Sr. Manager, L&D
Designs comprehensive L&D programs for the, focusing on on-boarding, professional development, and leadership training, ensuring consistency
Partners with leadership to identify development needs, creates and executes training calendars, and measures program effectiveness
Manages vendor relationships, oversees the L&D budget, and collaborates with global peers, while also leading and mentoring a team in a virtual environment
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
VP, Total Rewards
Develops comprehensive total rewards strategies, ensuring competitive compensation, benefits, and recognition programs to attract and retain top talent
Oversees the design, implementation, and administration of all total rewards programs, ensuring compliance and effectiveness in supporting goals
Analyzes market trends & internal data to optimize total rewards offerings, drives continuous improvement and ensures alignment with the Red Cross's mission
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.
Compensation Manager
Manages compensation strategies, processes, and protocols, ensuring competitive and equitable pay practices aligned with organizational goals
Collaborates with HR and other departments to maintain consistency, compliance, and smooth operations within the compensation department
Develops compensation plans, conducts market analyses, oversees job evaluations, and ensures regulatory compliance
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.
People Relations Advisor
Resolves conflicts, conducts investigations, and fosters a respectful environment, serving as the primary contact for employee and management inquiries
Interprets and applies HR policies consistently, providing coaching on performance management and promoting positive employee engagement
Maintains HRIS data integrity, collaborates with cross-functional teams, and facilitates clear communication of HR updates, especially in a unionized setting
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
Sr. Employee Rel. Specialist
Provides consultation on labor and employee relations to HR business partners and Centers of Excellence, ensuring compliance with policies, city code, and laws
Conducts impartial investigations of employee complaints and grievances, drafts reports, and counsels HR and management on appropriate actions
Supports MOU administration with unions, coordinates ethics hotline investigations, responds to EEOC charges, and develops/delivers training
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
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