Bi-Lingual HR Generalist

Human Resources Business Partner

Customer Service Specialist I

Account Manager III

Chief Human Resources Officer

Total Rewards Specialist ASC

ASC - Total Rewards Specialist

Product Specialist - Ultrasound Devices ( Sales)

HR Manager UK & Ireland

HR Advisor

Responsibilities: <ul><li>Incorporate best practices in developing, implementing, and executing processes related to recruiting, onboarding, policy administration, employee relations, performance management, payroll and benefits administration, employee development, and regulatory compliance, primarily for the Operations division.</li><li>Support performance management life cycle to include goal setting, mid-year, and annual performance reviews.</li><li>Consult with employees and plant leadership to raise and resolve minor workplace issues. Regularly assess the plant climate and employee engagement.</li><li>Make recommendations to improve and ensure a vibrant culture and good work environment.</li><li>Administrative HR duties include answering general employee questions, maintaining employee files, data entry, managing job descriptions, unemployment claims, employment verifications, and creating KPI dashboards/reports.</li><li>Respond to employee HR-related questions regarding benefits, paychecks, leave of absence, PTO, etc.&nbsp;</li><li>Coordinate onboarding for new employees, including temporary plant employees.</li><li>Create and conduct HR-related presentations such as supervisor training, Code of Conduct training, goal setting, and new hire orientation.</li><li>Led the Leave Administrative Process for our client regarding FMLA, Worker’s Comp, Personal leaves, military leaves, STD, and LTD; initiated leave cases and serve as a liaison between the company, employee, and our third-party leave administrator.</li><li>Assists with recruiting functions such as scheduling interviews, reviewing job openings, and reviewing resumes with hiring managers.</li><li>Reviews, maintains, and inputs employee data into UKG and runs regular reports to validate data entered into the system.</li></ul> Requirements: <ul><li>Minimum of five years of recent work experience as an HR Generalist, including two years in a manufacturing environment working with an hourly population</li><li>Strong knowledge of FMLA and workers comp laws</li><li>Bilingual fluency (English and Spanish) - Ability to read, write and speak</li><li>Proficient in PC skills, including Word, Excel, and PowerPoint</li><li>Ability to travel as needed to support business client groups (Approximately 25% domestic travel, which may require overnight stays)</li></ul> Education: <ul><li>BS or BA degree in human resources, business, or related field</li></ul>

Responsibilities: Organizational Effectiveness: <ul><li>Direct and ensure the successful delivery of HR services required to drive business imperatives within an assigned geographical region, proactively identifying and resolving issues to achieve HR operational excellence through a Continuous Improvement Program.</li><li>Support organizational design, strategic workforce planning, change management, and footprint restructuring, initiatives in partnership with HR Business Partners within a site, country, or region.</li><li>Analyze business trends and metrics to develop proactive organizational and talent actions that ensure profitable growth, thinking systematically about the future of the workforce.</li><li>Collaborate closely with the global human resources community to build linkages, improve processes, share best practices, and champion a unified HR model.</li></ul> Talent: <ul><li>Manage and monitor the performance of talent management processes, providing appropriate data insights through HR metrics and analysis.</li><li>Understand business cycles and the talent needs of the organization to develop human capital strategies that build workforce capability to meet business unit goals.</li><li>Assess talent to enhance capabilities and leadership skills within sites, countries, or regions, aligning with business units.</li><li>Partner with and coach managers/supervisors to develop and execute strategies aligned with organizational and business priorities.</li><li>Manage recruiting and staffing initiatives, counsel managers on final selections and compensation, and consult with leaders for talent planning and career development.</li></ul> Requirements: <ul><li>Educational Degree: Bachelor’s degree or equivalent in management, human resources, or related fields.</li><li>Professional Experience: 7-10 years in a similar position, preferably within a manufacturing environment, especially in the automotive or production industry.</li></ul> Special Qualifications, Knowledge &amp; Skills: <ul><li>Ability to multi-task and work efficiently in a fast-paced, international matrix organization.</li><li>HR management tools</li><li>Personnel evaluation techniques</li><li>Local regulation (Morocco)</li><li>Problem solving techniques ..</li><li>Languages: French, English &amp; Arabic.</li></ul> Key Competencies: <ul><li>Leading /Managing and Measuring Work, Motivating Others, Customer Focus, Organizational Agility, People Development, Process Management, Managerial Courage and Coach/Influencer.</li></ul> Other Information: <ul><li>Drive organizational culture towards core values and business units vision, enabling site initiatives to unleash people’s potential through development and inclusion.</li></ul>

Responsibilities: Quote and Order Management: <ul><li>Interface with Customers for Quote request or Price inquiries and approval</li><li>Submit quotation request for pricing team approval.</li><li>Sales order entry, order confirmation &amp; expediting orders.</li><li>Order change and backlog price adjustment</li><li>On-going Backlog Management</li><li>Shipment release and follow up</li><li>Report and support past due backlog reduction</li><li>NPI - follow up with PM/Plant/Finance for part master and cost setup</li><li>Handle Sample order</li><li>Process RMA / Goods replacement</li></ul> Customer Service: <ul><li>Handle customer enquiries &amp; complaints. Investigate and work with other departments to resolve customer issues in a timely manner.</li><li>Emails/Conference calls / Customer and company Plant Visits for critical delivery issues, expedition or projects.</li><li>Work out solutions on Customer’s special requirements, such as label, Customs process, packing &amp; etc.</li><li>NPS/VOC/Customer Service Survey Improvement Process. Identify and work on corrective actions to recurring issues.</li></ul> Customer Supply Chain Management: <ul><li>Initiate Stock Requisition for customer advance order or buffer stock.</li><li>Work with Planning team on capacity adjustment in order to fulfill Customer’s demands</li><li>Consignment Stock Management/ Customer demand forecast monitoring and accuracy analysis</li><li>Manage customer forecast/demand and inventory level, work with Supply Chain to fulfill customer demand.</li><li>Negotiate with Customer for VMI liability and deadstock compensation.</li><li>Resolve logistics and custom issues with relevant functions</li></ul> Customer Credit and Billing Management: <ul><li>Billing attainment</li><li>Follow up queries with Account Receivable</li><li>Coordinate with Finance and Customer to solve pass due invoices issue</li><li>Manage customer credit status &amp; escalate for any abnormal status</li><li>Apply credit release</li><li>Process Credit note / Debit Note</li></ul>&nbsp;Requirements: <ul><li>Customer Focus.</li><li>Excellent communication skill. Able to interact with internal and external partners.</li><li>Problem solving skills</li><li>Team player with positive attitude.</li><li>Proactive, responsible and takes ownership of issues.</li><li>Able to work under pressure.</li><li>Self-motivated, independent and able to work with minimum supervision</li><li>Sense of urgency, analytical and able to multi-task under fast paced environment.</li></ul>

Responsibilities: <ul><li>Global primary interface and contact point: Serve as the primary interface between the customer and company, develop and maintain a good trusting relationship with the customer to position company as a strategic partner.</li><li>Cross functional and regional collaboration: Globally manage the escalation from client and company internal, work closely with internal teams such as regional sales, FAE, pricing, customer support and operation to ensure seamless delivery of products or services to the global footprint of client.</li><li>Interlock with OEM teams: Coordinate with multiple of OEM teams to have the strategic alignment and execution for the significant OEMs and projects to maximize company revenue and market share globally.</li><li>Lead the pricing and contract negotiations: Lead and finalize the negotiation of ODM quotation, QBR pricing and contract terms to achieve mutual beneficial outcomes for both of TE and client.</li><li>Develop and implement account plans: Regular monitoring and analyzing the account performance metrics, keep abreast of market trends, competitor activities and industry developments, providing insights and leadership to the internal co-workers. Developing strategic account plan to identify the key opportunities for business growth, addressing customer objectives and aligning company solutions and services accordingly.&nbsp;</li></ul> Requirements: <ul><li>Bachelor’s degree or above</li><li>At least 5 years of working experiences on sales or customer facing roles in the interconnect industry or in OEM/ODM</li><li>Must understand OEM/ODM business model and the culture of the industry</li><li>Excellent communication skills with the proactive approach to influence and build credible relationships with cross functional/regional teams inside and outside of company</li><li>Capable of working independently with minimal supervision to take ownership of and maintain progress on multiple tasks</li><li>Good command of English</li><li>Team player, Proactive, Self-disciplined, Multi-tasking, Problem solving</li><li>Ability to work under stress and in a fast-paced environment</li></ul>

Responsibilities: Strategic Recruiting:&nbsp; <ul><li>Develop and implement a strategically aligned manpower plan for both the Corporate Office and Field Workforce that supports Signpost &amp; subsidiaries business goals.</li><li>Lead the recruitment of high-quality talent across hierarchies with transparent processes, ensuring alignment with desired backgrounds, qualifications, and cultural compatibility. Create talent spotting platforms to minimize the need for external recruiters, reducing time-to-fill.</li><li>Develop differentiated approaches between Corporate and Field workforce recruitment, optimizing people utilization across the organization and eliminating wastage and duplication.</li><li>Foster a new-age work ethos, considering the future of work challenges.</li></ul> Employee Relations: <ul><li>Enhance HR processes and programs to support internal balance and harmony.</li><li>Provide proactive guidance on employee relations to resolve issues and ensure compliance with organizational policies.</li><li>Implement programs and policies that attract and retain talent, driving high productivity and morale.</li><li>Stay updated on local and state legislation affecting HR practices, training management, and ensuring company policies are compliant.</li><li>Design and coordinate benefits, compensation, and rewards programs that are transparent, principle-based, and aligned with market best practices.</li><li>Assist with special projects as necessary.</li></ul> Employee Communications: <ul><li>Support HR communication efforts across the organization.</li><li>Assist managers and executives in maximizing employee understanding of business goals, projects, and policies.</li><li>Set standards for the content, distribution, and timeliness of employee communication materials.</li></ul> Training and Development: <ul><li>Operationalize performance management and feedback tools that support business strategies and values.</li><li>Facilitate succession planning processes at the regional and HO levels across hierarchies.</li><li>Oversee individual development plans, focusing on the leadership group.</li><li>Identify rising stars and ensure adequate gap planning.</li><li>Promote intra-region and internal company transfers to support development action plans.</li><li>Monitor employee progression within the organization, providing career counseling and development planning.</li><li>Identify training and development needs through needs analysis based on organization results, job requirements, and current trends.</li><li>Provide leadership, orientation, new manager training, and sexual harassment awareness training.</li><li>Manage processes to ensure performance and pay/reward/recognition programs are appropriately linked.</li></ul> Performance Management: <ul><li>Drive performance management across the organization.</li><li>Facilitate goal setting and performance expectations.</li><li>Ensure evaluations comply with company standards, differentiate performance, and support meritocracy.</li><li>Actively manage, coach, and address underperformers.</li></ul> Mergers &amp; Acquisitions: <ul><li>Serve as the HR strategist for mergers and acquisitions, assisting with due diligence, decision-making, and communications.</li><li>Ensure consistent employee communications and smooth integration during M&amp;A activities.</li><li>Lead the assimilation of newly acquired executives.</li><li>Conduct talent assessments for new acquisitions.</li></ul> Requirements: <ul><li>20+ years as a Human Resources professional, preferably in a management role.</li><li>MBA/PGDM in HR/Industrial Relations.</li><li>Experience in large-format, people-intensive service organizations such as telecom, ITES, or e-commerce.</li><li>Knowledge of Human Resources management principles.</li><li>Core competencies in Employee Relations, Leadership Development, and Recruitment</li></ul>

Responsibilities: <ul><li>Develop, implement, and manage competitive compensation programs, including salary structures, incentive plans, and equity programs.</li><li>Develop and implement comprehensive HR harmonization strategy that align HR practices, policies, and procedures across organizations.&nbsp;</li><li>Conduct pre-M&amp;A due-diligence on HR related matters, including employee contracts, compensation, benefits, and compliance issues, and identify potential risks and liabilities.</li><li>Oversee and manage employee benefits programs such as health insurance, retirement plans, wellness programs, and other benefits that support employee well-being.</li><li>Conduct regular market analysis to ensure compensation, benefits, and HR Policies are competitive and aligned with industry benchmarks.</li><li>Develop clear communication strategies pertaining to compensation and benefits programs and associated policies.</li><li>Ensure that all compensation and benefits programs comply with legal requirements and industry standards.</li><li>Manage relationships with external compensation and benefits providers/consultants, develop required scope of work, and negotiate contracts to ensure cost-effective solutions.</li><li>Analyze compensation and benefits data to monitor trends and make recommendations for program improvements.</li><li>Provide guidance and support to Personnel Dept. and HR Business Partners regarding compensation, benefits, and policies addressing any concerns or questions.</li><li>Review and develop revisions for compensation, benefits, and HR policies to reflect any required legal changes</li><li>Prepare reports and presentations on compensation, benefits, and HR policy metrics for senior management, providing insights and recommendations for strategic decisions.</li></ul> Requirements: <ul><li>Bachelors degree in Human Resources, Business Administration, Economics, Finance, or a closely related discipline or a combination of disciplines from a recognized and approved program.</li><li>MBA and/or Master’s degree is preferred in related fields.</li><li>At least five years of experience in total rewards, compensation, and benefits, preferably in a corporate environment with experience in HR Due diligence analysis associated with pre/post mergers and acquisitions is preferred.</li></ul>

Responsibilities: Duties may include, but are not limited to, the following: <ul><li>Develop, implement, and manage competitive compensation programs, including salary structures, incentive plans, and equity programs.</li><li>Develop and implement comprehensive HR harmonization strategy that align HR practices, policies, and procedures across organizations.</li><li>Conduct pre-M&amp;A due-diligence on HR related matters, including employee contracts, compensation, benefits, and compliance issues, and identify potential risks and liabilities.</li><li>Oversee and manage employee benefits programs such as health insurance, retirement plans, wellness programs, and other benefits that support employee well-being.</li><li>Conduct regular market analysis to ensure compensation, benefits, and HR Policies are competitive and aligned with industry benchmarks.</li><li>Develop clear communication strategies pertaining to compensation and benefits programs and associated policies.</li><li>Ensure that all compensation and benefits programs comply with legal requirements and industry standards.</li><li>Manage relationships with external compensation and benefits providers/consultants, develop required scope of work, and negotiate contracts to ensure cost-effective solutions.</li><li>Analyze compensation and benefits data to monitor trends and make recommendations for program improvements.</li><li>Provide guidance and support to Personnel Dept. and HR Business Partners regarding compensation, benefits, and policies addressing any concerns or questions.</li><li>Review and develop revisions for compensation, benefits, and HR policies to reflect any required legal changes</li><li>Prepare reports and presentations on compensation, benefits, and HR policy metrics for senior management, providing insights and recommendations for strategic decisions.</li></ul> Requirements: <ul><li>Bachelors degree in Human Resources, Business Administration, Economics, Finance, or a closely related discipline or a combination of disciplines from a recognized and approved program.</li><li>MBA and/or Master’s degree is preferred in related fields.</li><li>At least five years of experience in total rewards, compensation, and benefits, preferably in a corporate environment with exp</li></ul>

Job Description / Responsibilities:- Promoting the products and generating business- Achieving assigned area and brand-wise sales targets- Conducting activities and programs as per company strategy—Product demonstrations, symposiums, CMEs, etc. to generate revenues- Maintaining excellent relationships with all leading customers in the area- Promoting, positioning, and selling existing brands of Wellesta- Ensuring full placement of products in the entire market- Increasing market reach and visibility- Conducting doctors' meets- Organizing educational training programs and other marketing activities- Obtaining necessary government approvals for product demonstrations- Following up with customers to resolve any issues and ensure satisfaction Desired Profile of the Candidate- Hard worker with good market knowledge- Self-starter with initiative and result-oriented- Positive attitude- Good communication & documentation skills- Good analytical & interpersonal skills- Committed & ambitious, ready to take challenging responsibilities Minimum Experience:- Exposure to sales & marketing of ultrasound devices- Minimum 3 years in the pharma industry, with at least 1 year in medical devices sales Compensation Offered:- In line with industry standards, flexible depending on specific skill sets and experiences of the candidate. Product: Ultrasound Machine Important: Must be aware of PCPNDT law

Role Description:This is an exciting role within a global organization that allows the freedom to make a difference whilst at the same time has very accessible support at a European and global level.To provide employees and managers with expert HR advice and support both operationally and strategically, complying with UK and Ireland practices and legislation in an international working environment.Supporting around 300 employees in specific Divisions and Business Units across the UK and Ireland, this position provides a consistent experience and harmonised approach throughout the employee lifecycle.The HR function is constantly evolving to align with the employee experience, expectations, legislation and technology.Whilst undertaking a broad range of HR related tasks, identifies and drives opportunities to attract and retain talent, affect business results, and support strategic initiatives. Makes recommendations and delivers in accordance with local, European and global HR strategies.Responsibilities:Provides strategic guidance for organizational development and redesign activities as well as manages change management and actions arising.Handles employee relations and employment issues such as complaints or disciplinary actions in accordance with local legislation.Collaborates with legal and compliance teams to ensure HR practices align with local country regulations.Delivers advice and guidance to employees and managers on a variety of topics during the employment life cycle including:Organizational design and developmentOnboarding and offboardingCompensation and BenefitsEmployee EngagementPartners with HR Centre’s of Excellence (CoE) e.g., Talent Acquisition, Talent Development and PayrollSupports and drives HR projects and initiatives.HR case management system (Workday):Responding to employee requests within global SLA’sFollowing up with Centre’s of Excellence (CoE) as appropriate e.g., Payroll, Compensation & Benefits, HR IS etc.Creating and maintaining HR “articles” to improve our CxP (Colleague Experience Promise) encouraging employees and managers to self-serve.HCM (Workday) approvals and associated actions including:New position requests.New hire processCompensation changes.Job changes e.g., promotions, lateral movesData changes e.g., changes to hours of workTerminationsRequirements: EducationDegree or equivalent in human resources, business management or relevant subject.ExperienceProven operational and strategic HR experience within a similar role.Solid knowledge of employment legislation is essential.Previously worked within a global company with a UK and Ireland remit.Working within the technology industry or professional services is advantageous.Previous experience of working within a complex matrix organization and with senior leaders is an advantage.Experience of managing projects, implementing organizational change within a global context.Working with an HCM is essential, preferably Workday.Competent with the MS Office suite.Attributes:Actively ensures knowledge of HR practices and regulations in the UK and Ireland is up to date.Always maintains confidentiality and acts with personal and professional integrity.Builds credible relationships with stakeholders through trust, teamwork and leadership.Consistently demonstrates impartiality in daily activities, behaviors, and decisions.Demonstrates courage to do what’s right and able to challenge the status quo and perspectives of others.Demonstrates an ability to work well under pressure with competing priorities, managing deadlines to deliver on objectives and commitments.Works well independently as well as being part of a small team.Utilizes highly developed verbal and written communication skills.

Responsibilities:Manage workforce planning and reporting:Candidate is expected to bring external insights in order to enhance the existing processes.Therefore, experience in strategic workforce planning is required, preferably within a similar sized organization.Understanding of the current external market on skills and competencies.Candidate will support with organization and job evaluations.Requirements:Candidate should have experience with Success Factors, particularly with regards to reporting functionality.Candidate should have strong numerical ability and be familiar with labour budget processes. this will require expertise with Excel.Reporting and analytical skills, experience in predictive analytics esp. on workforce planning.Familiarity with KornFerry/Hays job evaluations is required, certification is a plus.Candidate will support with Compensation & Benefits activities.Familiarity with rewards practices and processes is advantageous.Flexibility within the team is expected. Therefore a candidate with some previous broader HR experience is preferable.Bachelors degree in HR or business related area is required.Expertise with Excel and Power BI is required.Certifications related to workforce planning, job evaluations and/or HR are a plus.Experience in managing workforce planning and reporting processes is required.Experience with SuccessFactors for reporting is preferable.Experience with compensation & benefits and/or other HR areas is advantageous.Experience in consultancy is a plus.

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15 workers compensation Jobs found

Bi-Lingual HR Generalist

Human Resources Business Partner

Customer Service Specialist I

Account Manager III

Chief Human Resources Officer

Total Rewards Specialist ASC

ASC - Total Rewards Specialist

Product Specialist - Ultrasound Devices ( Sales)

HR Manager UK & Ireland

HR Advisor

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15 workers compensation Jobs found

Bi-Lingual HR Generalist

Human Resources Business Partner

Customer Service Specialist I

Account Manager III

Chief Human Resources Officer

Total Rewards Specialist ASC

ASC - Total Rewards Specialist

Product Specialist - Ultrasound Devices ( Sales)

HR Manager UK & Ireland

HR Advisor

WhiteCrow WhiteCrow is on a mission to connect companies with the best talent across the globe.

EMPLOYER

TALENT

COMPANY

Contact Us

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WhiteCrow
WhiteCrow is on a mission to connect companies with the best talent across the globe.