Systems Manager, HCM

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About the Company

Joining The American Red Cross is like nothing else—it’s as much something you feel as something you do. You become a vital part of the world’s largest humanitarian network. Joining a team of welcoming individuals who are exceptional, yet unassuming. Diverse, yet uncompromising in unity. You grow your career within a movement that matters, where success is measured in people helped, communities made whole, and individuals equipped to never stop changing lives and situations for the better.

When you choose to be a force for good, you’ll have mentors who empower your growth along a purposeful career path. You align your life’s work with an ongoing mission that’s bigger than all of us. As you care for others, you’re cared for with competitive compensation and benefits. You join a community that respects who you are away from work as much as what you do while at work.

About the Job

We are seeking an experienced Human Capital Management (HCM) Systems Manager to join the American Red Cross HR Operations Team. The ideal candidate will have platform knowledge and expertise in ServiceNow HRSD and Cornerstone On Demand (CSOD) learning system with emphasis in areas of expertise such as Robotics Process Automation (RPA), system security, API integrations, and Artificial intelligence (AI). This role involves managing a team responsible for the day-to-day operational functions of the ServiceNow HR platform and the technical management of CSOD platform. The HR Systems Manager will provide strategic insight into the HCM systems roadmap, manage HR technology projects, and collaborate with senior leadership to align business processes with organizational goals.

Responsibilities

Lead a team of HR system analysts responsible for HR system operations, data flow, data integrity, reporting, and technology support for the HCM system

• Oversee data integrity, test system changes, write reports, analyze data flows, maintain business rules, and seek process improvement opportunities

• Manage the design, testing, and configuration of activities related to ServiceNow and CSOD, ensuring system security, regulatory compliance, successful audit controls, and release management

• Oversee RPA projects to ensure they meet business objectives and deliver efficiencies

• Contribute to developing and enhancing strategies to advance ServiceNow and CSOD to support organizational needs

• Build relationships and collaborate with stakeholders across HR, Finance, IT, and Business functions to develop a best-in-class HR systems platform

• Manage and monitor technology and service vendor partners to meet strategic needs and SLAs, delivering high-quality service to employees and managers

• Support user adoption through training, communication, and governance processes while employing system development lifecycle methodology

• Manage external systems integrations with ServiceNow, Cornerstone, Workday, and other systems to ensure secure and accurate data transmission

• Resolve issues promptly and address unexpected results or process flaws

• Identify trends in the technology marketplace, including AI and RPA, and partner with COEs on opportunities for enhancements that add value to the business and improve the employee experience

Qualifications

• Education: Bachelor's degree required

• Experience: Minimum 7 years of related experience or equivalent combination of education and related experience required

• Management Experience: 3 years of management experience

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Sr. Manager, L&D

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About the Company

Brunswick is a strategic advisory firm focused on critical issues and critical stakeholders. Our purpose is to help our clients play their role in the world successfully. We advise on critical issues and critical stakeholders at the center of business, politics and society, and help our clients—the leaders of large, complex organizations—understand and navigate these interconnected worlds.

Founded in 1987 in London, the firm has organically grown to 27 offices in 18 countries across the Americas, Europe, Middle East, Africa, Asia and Australia. Brunswick operates as a single global profit center in order to collaboratively and seamlessly deliver results for clients wherever they operate in the world.

About the Job

The People Team at Brunswick is designed to equip the firm with the talent, skills, and advisory and strategic support it needs to grow. We focus on the health, well-being, and development of our employees. In this role, you will coordinate globally and help us build an L&D function in the Americas, while directing L&D strategy and administering all L&D functions for the region.

We are seeking a Sr. Learning & Development Manager based in New York to design, develop and manage our Americas’ L&D programs. This position reports to the Head of People, Americas and Global L&D Leader.

Responsibilities

• Partner with regional leadership, and the People and Resourcing teams to understand the development needs and priorities of our future leaders to propose broad programatic and individualized on-the-job solutions

• Set and drive the strategic plan for L&D Programs at Brunswick in the Americas. Create and execute annual training calendar from content creation to feedback

• Design, develop or source courses focused on the core skills needed to be successful at Brunswick, including at the time of onboarding and promotion

• Serve as a thought leader by staying up to date on the latest research and trends that promote healthy organizations and effective leaders and teams

• Diagnose, design and deliver high impact leader and team learning interventions focused on maximizing success, leveraging existing methodologies, tools and resources and in close partnership with respective HR Managers

• Manage multi-stakeholder projects, including monitoring work-plans and managing against milestones, knowing what to prioritize and why, knowing who to keep informed, why, and how often, and knowing when to escalate

• Regularly measure the effectiveness and impact of training programs, adjusting our approach as needed to get the most out of every offering

• Establish and manage vendor relationships – renew contracts, co-design trainings, including identifying new partners

• Create and maintain yearly training budget for the Americas

• Engage and collaborate with global peers to ensure programs are leveraged appropriately around the world

• Lead with excellence and foster a high-performing team in virtual environments; develop team members through advocacy, coaching, mentoring and training

Qualifications

• Previous experience in handling and driving all areas of L&D, including strategy

• Minimum 8 years of L&D experience in a fast-paced, highly confidential environment

  • Professional services experience is a plus

• Proven experience in managing multi-stakeholder projects

• Strong customer service mentality with the ability to juggle multiple clients and thrive in a fast pace environment

• Works well independently and as a team player

• Ability to think on their feet and have good judgment

• Ability to take on challenges and has a proactive approach to duties

• You are assertive and confident, earning the confidence of the leadership team and working with various personalities to influence change

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VP, Total Rewards

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The Vice President, Total Rewards at the American Red Cross is a leadership role responsible for the strategic direction and management of the organization's compensation, benefits, and recognition programs. Based in Washington, D.C., this position ensures that the Red Cross's total rewards offerings are competitive, attract and retain top talent, and align with the organization's mission and values.

Key Responsibilities:

• Strategic Leadership: Lead and direct the Total Rewards function, ensuring programs are competitive and aligned with market practices.

• Program Design and Implementation: Research, design, and implement new benefit, compensation, recognition, and retention programs.

• Program Evaluation: Review and assess the effectiveness of current programs, recommending and implementing changes as needed.

• Collaboration: Partner with all areas of HR, including Talent Acquisition, Labor Relations, and HR Operations.

• Team Management: Lead and mentor a team of 20 Total Rewards professionals.

• Budget Management: Monitor activities to stay within established Total Rewards budgets.

• Vendor Management: Interface with external vendors (e.g., health providers, insurance carriers, consultants).

• Compliance: Ensure data and reporting on all programs for proper governance and oversight.

• Market Research: Stay current on industry practices and changing legal issues.

• HR Leadership: Actively participate in HR projects and initiatives, serving as the HR executive liaison.

Essential Skills and Qualifications:

• Bachelor's degree or equivalent experience.

• At least 15 years of experience leading Compensation and Benefits departments.

• Demonstrated ability to structure compensation and benefits packages.

• Knowledge of government regulations.

• Excellent analytical, project management, and problem-solving skills.

• Strong communication and interpersonal skills.

• Ability to collaborate with key stakeholders.

• Experience working with Labor Unions (a plus).

• Certified Employee Benefits Specialist (CEBS), Certified Professional, and/or Certified Compensation Professional (CCP) certification (a plus).

Impact and Significance:

This role is crucial for the American Red Cross, ensuring that its employees are appropriately compensated and supported. By developing and managing comprehensive total rewards programs, the Vice President, Total Rewards contributes to a positive and engaging workplace, enabling the Red Cross to attract and retain the talent necessary to fulfill its humanitarian mission. The position offers a challenging and rewarding opportunity to make a significant impact on the lives of employees and, ultimately, the communities served by the Red Cross.

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Compensation Manager

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The American Red Cross in Washington, D.C. is seeking a Compensation Manager to lead the design, development, and implementation of incentive programs. This role requires a strategic thinker with a strong understanding of compensation principles and a passion for creating programs that attract, motivate, and retain top talent.

The Compensation Manager will conduct thorough market analyses and benchmark compensation data to ensure the organization's incentive programs are competitive and aligned with industry best practices. This involves evaluating existing programs, identifying areas for improvement, and developing new programs that support the organization's strategic goals.

Collaboration is key in this role. The Compensation Manager will work closely with HR leaders, senior management, and various departments to understand their needs and design incentive programs that align with their specific goals and objectives. This includes providing guidance and consultation on compensation-related matters and ensuring that programs are implemented effectively.

In addition to program design and development, the Compensation Manager will oversee the administration of incentive programs, ensuring compliance with relevant regulations and internal policies. This includes managing the annual incentive cycle, tracking performance metrics, and analyzing program effectiveness.

Key Responsibilities:

• Conduct market analysis and benchmark compensation data.

• Design, develop, and implement incentive programs.

• Collaborate with HR leaders and senior management.

• Oversee the administration of incentive programs.

• Ensure compliance with regulations and internal policies.

The Compensation Manager plays a crucial role in creating a rewarding and motivating work environment at the American Red Cross, contributing to the organization's ability to attract and retain talented individuals who are passionate about fulfilling its humanitarian mission.

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People Relations Advisor

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About the Company

Siemens is a leading technology company focused on industry, infrastructure, transport, and healthcare. From more resource-efficient factories, resilient supply chains, and smarter buildings and grids, to cleaner and more comfortable transportation as well as advanced healthcare, the company creates technology with purpose adding real value for customers. By combining the real and the digital worlds, Siemens empowers its customers to transform their industries and markets, helping them to transform the everyday for billions of people.

About the Job

In this position which reports through the People Relations & Governance team you will serve as a People Relations Advisor. The position plays a pivotal role in fostering a culture of collaboration, respect, and excellence within our manufacturing facility. This position will focus primarily on managing and resolving People Relations issues, promoting positive employee experiences, and ensuring the fair and consistent application of P&O (HR) policies. Additionally, the position will partially be responsible for inputting & approving people changes in our HRIS system (Workday) and manage internal people moves. This position will be a primary point of contact for general employee and management inquiries at the site especially as it relates to employee relations. You will work closely with the assigned P&O site team to drive a people-centric approach and maintain a positive work environment, particularly in a unionized manufacturing and distribution setting.

Responsibilities

• Resolve People Relations Issues: Proactively manage and resolve a broad range of People Relations issues, including conducting thorough investigations, addressing workplace concerns, and facilitating conflict resolution. You will work to foster trust with the site and promote a respectful work environment

• Policy Guidance & Interpretation: Provide clear guidance and interpretation of P&O (HR) policies and procedures, ensuring consistency and fairness in the application of these policies at all levels of the organization

• Employee Engagement & Relations: Act as the primary liaison between management and employees, ensuring that concerns are addressed, feedback is communicated, and the overall employee experience remains positive. Promote open communication and positive relationships throughout the facility

• Performance Management Coaching: Support supervisors and managers in the day-to-day management of employee performance. Provide guidance on performance improvement, coaching techniques, and conflict resolution to ensure a motivated and productive workforce

• Cross-Functional Collaboration: Partner with People Relations & Governance team, Siemens Shared Service Team (GBS), P&O (HR) Business Partners, and other key stakeholders to ensure seamless delivery of P&O (HR) support across various functional areas. Identify gaps in P&O (HR) processes and collaborate cross-functionally to implement effective solutions

• Workforce Solutions & People Data Management: Collaborate with P&O (HR) site team to ensure data accuracy in HRIS systems, ensuring data integrity and compliance with P&O (HR) transactions. Interface with P&O Ecosystem and our Shared Service (GBS) teams to resolve any data or system integration issues

• Communication and HR Updates: Partner to facilitate clear and timely communication regarding HR policies, programs, and updates, ensuring employees are well-informed and up to date on important matters. This includes being the first HR “face” to employees during their onboarding and orientation

Qualifications

• Minimum Qualifications:

  • Bachelor’s degree in Human Resources, Business Administration, or related field, or equivalent experience

  • 5-7 years of experience in Human Resources within a manufacturing or distribution environment, with a strong focus on People Relations and Employee Relations

  • 3-5 years of experience demonstrating the ability to coach and guide managers on people relations, performance management, and conflict resolution

  • Ability to work primarily on site covering a second shift at times

  • Ability to maintain high levels of confidentiality and privacy, ensure protection of data, and demonstrate responsible use of data access

  • Authorized to work in the United States without need for sponsorship now or in the future

• Preferred Qualifications:

  • HR Certification (e.g., SHRM-CP, PHR) is a plus

  • Proven ability to build and maintain positive relationships through strong communication, interpersonal skills, and constructive conflict resolution

  • Strategic thinking: Ability to leverage data to influence decision-making, solve problems, and implement innovative HR solutions that align with business goals

  • Ability to handle multiple priorities and deliverables while effectively prioritizing to meet deadlines in a fast-paced environment

  • Strong communication and interpersonal skills, with the ability to foster trust and build positive relationships with employees at all levels

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VP, Workforce Dev.

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About the Company

In April 2022, Governor Kathy Hochul announced an investment of $350 million for workforce development, including the creation of the Office of Strategic Workforce Development (OSWD) within Empire State Development (ESD). This new division is charged with better aligning workforce development efforts with the needs and priorities of today's employers. This investment represents a decisive shift toward a state workforce development strategy that is laser-focused on connecting New Yorkers to quality, in-demand jobs in the state’s fastest-growing industries. Funding supports a $150 million workforce development grant program, administered by OSWD, that will support employer-driven, high skilled workforce training programs. Investments are focused on statewide priority industry sectors. Through OSWD, ESD is helping to create new economic opportunities for unemployed, underemployed and underrepresented workers, while simultaneously meeting the labor needs of the state’s highest-growth industry sectors.

About the Job

Lead the Office of Strategic Workforce Development (OSWD) development. Strategic planning and strategy development and deployment for statewide workforce development efforts aligned with Empire State Development’s (ESD) priority industry sectors. Oversee OSWD’s workforce development grant programs and develop new programs as required to continue to meet the needs of New York employers and job seekers. Work collaboratively with fellow NYS agencies on data collection and reporting for workforce development programs. Provide direct supervision of key functions and staff to market, award, and administer grant funds, creating a robust pipeline of industry-driven workforce development programs to fulfill the job needs in high-growth, high-skilled target industry sectors.

Responsibilities

• Provide visionary and hands-on leadership to direct ESD’s strategy on workforce development

• Represent ESD and NYS with employers and industry leaders across the state and regularly engage business and workforce development stakeholders in discussions on regional skills and occupation needs

• Deploy OSWD grant funding aligned with strategic priorities and goals

• Develop and deploy marketing and communication strategies to share OSWD opportunities to workforce development stakeholders across the state

• Lead and manage the development and marketing of program materials and information to business, industry, not-for-profit organizations, and other stakeholders

• Oversee the evaluation, monitoring and reporting of data for OSWD programs, and for the NYS agencies required to report to OSWD

• Lead the development of an annual report on OSWD programs, and state agency workforce program outcomes

• Work closely with the Regional Economic Development Councils (REDCs), regional and statewide economic and workforce development partners, and other NYS agencies to develop and deploy employer-driven workforce development models

• Scale best practices in workforce development across NYS, including but not limited to, those in training and education, deployment of wraparound services, and employer engagement

• Lead implementation of the One Network for Regional Advanced Manufacturing Partnerships (ON-RAMP) centers across Upstate New York with ESD and program staff

• Coordinate with the Governor’s Office of Semiconductor Expansion Management and Implementation (GO-SEMI) on workforce strategies for the semiconductor industry across NYS

• Build, maintain and strengthen relationships, alliances and partnerships with internal and external stakeholders including businesses, organizations that provide wraparound services, training and education providers, workforce investment boards, local governments, economic development entities, labor unions and industry associations, and philanthropic organizations. Have a solid understanding of ESD policies, procedures and programs and initiatives offered not only by ESD but other state agencies and connect constituents with relevant programs and services

• Work closely with the press office, web team and colleagues to ensure information is publicized and clearly communicated on the website and handle coordination of cross-promotion where applicable

• Managing OSWD budget and identifying additional hiring needs as they arise

• Maintain a working knowledge of industry and workforce development trends and make recommendations for continuous improvement

• Represent the ESD and State of New York as the head of its collaborative workforce development strategy

• Other duties as assigned

Qualifications

• Minimum Qualifications:

  • Bachelor’s degree required

  • 8+ years of full-time experience in the area of workforce development, adult and continuing education, training, or closely related field

  • Must have demonstrated understanding and command of workforce issues and policy

  • Demonstrated experience working with businesses to develop workforce programs; and experience in supervision and team-based management and experience managing a diverse group of projects and staff

• Preferred Qualifications:

  • Master’s degree preferred

  • 12 years of full-time experience in the area of workforce development, adult and continuing education, training or closely related field with experience in curriculum development leading and managing workforce development program contracts a plus (e.g., federally funded programs or WIOA program development and management)

  • Experience with developing and implementing marketing and communication plans and material

  • Prior experience with programs or activities associated with traditionally underrepresented groups

  • Experience in industry, particularly in a statewide priority industry or growing sector such as advanced manufacturing, technology, renewable energy, biotechnology and life sciences and an ability to translate industry workforce needs into programs

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Sr. Employee Rel. Specialist

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About the Company

At the City of Atlanta, we are passionate about building and improving our community. Our police officers, firefighters and building inspectors keep our citizens safe. Our Public Works staff keeps our City clean and helps maintain, build and improve our City’s infrastructure. Our City planners help envision and shape future City growth. Our Parks & Recreation professionals enhance our quality of life.

Our engineers help keep our drinking water clean, the largest airport in the world (by passenger volume) operating and our buildings maintained. Along with the host of Finance, Procurement, and Human Resources professionals whose support is vital, we are the City of Atlanta! If you are seeking a meaningful role where you can make a real difference improving and growing our City, we welcome you to explore the job opportunities we have to offer.

About the Job

The Employee Relations Specialist, Senior provides advice and consultation to HR business partners and Centers of Excellence in the areas of labor and employee relations. Supervision is received under the leadership of the Labor & Employee Relations Director.

Responsibilities

• Works with HR business partners, managers, and employees to identify and resolve employee issues in a manner consistent with policies, City Code, state and federal law

• Conducts administrative investigations, drafts report findings, counsels HR and management partners on subsequent actions

• Serves as an impartial third-party to review employee complaints and grievances beyond the assigned departmental chain of command

• Supports the OLER Director in advising managers and HR partners on the administration of MOUs with unions, and actively participates in maintaining a positive and collaborative relationship with unions

• Coordinates ethics hotline investigations

• Responds to EEOC charges; registering complaints, collecting information, conducting investigations as needed, preparing position statement responses

• Collaborates proactively with HR partners to drive a positive employee relations climate at all City of Atlanta locations

• Identifies opportunities for improvement and collaborates with HR partners in the implementation of improvements

• Develops and delivers training on a range of topics in support of Labor & Employee Relations and Diversity & Inclusion programs (discrimination/harassment prevention, performance management, communication, conflict resolution) and other modules geared toward proactively improving relationships between employees

• May provide general guidance and assistance to Employee Relations Specialist

• May perform other duties as assigned

Qualifications

• Minimum Qualifications:

  • Bachelor's degree in Human Resources, Business Administration, Criminal Justice, or related field

  • Three (3) or more years’ experience conducting workplace investigations and writing comprehensive investigative reports

  • Two (2) or more years’ experience providing consultation to managers and/or supervisors on appropriate interpretation of organizational policy and procedures in the areas of employee/management relations

• Preferred Qualifications:

  • Human Resources Licensures and Certifications

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HR Assistant II

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About the Company

Baltimore is the largest city in the U.S. state of Maryland, and the 29th-most populous city in the country. It was established by the Constitution of Maryland and is not part of any county; thus, it is the largest independent city in the United States. Baltimore has more public monuments than any other city per capita in the country and is home to some of the earliest National Register historic districts in the nation, including Fell's Point (1969), Federal Hill (1970) and Mount Vernon Place (1971). More than 65,000 properties, or roughly one in three buildings in the city, are listed on the National Register, more than any other city in the nation.

About the Job

The Circuit Court for Baltimore City is seeking a dynamic individual for the Human Resources Assistant II position. The position will assist with the functional duties and responsibilities in recruitment, personnel policies and procedures, compensation, benefits, and management of the electronic Workday system. The incumbent will report to the Human Resources Generalist II.

Responsibilities

• Assists in formulating and implementing administrative policies, practice procedures, and long-term goals of the Court

• Performs confidential and special projects, research, and prepares reports and correspondence for approval by Human Resources Generalist II

• Assists with advertising and posting of job vacancies, screening applications, notifying applicants, acknowledging receipt of applications/resumes, reviewing applications/resumes, and forwarding to appropriate departments for scheduling of interviews

• Assists in preparing and processing human resources letters, memoranda, reports, forms, and documents for all aspects of the Human Resources Management Program

• Assists in conducting exit interviews and ensures all necessary employment termination paperwork is completed to submit to Central Payroll (CP), DHR, and Employee Retirement Systems (ERS) divisions

• Maintains human resources files following policies and procedures

• Assists with updating and disseminating personnel policy changes and procedures to all Circuit Court employees

• Exercises sound independent judgment in screening mail, telephone calls, and visitors

• Performs other related duties as assigned

Qualifications

• Minimum Qualifications:

  • Associate of Arts degree from an accredited college or university

  • An equivalent combination of five (5) years of education and experience and two (2) years working in a confidential environment

• Knowledge & Skills:

  • Ability to utilize the Workday electronic system

  • Ability to utilize Microsoft Excel, PowerPoint, and Microsoft Applications

  • Ability to communicate effectively, both orally and in writing

  • Have strong organizational skills with a keen ability to prioritize and multitask

  • Ability to adhere to and meet deadlines

  • Have strong administrative and data management skills

  • Ability to perform with a high degree of independence and discretion

  • Ability to establish and maintain effective working relationships and use professionalism, tact, diplomacy, and competency in dealings with judges, attorneys, Court and professional personnel, etc.

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Market People Partner

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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

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Manager, Org Training Del.

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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)

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Exp. VP, People Analytics (HCG)

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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

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Exp. Analyst, Human Cap. Group

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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

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Exp. Sr. Associate, Benefits (HCG)

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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

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