships with key stakeholders; supporting plans and initiatives to meet customer and business needs; identifying and communicating goals and objectives; building accountability for and measuring progress in achieving results; identifying and addressing improvement opportunities; and demonstrating adaptability and promoting continuous learning
Ensures compliance with company policies and procedures and supports company mission, values, and standards of ethics and integrity by implementing related action plans; utilizing and supporting the Open Door Policy; and providing direction and guidance on applying these in executing business processes and practices
Qualifications
Minimum Qualifications:
Bachelor’s degree in Human Resources, Business, or related field and 2 years’ experience in human resources or related area
OR 4 years’ experience in human resources, talent acquisition or related area
Preferred Qualifications:
Project management and supervisory experience
Desire to contribute to a high performing people team that not only has the best interest in mind of its business partners and their associates, but also each other
Ability to thrive in environments of ambiguous and complex business problems that require end-to-end solutions
Comfortable navigating a maturing HR ecosystem by having, building, and maintaining effective partnerships within and outside of the Global People organization
Ability to leverage and adapt the current suite of tools and systems to help you and our team work differently (i.e. smarter, more efficiently, and digitally first focused)
Familiarity with using data, even when unfamiliar with content or context, to better understand the business, talent, and/or financial details of the organizations you support
A track record of above-average attention to detail
Sr. Talent Acq. Partner
Sources and screens qualified candidates, leveraging diverse channels to build a strong talent pipeline
Represents the company to candidates, providing a positive and engaging experience throughout the recruitment process
Advises hiring managers on recruitment strategies, market trends, and best practices to attract and hire top talent
About the Company
Fifty years ago, Sam Walton started a single mom-and-pop shop and transformed it into the world's biggest retailer. Since those founding days, one thing has remained consistent: a commitment to helping customers save money so they can live better. Today, Walmart is reinventing the shopping experience and its associates are at the heart of it. You'll play a crucial role in shaping the future of retail, improving millions of lives around the world. This is that place where your passions meet purpose. Join their family and create a career you're proud of.
About the Job
The Global Talent organization is transforming to meet the needs of the future of retail, ensuring that Walmart is that place in which people can grow their careers, and the organization ensures the best experience for the talent they manage and optimal service to the business. Leaders and individual contributors alike look to the Global Talent teams to influence talent strategy, optimize the recruiting process, and enable the business to make the best hiring decisions. This is that place where your passions meet purpose.
Responsibilities
Craft and cast wide recruiting nets to "catch" the best talent
Be the "first impression" of the company for potential candidates
Play matchmaker by pairing brilliant minds with their dream jobs within the company
Present qualified candidates to hiring managers for interviews; collecting feedback regarding quality of candidates and final hiring decisions; facilitating the offer process and offer negotiations; and communicating candidate decision to hiring managers, People Partners, and other key stakeholders
Keep the recruitment “crystal ball” (aka database) filled with potential superstars
Stay one step ahead of recruitment trends
Serve as a key advisor to hiring managers and People teams about recruiting by recommending how to fill talent gaps and increase diversity representation, providing industry trends, compensation practices, and market activity insights, and sharing strategies and best practices related to the Talent Acquisition process
Qualifications
Minimum Qualifications:
Bachelor’s degree in business, human resources, or related field and 2 year’s experience in human resources, talent acquisition, or related area
OR 4 years’ experience in human resources, talent acquisition or related area
Preferred Qualifications:
Professional HR (PHR) Certification
Expert knowledge in recruiting top talent and understand how to align talent strategies with business priorities
Experience in recruiting for technology roles
Proven track record of identifying & engaging qualified talent in the market
Familiarity with leveraging data to inform decision making and influence recruiting strategy
Comfort when working in cross-functional teams
Experience in managing recruiting projects and successfully delivering on hiring expectations
Market People Partner
Leads the execution of workforce management programs, improves scheduling & staffing, and enhances associate experiences
Manages talent acquisition, develops succession plans, and oversees talent review processes to build a high-performing workforce
Partners with business leaders to develop and implement strategies that support business objectives and drive operational excellence
About the Company
Fifty years ago, Sam Walton started a single mom-and-pop shop and transformed it into the world's biggest retailer. Since those founding days, one thing has remained consistent: a commitment to helping customers save money so they can live better. Today, Walmart is reinventing the shopping experience and its associates are at the heart of it. You'll play a crucial role in shaping the future of retail, improving millions of lives around the world. This is that place where your passions meet purpose. Join their family and create a career you're proud of.
About the Job
The Market People Partner, WM Stores is a Future-focused world-class people team—delivering value while partnering with the business on digital transformation, talent management, competitive reward practices, and create and sustaining a diverse & inclusive workplace.
Responsibilities
Leads the execution of hourly and salaried Workforce Management programs and initiatives by identifying customer and operational needs; developing and communicating business plans and priorities; identifying barriers and obstacles that impact plan execution; providing guidance and training resources; measuring plan progress and performance; and developing contingency plans
Drives the Workforce Management strategy to improve associate experiences, retention, and business performance by ensuring the execution of "Schedule Right" in all assigned stores; reviewing and assessing scheduling and staffing data to translate into required actions to improve scheduling performance
Manages the talent acquisition strategy for assigned stores by developing, communicating, and delivering recruiting strategies to attract and maintain a skilled and engaged workforce; forming strategic partnerships and leveraging talent acquisition techniques to source a diverse candidate pool; screening candidates for qualifications and coordinating with hiring managers to arrange interviews; gathering and facilitating feedback from managers on candidates; managing the job offer process, including negotiating and communicating job offer information
Manages talent pipelines by assessing talent, providing succession plans, and implementing talent programs; analyzing talent data, tools, and systems to diagnose gaps and identify trends that impact the workforce; providing resources for talent and workforce development; supporting mentorship programs; and leveraging talent to create career progression opportunities and increase management retention
Manages talent review activities by overseeing talent programs and initiatives (for example, quarterly conversations, performance and talent calibration processes, annual talent reviews) to understand talent gaps, potential attrition, and high potential talent in assigned area; incorporating data from talent review meetings into recruiting and workforce planning strategies and initiatives
Ensures business needs are met by evaluating the ongoing effectiveness of current Workforce Management and talent plans, programs, and initiatives; consulting with business partners, managers, co-workers, or other key stakeholders; soliciting, evaluating, and applying suggestions to improve efficiency and cost effectiveness; and participating in and supporting community outreach events
Drives the execution of multiple business plans and projects by identifying customer and operational needs; developing and communicating business plans and priorities; removing barriers and obstacles that impact performance; providing resources; identifying performance standards; measuring progress and adjusting performance; accordingly, developing contingency plans; and demonstrating adaptability and supporting continuous learning
Provides supervision and development opportunities for associates by selecting and training; mentoring; assigning duties; building a team-based work environment; establishing performance expectations and conducting regular performance evaluations; providing recognition and rewards; coaching for success and improvement; and ensuring diversity awareness
Promotes and supports company policies, procedures, mission, values, and standards of ethics and integrity by training and providing direction toothers in their use and application; ensuring compliance with them; and utilizing and supporting the Open Door Policy
Ensures business needs are being met by evaluating the ongoing effectiveness of current plans, programs, and initiatives; consulting with business partners, managers, co-workers, or other key stakeholders; soliciting, evaluating, and applying suggestions for improving efficiency and cost effectiveness; and participating in and supporting community outreach events
Qualifications
Minimum Qualifications:
Bachelor's degree in a Human Resources, Business Administration or related field, and 2 years' experience as a Human Resources Generalist or Specialist supporting a multi-unit/multi-business environment
OR 3 years' Walmart management experience with 2 years' experience supervising other salaried managers
Associate will be required to successfully complete all job required trainings and assessments
Valid state-issued driver’s license
Preferred Qualifications:
Master's Degree in a Human Resources field (e.g., Industrial Relations)
Experience leading or partnering with cross-functional teams
Experience with workforce planning
Sr. Director, Learning & Dev.
Executes a global assessment strategy aligned with business objectives, focusing on skills-based talent identification
Leverages data analytics to generate insights into key talent, measures assessment impact, and identifies high-potential individuals across the Org
Leads a team of SMEs to support assessment initiatives, conducts research, and partners with stakeholders to drive successful implementation
About the Company
Fifty years ago, Sam Walton started a single mom-and-pop shop and transformed it into the world's biggest retailer. Since those founding days, one thing has remained consistent: a commitment to helping customers save money so they can live better. Today, Walmart is reinventing the shopping experience and its associates are at the heart of it. You'll play a crucial role in shaping the future of retail, improving millions of lives around the world. This is that place where your passions meet purpose. Join their family and create a career you're proud of.
About the Job
Reporting to the VP of Talent Management within the Global Talent & Learning (GTL) CoE, the Senior Director of Assessment will be accountable for developing and driving a multi-year, global enterprise-wide assessment strategy that is aligned with the Global People and enterprise objectives. This leader will be tasked with transforming Walmart’s assessment strategy which covers our frontline through Campus executive populations, with the aim of leveraging objective insights to drive a high-performance culture and to strengthen leadership bench across the organization.
Specifically, this leader will be responsible for connecting our skills-based philosophy and practices across our selection and development assessment solutions and expanding assessment usage into new businesses and markets. Additionally, they will be responsible for driving data analytic research which yields end-to-end insights on key talent across the organization and identifying new approaches to high potential measurement for key roles across the company. This individual will collaborate closely with GTL leadership, Chief People Officers and their teams, Product and Technology, as well as the business to align strategies.
Responsibilities
The Senior Director of Assessment is expected to:
Be responsible and accountable for designing an integrated assessment strategy across our business segments, delivering initiatives that help to reinforce a high-performing culture and to build strong leadership bench across the organization
Be a thought partner to segment CPOs and their teams on how assessments can help in solving most pressing business and talent challenges; be accountable for driving talent KPIs across the organization, including retention, customer/member NPS, and other facility metrics
Lead a team of SMEs to support a skills-first workstream, particularly in the areas of job profiling (analysis), and measuring and validating skills
Serve as thought leader, and present externally on how Walmart is measuring skills to create opportunities for our associates
Continue driving research and narrative on the ROI and impact of assessments across the enterprise
Partner closely with the Chief Talent Officer, Chief People Officers, and their teams to prepare for EC Talent Reviews, Board Meetings, and other executive forums where key talent data (assessment) is discussed
Lead a team to help in expanding assessments to International markets where assessment is currently not being used
Work closely with Legal to protect the company from risk
Partner with other leaders on Talent Management team to help administer 360 surveys and other developmental assessments as follow-up actions from Talent Reviews
Qualifications
Minimum Qualifications:
Bachelor’s degree in Human Resources, Industrial/Organizational Psychology, Adult Learning, or related field and 6 years’ experience in training development, project management, workforce development, or related area
OR 8 years’ experience in training development, project management, workforce development, or related area
Preferred Qualifications:
Fifteen+ years of experience in an Assessment and/or Talent Management role, designing and delivering solutions for first-time leaders through executive levels, preferably within a complex, global environment
Strategic talent acumen as it relates to driving high performance, and identifying and accelerating employee growth
Strong communication and influence skills with proven ability to persuade skeptical stakeholders
Very strong analytical and research background with deep knowledge of statistical models and tools (e.g., Python, R); ability to connect data insights to recommendations/solutions
A proven track record of successfully working as a business partner with a senior management team, building trusting and effective relationships with leaders across the enterprise
Experience managing and developing a team, implementing programs that attract and develop talent and organizational capabilities
Demonstrated commitment to advancing a culture of belonging
Sr. Manager, Talent Mgmt.
Oversees leadership selection processes, including program design, implementation, and data analysis
Supports the development and implementation of new assessment tools & programs, conducts research, and analyzes data to inform strategic decisions
Partners with TA, HR, and other stakeholders to ensure effective program delivery and continuous improvement
About the Company
Fifty years ago, Sam Walton started a single mom-and-pop shop and transformed it into the world's biggest retailer. Since those founding days, one thing has remained consistent: a commitment to helping customers save money so they can live better. Today, Walmart is reinventing the shopping experience and its associates are at the heart of it. You'll play a crucial role in shaping the future of retail, improving millions of lives around the world. This is that place where your passions meet purpose. Join their family and create a career you're proud of.
About the Job
The person in this role will support the day-to-day and strategic aspects of multiple programs and priorities related to the identification, selection, and development of our leadership population. There is strong opportunity for growth and to engage in impactful and meaningful work in this role, as our programs and our work intersect with other groups dedicated to improving our associates’ growth and development experiences that directly influence the future of the organization.
Responsibilities
You will be Program Lead and the central point of contact for all programs and processes related to Leadership Identification and Selection, including:
Overseeing processes and systems, driving expansion and compliance related to selection programs for Senior/Group Directors and Officers; partnering with Talent Acquisition (Recruiters) and People Partners (HRBPs) to identify potential gaps with existing processes and designing and implementing continuous improvements
Supporting to identify opportunities to design and implement new assessment tools and processes for strategically critical talent at mid-career levels to support better decision-making and associate development deeper in the talent pipeline
Supporting the design and implementation of new survey tools and programs, and improvement to processes and delivery for current and new programs
Leading internal and external research projects, data and report requests from business and People Partners (internal trend analysis, external benchmarking, key insights to inform development and succession)
Supporting the conceptualization and design of quarterly and long-term strategic roadmaps to socialize with business partners
Partnering with our data science and talent analytics team to maintain and improve data governance and reporting
Partner with COE and Global People teams as needed to support and consult on ad hoc program selection and interviewing needs
Qualifications
Minimum Qualifications:
Bachelor’s degree in Business, Human Resources, Political Science, Industrial/Organizational Psychology, or related field and 3 years’ experience
in workforce development, learning development, human resources, or related area
OR 5 years’ experience in workforce development, learning development, human resources, or related area
1 year’s supervisory experience
Preferred Qualifications:
PhD or ABD in I/O Psychology or related
At least two years of experience working internally within a large organization
Experience building and maintaining relationships with colleagues across the organization
Proactive, takes initiative, and thrives under ambiguity
Flexible and resilient; must be able to work on and shift from attention across multiple projects
Expertise in psychometric and leadership assessments (e.g., Personality, Cognitive Ability measures, leadership simulations, 360 surveys, etc.)
Experience working with assessment centers and delivering feedback to senior leaders
Sr. Manager, Learning & Dev.
Develops robust selection processes across global markets, ensuring alignment with business needs and legal requirements
Utilizes data analysis & validation studies to ensure the effectiveness of assessment tools and drive continuous improvement
Partners with business leaders, HR teams, and external vendors to design and deliver effective selection solutions across global markets
About the Company
Fifty years ago, Sam Walton started a single mom-and-pop shop and transformed it into the world's biggest retailer. Since those founding days, one thing has remained consistent: a commitment to helping customers save money so they can live better. Today, Walmart is reinventing the shopping experience and its associates are at the heart of it. You'll play a crucial role in shaping the future of retail, improving millions of lives around the world. This is that place where your passions meet purpose. Join their family and create a career you're proud of.
About the Job
The Senior Manager of Selection and Assessment within the Global Talent Management Team at Walmart will be responsible for leading and expanding the selection and assessment portfolio across our global markets with a special focus on our international markets. This role requires a strategic thinker with strong abilities in stakeholder collaboration, influence, data analysis, interpretation, and acumen.
The successful candidate will work with business and people leadership teams across the globe, with a particular focus on international markets, to develop predictive and effective selection and assessment processes. This includes designing and implementing robust selection tools, conducting validation studies, and ensuring that all assessment activities comply with legal standards and best practices.
Responsibilities
Develop and implement robust selection processes grounded in Industrial/Organizational (I/O) psychology principles
This includes creating structured interviews, psychometric testing, and other assessment tools/batteries
Conduct validation studies to ensure the reliability and predictive validity of selection assessments
Utilize statistical methods to analyze assessment data and confirm that tools are effective predictors of job performance
Work closely with business leaders and external vendors to design and deliver effective selection processes and assessments
Ensure that these tools meet the specific needs of different markets while maintaining global standards
Implement selection processes that are predictive of candidate success and align with the strategic goals of the organization
Continuously improve these processes based on data-driven insights and business feedback
Engage with key stakeholders, including HR leaders, hiring managers, and external partners, to ensure the successful implementation and integration of assessment tools
Utilize data and analytics to measure the effectiveness of assessment tools and make informed recommendations for continuous improvement
Ensure all assessment activities comply with legal standards and adhere to best practices in talent management
Provide comprehensive training and educational support to HR teams and hiring managers on the effective use of assessment tools and techniques
Lead and manage multiple projects simultaneously, ensuring timely delivery and alignment with business objectives
Qualifications
Minimum Qualifications:
Bachelor's degree in Human Resources, Psychology, Business Administration, or a related field and 4 years of experience in selection and assessment or related work
OR 6 years of experience in selection and assessment or related work
Preferred Qualifications:
Master’s degree or PhD in Industrial/Organizational Psychology or related field and 4 years of experience
OR Bachelor’s degree in Human Resources, Psychology, Business Administration, or a related field and 6 years of experience in selection and assessment or related work
Sr. Mgr., Benefits & Wellbeing
Manages employee benefits programs, analyzes industry trends, and advises leadership on program design & implementation
Ensures compliance with all relevant laws and regulations, manages risk, and advises leadership on legislative and regulatory impacts
Leads a high-performing team, supervises benefit programs, and drives the execution of business plans and projects
About the Company
Fifty years ago, Sam Walton started a single mom-and-pop shop and transformed it into the world's biggest retailer. Since those founding days, one thing has remained consistent: a commitment to helping customers save money so they can live better. Today, Walmart is reinventing the shopping experience and its associates are at the heart of it. You'll play a crucial role in shaping the future of retail, improving millions of lives around the world. This is that place where your passions meet purpose. Join their family and create a career you're proud of.
About the Job
They are looking for an individual that has a strong healthcare background as this position will be responsible for managing vendors, working with associates and many other responsibilities. This will include ongoing support and management of virtual health offerings, various claims and appeals audit functions, as well as ensuring compliance with the rules and regulations of the Consolidated Appropriations Act and other health plan-related laws. Additionally, the candidate should be capable of developing strategic plans and design options, communicating business plans and priorities, and evaluating the effectiveness of current programs. Furthermore, the candidate should be able to build strong and trusting relationships with team members and business partners, work collaboratively to achieve objectives, and communicate effectively.
Responsibilities
Serves as the corporate benefits subject matter expert by analyzing a wide variety of benefits programs; researching and analyzing industry and legislative trends, best practices, current plan usage, labor segments, associate needs, and external competitiveness by segment; assisting in the actuarial review of benefit offerings, forecasting, and investment options; working directly with Finance on short- and long-term cost implications; advising leadership and associates on benefits decisions; managing the design, administration, actuarial, and communication strategies of retirement plans; and proposing possible programs to senior leadership
Leads large-scale roll-outs of new programs and policies affecting associates by identifying market needs; assisting in the development of benefits and remuneration plans, programs, and policies; preparing estimates of resource requirements; leveraging cross-functional teams; coordinating across numerous functions and business units; identifying and mitigating potential compliance issues; managing multiple timelines; defining and communicating expectations for quality outcomes and process standards; identifying trends and tracking progress; investigating and adopting best practices; and providing status reports and updates to senior leadership
Assists senior leadership in developing government and public affairs strategies by analyzing and understanding pending and proposed legislation related to benefits; advising senior leadership of the impact legislation will have on both the company and associates; managing specific deliverables and reports associated with benefits-related legislative activities; and producing reports for divisional and corporate leadership
Manages external provider relations by developing requests for proposals; recommending and executing screening and selection process; negotiating terms and conditions of contracts under the guidance of senior leadership; setting standards for acceptable outcomes; monitoring and identifying performance issues; recommending and executing solutions to performance issues; and establishing and reinforcing desired behaviors and service expectations to ensure accurate administration and compliance with applicable laws
Creates processes and policies to maintain and ensure compliance with applicable laws and regulations by monitoring and responding to new and emerging benefits legislation; presenting proposed programs to seek approval from senior leadership; preparing and maintaining required documents; executing corporate reporting including annual shareholder disclosure; and assisting in educating cross-functional teams and internal divisions regarding issues and implications to ensure compliance
Drives the execution of multiple business plans and projects by identifying customer and operational needs; developing and communicating business plans and priorities; removing barriers and obstacles that impact performance; providing resources; identifying performance standards; measuring progress and adjusting performance accordingly; developing contingency plans; and demonstrating adaptability and supporting continuous learning
Provides supervision and development opportunities for associates by selecting and training; mentoring; assigning duties; building a team-based work environment; establishing performance expectations and conducting regular performance evaluations; providing recognition and rewards; coaching for success and improvement; and ensuring diversity awareness
Promotes and supports company policies, procedures, mission, values, and standards of ethics and integrity by training and providing direction to others in their use and application; ensuring compliance with them; and utilizing and supporting the Open Door Policy
Ensures business needs are being met by evaluating the ongoing effectiveness of current plans, programs, and initiatives; consulting with business partners, managers, co-workers, or other key stakeholders; soliciting, evaluating, and applying suggestions for improving efficiency and cost-effectiveness; and participating in and supporting community outreach events
Qualifications
Minimum Qualifications:
Bachelor’s degree in Business, Human Resources, Healthcare Administration, or related field and 2 years’ experience in benefits management, benefits administration, healthcare regulatory compliance, or relevant area
OR 4 years’ experience in benefits management, benefits administration, healthcare regulatory compliance, or relevant area
Preferred Qualifications:
Professional HR (PHR) Certification
Experience in vendor management focused on member experience, contracting, financial reviews and audits, audits for claims and appeals
Strong understanding of compliance issues related to ERISA, COBRA, DOL, ACA, CAA, MHP, etc.
Leading & managing various components of the Consolidated Appropriations Act rules & regulations to ensure compliance of business and vendor partners
Background in innovation development
Experience in developing strategic plans and designing options
Experience in developing and communicating business plans and priorities
Manager, Org Training Del.
Develops a comprehensive training plan, coordinates training delivery, and ensures training programs align with tournament objectives
Collaborates with internal teams, external vendors, and consultants to ensure consistent training delivery and serves as the primary contact for all training-related inquiries
Oversees the training budget and adjusts training plans based on feedback to ensure continuous improvement
About the Company
The FIFA World Cup 26™ will mark the first time that the tournament features 48 teams and will be hosted by three countries: Canada, Mexico, and the United States. This new format redefines excellence, generating unique opportunities for greater participation and engagement from fans and players in North America and all over the world. Now is your time to be a game changer and join the workforce that is planning and delivering this unique and unforgettable experience.
About the Job
Reporting organisationally to the Head of Workforce, the Manager, Organisational Training Delivery will be a key member of the FIFA26 Workforce Management team, and work in close collaboration with operational delivery Functional Areas (Departments) within FIFA26, as well as Planning, Integration & Readiness, People & Culture in FIFA Zurich, and other key individuals responsible for delivering a cohesive, consistent, and operationally appropriate training programme for both the FIFA Club World Cup 2025 and FIFA World Cup 26.
Responsibilities
Training Coordination and Project Management:
Develop and implement a comprehensive training plan that aligns with tournament deliverables/objectives and Functional Area (Department) requirements
Coordinate with department heads, trainers/training providers, and other stakeholders to assess and define the training needs strategy across all three countries (Canada/Mexico/United States)
Establish a coordinated and, where applicable, integrated training journey for the event, across multiple client groups from planning and development to execution and evaluation
In collaboration with FA/Dept Leads training delivery mechanisms for whole client group training sessions and support/provide guidance to Functional Areas on appropriate training schedules, venues, and resources to ensure timely and effective delivery of training programs
Ensure training programs are consistent, culturally appropriate, and tailored to meet the specific needs of different regions (US, Canada, and Mexico).Manage the creation and distribution of template training materials, including accessibility considerations, such as multiple languages
Track and report on the progress of training initiatives, managing any changes, delays, or risks
Ensure alignment with the event's objectives, ensuring that efficient and effective training delivery supports the overall success of the Tournament being delivered
Stakeholder Management:
Collaborate with internal teams (Workforce, Planning & Integration, Volunteer Management, HR, Operations, Security, Technology, etc.), external vendors, and consultants to facilitate consistent training delivery
Serve as the primary point of contact for all organisation-wide training-related planning, inquiries and concerns
Regularly communicate with leadership to provide updates on the progress of training initiatives and address any challenges
Monitoring and Evaluation:
In collaboration with Head of Workforce, oversee budget requirements for organisational wide training initiatives, ensuring efficiencies are kept at front of mind
Work in close collaboration with Planning & Integration to create tools that support the effective evaluation of training programs through feedback, assessments, and performance metrics
Adjust training plans and methods based on feedback from trainees and trainers to ensure continuous improvement from one Tournament to the next
Prepare detailed reports on training outcomes, including participant performance, satisfaction, and areas for improvement
Qualifications
Education
Bachelor's degree in Business, Human Resources, Education, or a related field
Proven experience managing Training or Learning and Development projects across multiple countries or regions (US, Canada, and Mexico) is highly desirable
Certification in training Design and Delivery or Project Management (e.g., PMP, Agile) is a plus
Ability to work independently and collaboratively in a fast-paced, cross-cultural environment
Excellent communication and interpersonal skills to interact with diverse teams and stakeholders
Demonstrated ability to effectively balance stakeholder expectations with appropriate delivery requirements; unafraid to push back on deliverables that do not fit within these parametres
Work Experience
5 years of experience designing and delivering Training/Learning and Development programmes in a fast-paced environment
Demonstrated experience of utilising strong organizational skills and attention to detail to switch from strategic to detailed planning
Significant experience designing and delivering Training/L&D programmes within the Sporting Industry/large-scale events
Languages
Fluent in English. Spanish and/or French proficiency is a plus
Technology
Proficient in MS Office (Excel, Word, PowerPoint, Visio & Project) and planning software and online collaboration tools
Experience with learning management systems (LMS) and other training software tools is a plus
Proficiency in Microsoft Office Suite (Excel, Word, PowerPoint) and project management tools (e.g., WeTrack, Monday.com)
Human Resources Generalist
Assists with recruitment, onboarding, and employee relations, ensuring smooth and effective HR operations
Maintains personnel records, prepares reports, assists with employee inquiries, and supports HR initiatives
Participates in developing organizational guidelines, suggests employee motivation programs, and stays updated on HR trends
About the Company
Third Way is a national think tank that champions modern center-left ideas. Their work is grounded in the mainstream American values of opportunity, freedom, and security. But they identify as center-left, because they see that space in U.S. politics as offering the only real path for advancing those ideals in the century ahead.
Their agenda is ambitious, aspirational, and actionable. It’s built on the bedrock belief that for political movements to succeed in our political system, they must relentlessly re-imagine their policies, strategies, and coalitions. They are fighting for opportunity, so everyone has the chance to earn a good life; progress on social issues, so all have the freedom to live the lives they choose; and security, so we are protected from 21st century global threats.
Their competitive advantage lies in high-impact advocacy campaigns that combine rigorous policy research with a unique and incisive understanding of the vast American middle—the people who ultimately decide majorities and provide mandates for change. They design their work to persuade elected officials, intellectuals, advocates, the media, and others with political influence.
About the Job
Third Way’s Human Resources Department is seeking a Human Resources Generalist to join the team. This team member will support a wide range of HR tasks with the goal of ensuring that the HR department’s operations run smoothly and effectively to deliver maximum value to the organization and staff as a whole. This role will function in a variety of capacities throughout the human resources department including the opportunity to participate in recruiting, performing tasks with a focus on growing the Org’s talent pipeline, improve its sourcing tactics, coordinating onboarding initiatives, open enrollment, and supporting with all Human Resources inquiries and general tasks. You will have the opportunity to increase your knowledge in all things Human Resources, strengthen valuable skills like communication, public speaking and decision-making, and strategic thinking. This position will report to the Director of Human Resources.
Responsibilities
Assist with recruitment by assisting supervisors with managing job postings, identifying candidates, coordinating interviews, conducting reference checks, and creating employment contracts
Perform orientations, onboarding of all new employees and interns, ensuring staff experience a positive welcome and strong support
Assist with all internal and external HR related inquiries or requests
Maintain records of personnel-related data (payroll, personal information, leaves, turnover rates, etc.) and ensure all employment requirements are met
Prepare and produce reports on general HR activity and relevant metrics
Suggest ideas to motivate employees with wellness events and programs
Manage the HR calendar by scheduling meetings, HR events, etc. and maintain the team’s agenda
Assist in implementation, collection, and organization of employee feedback from surveys
Participate and support in developing organizational guidelines and procedures
Keep up to date with the latest HR trends and best practices
Performing other duties as assigned
Qualifications
Bachelor’s degree in human resources or related degree
2-3 years’ experience in Human Resources coordination, administration or relevant field
Good judgment and demonstrated ability to engage with a wide variety of stakeholders and partners in a diverse environment
Ability to clearly write and communicate content and information to a wide array of individuals from all levels
Exp. VP, People Analytics (HCG)
Develops an HR analytics strategy, guides People Analytics team, and collaborates with business leaders to design solutions
Drives data-driven decision making and delivery of data visualizations & reports, ensuring effective communication of insights
Builds a data-centric culture, evaluates new technologies, and promotes data literacy across the Org
About the Company
Evercore (NYSE: EVR) is a premier global independent investment banking advisory firm. It is dedicated to helping clients achieve superior results through trusted independent and innovative advice on matters of strategic significance to boards of directors, management teams, and shareholders—including mergers and acquisitions, shareholder advisory, restructuring, and capital structure. Evercore also assists clients in raising public & private capital, delivers equity research, equity sales and agency trading execution, in addition to providing wealth and investment management services to high net worth individuals. Founded in 1995, the Firm is headquartered in New York and maintains offices and affiliate offices in major financial centers in North America, Europe, the Middle East and Asia.
About the Job
Evercore seeks to hire a People Analytics Vice President located in New York, NY. This individual will lead strategic workforce analytics initiatives, transform people data into actionable insights, and support evidence-based decision-making, playing a key role in aligning data analytics with business objectives and driving a data-centric approach across the organization.
Responsibilities
Primary responsibilities will include, but are not limited to, the following:
Partnering with HCG leadership to develop and execute a comprehensive HR analytics strategy aligned with the firm’s goals
Providing thought leadership and strategic direction to the development of the firm’s People Analytics team
Collaborating with business leadership to identify data needs and design analytics solutions to address talent challenges
Managing the end-to-end design, development, and delivery of data visualizations and reports to communicate information and insights effectively, from requirements gathering to quality assurance
Establishing and enhancing foundation processes, tools, and systems to support the scalability and efficiency of People Analytics
Leading the evaluation and adoption of cutting-edge human capital technologies and analytics tools
Working across teams to ensure alignment between data analytics efforts and organizational priorities
In partnership with our IT organization, ensuring data infrastructure supports scalable and secure analytics capabilities
Championing data integrity, accuracy, and security throughout the analytics lifecycle
Promoting data literacy and education across HCG and the entire firm
Qualifications
8+ years of experience in HR analytics, workforce planning, or a related field
Strong understanding of HR metrics and key performance indicators
Proven ability to synthesize complex data into clear, actionable insights
Exceptional communication and interpersonal skills, with the ability to influence and collaborate across functions
Experience building reports directly in an HRIS system using calculated fields, worklets, dashboards, and composite reports
Experience with Workday and PowerBI is preferred
Familiarity with financial services industry trends and workforce challenges is preferred
Exp. Analyst, Human Cap. Group
Manages new hire onboarding, maintains employee records, and provides general administrative support
Maintains HR data & systems, including updating Workday with employee data, managing employee files, and assisting with HRIS projects
Assists employees with inquiries, supports HR projects & initiatives, and participates in ad-hoc tasks
About the Company
Evercore (NYSE: EVR) is a premier global independent investment banking advisory firm. It is dedicated to helping clients achieve superior results through trusted independent and innovative advice on matters of strategic significance to boards of directors, management teams, and shareholders—including mergers and acquisitions, shareholder advisory, restructuring, and capital structure. Evercore also assists clients in raising public & private capital, delivers equity research, equity sales and agency trading execution, in addition to providing wealth and investment management services to high net worth individuals. Founded in 1995, the Firm is headquartered in New York and maintains offices and affiliate offices in major financial centers in North America, Europe, the Middle East and Asia.
About the Job
Evercore is looking to hire an Analyst to join the Human Capital Group. This individual will support the team’s everyday administrative functions. The global Human Capital Group is around 65 employees and supports approximately 2,400 employees globally.
Responsibilities
The Analyst’s primary responsibilities will include, but are not limited to, the following:
Supporting the HCG team’s everyday functions
Responsible for on-boarding process for external candidates:
Preparing and sending out new hire documentation
Following-up with employees to obtain outstanding documentation
Planning/scheduling new hire orientation
I-9 verification
Maintaining spreadsheets to track new hires, transfers and terminations
Providing personal support to employees and Managers across multiple lines of business and global US-managed office locations (Asia, Canada, and Israel)
Entering employee data and changes into Workday (HRIS)
Managing current employee files and creating new employee files
Working closely on firm-wide projects and initiatives that span the Generalist space:
Organize and execute wellness and philanthropy initiatives
Assist with management of projects to ensure they are completed within specific timeframes
Liaise with internal team members, various external teams and departments to tackle critical projects
Assists with audits and documents HR policies and procedures, implementing improvements where needed
Responsible for creating agendas and various documents for meetings
Participating in various ad-hoc projects and performing other duties as assigned
Qualifications
The ideal candidate will have a strong team-based attitude and work ethic
They will be ambitious and resourceful, as well as intellectually curious and eager to learn
1+ years of experience
Bachelor’s degree
Excellent analytical, time-management and organizational skills
Ability to work in a fast-paced environment with strong focus on client-service and proactively resolving issues
Superior communication and interpersonal skills;
both written and oral
Detail-oriented and highly motivated
Strong organizational & administrative skills
Proficiency in Microsoft Excel and Word
Sensitivity to confidential matters
Familiarity with HRIS/Workday preferred
Exp. Sr. Associate, Benefits (HCG)
Manages day-to-day operations of benefit programs, including medical, dental, vision, and 401(k)
Ensures compliance with regulations, supports employee engagement, and conducts audits and reporting
Evaluates and improves programs, manages vendor relationships, and participates in plan renewals
About the Company
Evercore (NYSE: EVR) is a premier global independent investment banking advisory firm. It is dedicated to helping clients achieve superior results through trusted independent and innovative advice on matters of strategic significance to boards of directors, management teams, and shareholders—including mergers and acquisitions, shareholder advisory, restructuring, and capital structure. Evercore also assists clients in raising public & private capital, delivers equity research, equity sales and agency trading execution, in addition to providing wealth and investment management services to high net worth individuals. Founded in 1995, the Firm is headquartered in New York and maintains offices and affiliate offices in major financial centers in North America, Europe, the Middle East and Asia.
About the Job
Evercore is looking to hire a Senior Associate to join our Benefits team within the Human Capital Group. Reporting to the Head of Benefits, this individual will play a key role administering various employee benefits plans including: medical, dental, vision, spending accounts, disability and life insurance, 401(k), wellness, and other work/life benefits. The role includes responsibility for day-to-day administration and compliance while supporting employee engagement.
Responsibilities
The primary responsibilities will include, but are not limited to, the following:
Support the overall administration and execution of the firm’s US-managed benefits and wellness programs, including international benefit programs
Act as a liaison between employees and leadership to answer questions or concerns regarding benefit coverage
Priority focus on US healthcare strategy including supporting plan design, data analysis, and vendor integration to effectively manage costs and access to care
Manage benefits vendor onboarding and ongoing relationships to ensure contract, governance and customer service expectations are met
Focus on building a robust well-being program that promotes physical, mental, and financial wellness
Evaluate and improve internal processes and policies to reduce costs and increase efficiency on a global scale
Ensure compliance of ACA, COBRA, HIPAA, ERISA, and IRS regulations and reporting/communication requirements
Assist in developing ongoing employee training, communications, events, and wellness initiatives to increase employee engagement and understanding of benefit programs
Participate in several large, annual projects including open enrollment, on-site wellness events and annual compliance filings
Participate in the annual renewal of US and International benefit plans:
Liaise with brokers and vendors to prepare census data and evaluate vendor performance, processes, quotes and costs
Implement and communicate benefit changes including drafting Open Enrollment materials and providing thoughtful data and analytics to inform decision-making
Maintain benefit plans, eligibility, and deductions in HRIS
Conduct regular audits and reporting on all plans to identify trends and ensure data integrity
Ensure benefit documents are compliant and up to date for each country
Qualifications
7+ years of benefits administration experience
Knowledge of self-funded and insured employee benefits and applicable laws; able to stay up to date with regulatory changes
Ability to handle sensitive and confidential employee data with discretion
Excellent analytical, time-management skills with the ability to multi-task and prioritize workload in a fast-paced environment
High proficiency in Microsoft Excel, PowerPoint and Word
Superior communication and interpersonal skills
both written and oral with the ability to comfortably interface at all levels, both internally and externally
Detail-oriented and highly motivated
Strong organizational, administrative, and project management skills
Bachelor’s degree
Talent Acquisition Dir., Military
Attracts high-quality military talent by building strong relationships and developing effective talent pipelines
Sets and tracks hiring goals, collaborates with stakeholders, and recommends strategies to improve efficiency
Translates military skills into relevant civilian roles within the Organization
About the Company
Fifty years ago, Sam Walton started a single mom-and-pop shop and transformed it into the world's biggest retailer. Since those founding days, one thing has remained consistent: a commitment to helping customers save money so they can live better. Today, Walmart is reinventing the shopping experience and its associates are at the heart of it. You'll play a crucial role in shaping the future of retail, improving millions of lives around the world. This is that place where your passions meet purpose. Join their family and create a career you're proud of.
About the Job
Walmart is seeking a dynamic Director, Talent Acquisition - Military Talent Pipelines responsible for attracting top Military Talent (MT) to our organization. This role is crucial in enabling our delivery teams by connecting them with scalable partnerships and talent pipelines to meet business hiring needs. Additionally, the MT Talent Director will collaborate with recruiting and Skills+ teams to translate military skills into the Walmart job ecosystem and ensure recruiter awareness.
Responsibilities
Attraction
Attract Top MT: Identify and attract the best military talent to Walmart
Enable Delivery Teams: Connect delivery teams with scalable partnerships and talent pipelines
Skills Translation: Work with recruiting and Skills+ teams to translate military skills to the Walmart job ecosystem
MT Hiring Metrics/Goals
Set Hiring Goals: Establish talent acquisition-wide hiring goals and monitor progress
Progress Reporting: Socialize goals and report progress to key stakeholders, including TA partners, business leaders, and HR leaders
Strategic Recommendations: Recommend strategies to achieve goals and corrective actions when goals are not on track
Stakeholder Management
Exemplary Stakeholder Management: Collaborate across the enterprise with communications, public affairs, government affairs, talent management, and skills/L&D program owners
Community Relationship: Own relationships within the external military talent community and associate partnerships
Event Participation: Ensure Walmart's presence at important events to hire at scale and build our brand within the military community
Qualifications
Proven experience in talent acquisition, particularly within the military talent ecosystem
Strong stakeholder management skills and experience working across multiple functional areas
Ability to set and achieve hiring goals, with a strategic mindset to recommend solutions
Excellent communication skills to report progress and collaborate with various teams