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Senior Director, Talent Management Experience Design

About Summary:Lead and innovate enterprise talent management strategies. This role involves designing processes for succession management, performance management, and career development. As a key member of the Talent Design Leadership team, enhance the employee experience across the talent lifecycle. Requires close collaboration with HR and business leaders to ensure talent strategies align with business goals, driving the attraction, retention, and motivation of top talent.Primary Duties & Responsibilities: Talent Strategy Design:
Lead the design, build, and continuously improve talent management strategies for key employees, ensuring alignment with the present and future needs of the business.
Career Path Strategy:
Develop comprehensive career path strategies to enhance employee engagement, retention, and career growth across the enterprise.
Process Design:
Collaborate with HR and business stakeholders to design succession management, talent reviews, performance management, and goal-setting processes.
HiPo Development:
Partner with Learning Experience Design to create development opportunities for high-potential employees, preparing new and experienced managers to build a leadership pipeline aligned with corporate philosophy.
Assessment Solutions:
Work with talent planning, talent consulting, business partners, and Business HR to lead the design and implement assessment and evaluation solutions.
Governance:
Define and manage governance to ensure Talent Management & Assessment approaches comply with legal requirements and professional standards.

Talent Analytics:
Utilize talent analytics and success metrics to evaluate program viability, gather improvement insights, and track progress.
Team Leadership:
Recruit and hire top talent, foster team collaboration, and provide career growth opportunities.
Qualifications:Education:
Bachelor’s degree in Human Resources, Business Administration, or a related field; a master’s degree or MBA is strongly preferred.
Experience:
Minimum of 5 years of experience in talent management, learning, and development, or a related field with a focus on high-impact, innovative initiatives.
Skills:
Exceptional strategic thinking, analytical, leadership, and project management skills.
Communication:
Outstanding communication and interpersonal abilities with the ability to influence and partner with senior executives.
HR Analytics:
Proficiency in HR analytics and emerging HR technologies.
Business Acumen:
Strong business acumen with the ability to align talent design strategies with business goals.
Human-Centered Design:
Strong understanding of human-centered design principles and methodologies.
Analytical Skills:
Excellent analytical skills with the ability to interpret data and translate insights into actionable plans.
HR Technology:
Knowledge of HR technology and systems to optimize employee experience delivery.
#LI-HybridCompensation Range:Pay Range - Start:$112,210.00
Pay Range - End:$208,390.00
Geographic Specific Pay Structure:We believe in fairness and transparency. It’s why we share the salary range for most of our roles. However, final salaries are based on a number of factors, including the skills and experience of the candidate; the current market; location of the candidate; and other factors uncovered in the hiring process. The standard pay structure is listed but if you’re living in California, New York City or other eligible location, geographic specific pay structures, compensation and benefits could be applicable, click
here
to learn more.Grow your career with a best-in-class company that puts our clients' interests at the center of all we do. Get started now!Northwestern Mutual is an
equal opportunity employer
who welcomes and encourages diversity in the workforce. We are committed to creating and maintaining an environment in which each employee can contribute creative ideas, seek challenges, assume leadership and continue to focus on meeting and exceeding business and personal objectives.FIND YOUR FUTURE
We’re excited about the potential people bring to Northwestern Mutual. You can grow your career here while enjoying first-class perks, benefits, and our commitment to a culture of belonging.Flexible work schedulesConcierge serviceComprehensive benefitsEmployee resource groupsPandoLogic. Category:Human Resources, Keywords:Director of Talent Management, Location:Milwaukee, WI-53205Nice-to-have skills

HR Analytics

• Wisconsin, United States

Work experience

HR

Languages

English

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Associate Talent Management Director page is loaded# Associate Talent Management Directorremote type: Hybrid (8 days/month)locations: USA - Riverwoods, IL: USA - Chicago, IL, West Adams St: USA - Indianapolis, INtime type: Full timeposted on: Posted Todayjob requisition id: R The Talent Management Associate Director partners with their respective Division HRVP and the HR business partner team to establish, operationalize, drive, and manage the Division talent strategy. This role partners with business leaders and human resources business partners to create results-driven talent management outcomes to meet current and future business needs while driving innovation in talent solutions. The role serves as a strategic partner and trusted advisor to the division leadership regarding talent strategies, solutions & risk mitigation. They will partner with the business leaders and HRBPs to drive outcomes in talent reviews, succession planning, performance management, development planning, executive coaching and assessments, and mentoring. engagement & belonging. This role takes the Division talent needs and articulates these needs and priorities in the Division and to the Global Talent COE.**Essential Duties and responsibilities***Key Responsibilities*** Partner with the Division and LOB team to establish, drive, and manage the Division talent agenda in alignment with the Wolters Kluwer talent strategy and priorities.* Partner with the Analytics COE to analyze metrics and qualitative data to provide insights to short and long-term talent needs and to measure the effectiveness of our DEIB and talent processes* Support scaled implementation of core talent processes (goal setting and performance management, talent review and succession planning, engagement & belonging action planning, etc.) and improve talent outcomes.* In partnership with the Division HRVP, manage Division-wide talent brokering for director and executive roles. Collaborate with recruitment to utilize talent management insights and data to support talent searches.* Shape and deliver an integrated Division plan for improving Engagement and Belonging.* Define and prioritize capabilities needed as input into the enterprise talent strategy.* Articulate Division talent priorities and issues to Global Talent COE* Manage at least one significant global talent initiative/process in a given calendar year* Support HR and business leaders in building a talent culture across the division* Guide HR Business Partners and hiring managers in creating, fostering, and sustaining internal and external strategies that support a diverse talent pipeline.* Ensures that development plans are in place to support succession planning in accordance with Wolters Kluwer global talent practices that leverage the breadth of capabilities and fulfill the talent requirements of long-term plans.**Other Duties*** Build a strong network with HR leaders, LOB and Market colleagues, COEs, and HRIS* Performs other duties as assigned by supervisor.**Job Qualifications*** Bachelor’s degree required, preferably in human resources or organizational leadership**Experience*** 7+ years of related HR experience in a public corporation* A proven track record of driving positive talent outcomes, supporting employee engagement, and understanding of business strategy.* Proven ability to successfully navigate large, global, corporate organizations building sponsorship and support across diverse stakeholder groups* Proven track record of successfully managing and delivering talent projects on schedule and on budget based on a structured approach to defining scope and requirements, developing project plans, managing issues/risks, monitoring project outcomes, and managing change* Demonstrate organizational agility in dealing with multiple internal stakeholders and partners**Other Knowledge, Skills, Abilities or Certifications*** Strategic thinker with strong business acumen able to understand the “big picture”, operationalize concepts/ideas, anticipate risks and issues, and prioritize and manage action plans to deliver successful outcomes in a fast-paced environment* Strong critical thinking and data analytical skills; able to interpret, evaluate, and analyze facts and information available, establish options, and make informed decisions* Deep functional expertise in at least two disciplines of HR (e.g., Talent Management, Learning and Development, Organizational Design/Development, HR business partner, Change Management, etc.)* Successfully navigates and manages change; communicates change effectively and completely, role models effective behaviors, builds commitment and overcomes resistance, and monitors transition and results* Demonstrated ability to effectively communicate complex, difficult, and/or sensitive information with a high degree of self-confidence* Strong political awareness and organizational agility; able to adjust communication style to any audience* Strong project management and organization skills with an ability to prioritize in an ever-changing, global environment* Highly collaborative; excellent interpersonal skills with an ability to work across the organization at all levels and “push” for results without alienating colleagues; builds a strong internal and external network of personal relationships to identify issues and opportunities* Strong written and verbal communication skills with an ability to deliver recommendations persuasively and efficiently to a variety of HR and business stakeholders* Highly proficient in the Microsoft Office suite, particularly MS Word, MS Excel, and MS PowerPoint.**Travel requirements*** Ability to travel approximately 25% of the time.**Physical Demands*** Normal office environment*Applicants may be required to appear onsite at a Wolters Kluwer office as part of the recruitment process.***Compensation:**Target salary range CA, CT, CO, DC, HI, IL, MD, MN, NY, RI, WA: $153,200 - $216,850**Wolters Kluwer reported 2023 annual revenues of €5.6 billion. The group serves customers in over 180 countries, maintains operations in over 40 countries, and employs approximately 21,400 people worldwide.**Our customers work in industries which impact the lives of millions of people every single day. Our mission is to empower our professional customers with the information, software solutions, and services they need to make critical decisions, achieve successful outcomes, and save time.Our expert solutions combine deep domain knowledge with technology to deliver both content and workflow automation to drive improved outcomes and productivity for our customers.We are committed to helping professionals improve the way they do business and solve complex problems with our range of digital solutions and services, which we continuously evolve to meet their changing needs. Our 188-year legacy and portfolio represent thousands of customers worldwide.For more information about our solutions and organization, visit , follow us on , , and .At Wolters Kluwer, you’ll feel valued for your contributions, and you’ll know that your health, safety, and well-being are important to us. Our well-being benefits provide tools, programs, and resources to help our diverse employees feel healthy, happy, safe, and prosperous.In 2024 we were awarded Ragan’s Top Places to Work for Employee Wellbeing: Large Organization, in recognition of our commitment to maintaining and enhancing the well-being of our colleagues through our ‘Together we thrive’ well-being program.
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Vice President Talent Management page is loaded# Vice President Talent Managementlocations: New York, NYtime type: Full timeposted on: Posted Yesterdayjob requisition id: JR **How you move is why we’re here. Now more than ever.**Get back to what you need and love to do. The possibilities are endless. Now more than ever, our guiding principles are helping us in our search for exceptional talent - candidates who align with our unique workplace culture and who want to maximize the abundant opportunities for growth and success. If this describes you then let’s talk! HSS is consistently among the top-ranked hospitals for orthopedics and rheumatology by U.S. News & World Report. As a recipient of the Magnet Award for Nursing Excellence, HSS was the first hospital in New York City to receive the distinguished designation. Whether you are early in your career or an expert in your field, you will find HSS an innovative, supportive and inclusive environment.Working with colleagues who love what they do and are deeply committed to our Mission, you too can be part of our transformation across the enterprise.**Emp Status**Regular Full time**Work Shift***Compensation Range**The base pay scale for this position is $330,000.00 - $375,000.00. In addition, this position will be eligible for additional benefits consistent with the role. The salary of the finalist selected for this role will be determined based on various factors, including but not limited to: scope of role, level of experience, education, accomplishments, internal equity, budget, and subject to Fair Market Value evaluation. The hiring range listed is a good faith determination of potential compensation at the time of this job advertisement and may be modified in the future.# **What you will be doing**The Vice President (VP), Talent Management is a senior HR leader responsible for designing, evaluating, and executing enterprise-wide talent strategies that strengthen organizational capability, accelerate leadership development, and ensure a robust pipeline of future-ready talent.Reporting to the Chief Human Resources Officer (CHRO), the VP serves as a trusted member of the HR leadership team and collaborates with executives and business leaders across the enterprise to align talent practices with organizational priorities and culture. This role leads all aspects of performance management, learning and development, succession planning, and leadership capability building.As this is a pivotal role, the VP will not only deliver and scale enterprise talent practices but also critically evaluate and benchmark current processes, identify opportunities for improvement, and implement best-in-class frameworks. They will also be responsible for building the organizational learning strategy, ensuring local training**Position Accountabilities/Competencies include:***Talent Strategy & Planning*** Partner with the CHRO and senior leadership to define, evaluate, and implement a comprehensive enterprise talent strategy that supports business growth, culture, and workforce transformation.* Use workforce analytics, benchmarking, and external trends to continuously assess and improve talent practices.* Leverage Workday and other HR technologies to enhance reporting, forecasting, and workforce planning capabilities.**Performance Management & Capability Building*** Lead, evaluate, and continuously improve enterprise performance management processes that drive accountability, continuous feedback, and employee growth.* Benchmark existing performance management practices against best-in-class organizations and recommend improvements.* Define organizational capabilities critical to success and embed them into talent programs, assessments, and leadership models.* Ensure performance management practices are optimized and technology-enabled through Workday capabilities.**Succession Planning & Leadership Development*** Establish robust succession planning frameworks to ensure a strong and diverse leadership pipeline.* Design and oversee talent calibrations and leadership development programs for executives, high-potentials, and emerging leaders.* Use data-driven insights to monitor progress and identify leadership readiness gaps.**Learning & Development Programs*** Lead the evaluation and design of a centralized enterprise learning framework that integrates organizational training teams (e.g., nursing education, functional training) into a cohesive HR-led career framework with defined career paths.* Oversee the Learning & Development function, ensuring programs are scalable, innovative, and aligned with business needs.* Embed continuous learning practices across the organization to support agility, innovation, and career growth.* Use benchmarking and analytics to assess learning effectiveness, adoption, and business impact.**Stakeholder Engagement & Governance*** Collaborate with executives and leaders across the enterprise to embed talent practices into business routines.* Provide thought leadership and counsel on succession, capability building, and workforce development.* Ensure governance, equity, and consistency in all talent management processes, leveraging Workday for transparency and accountability.* Model a self-starter approach—proactively identifying opportunities, recommending solutions, and driving execution with minimal reliance on direction.**Job Qualifications*** Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field; Master’s degree preferred.* 15+ years of progressive HR and talent management experience, including leadership of enterprise-wide initiatives.* Proven success in designing, evaluating, and implementing talent strategies that improve business performance.* Expertise in performance management, succession planning, leadership development, and enterprise learning strategy.* Demonstrated Workday expertise (Talent, Performance, Learning, and Succession modules strongly preferred).* Strong data and analytics orientation—able to use workforce insights, benchmarking, and predictive modeling to inform decisions.* Exceptional executive presence, communication, and change leadership skills, with the ability to influence at the C-suite level.* Recognized self-starter with the ability to operate independently, anticipate organizational needs, and deliver results in a fast-paced, complex environment.**Non-Discrimination Policy** Hospital for Special Surgery is committed to providing high quality care and skilled, compassionate, reliable service to our community in a safe and healing environment. Consistent with this commitment, Hospital for Special Surgery provides care, admits, and treats patients and provides all services without regard to age, race, color, creed, ethnicity, religion, national origin, culture, language, physical or mental disability, socioeconomic status, veteran or military status, marital status, sex, sexual orientation, gender identity or expression, or any other basis prohibited by federal, state, or local law or by accreditation standards.Our patients say it best: We receive consistently high ratings from our patients for the quality of our doctors and our hospital. More than 3,000 have shared their experience in their own words.# Get In TouchIntroduce yourself to our recruiters and we'll get in touch if there's a role that seems like a good match.
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Job Description

Job Description

Liberty Group is a collaborative team of advisors and financial planners, supported by a dedicated group of client service and operations professionals. Together, we share a common goal—helping our clients achieve the retirement they’ve always envisioned. With an average of over 30 years of industry experience, we bring deep knowledge, perspective, and a genuine passion for guiding clients through every stage of their financial journey. Our culture values teamwork, integrity, and long-term relationships—both with our clients and within our team.

Job Summary :

We’re looking for an HR Specialist who thrives on supporting people and processes. You’ll help with recruiting, onboarding, benefits, and employee records, while keeping our workplace compliant, efficient, and engaging. Strong organizational skills and a passion for fostering a positive team culture are key.

Key Responsibilities:

• Assist with full-cycle recruitment, including job postings, screening resumes, scheduling interviews, I-9 verification, and conducting reference checks.
• Support new hire onboarding and orientation programs.
• Maintain and update employee records in HR systems and personnel files.
• Help administer employee benefits, payroll processing, and leave tracking.
• Assist in organizing employee engagement activities and training sessions.
• Respond to general HR inquiries from employees and management.
• Support compliance with labor laws and company policies.
• Participate in HR projects, annual policy reviews, and process improvement initiatives as needed.
• Input HR-related data and compile standard reports for annual reviews.
• Assist in the creation and maintenance of human resources forms, documents, and the employee handbook.

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field.
• 2-4 years of experience in HR, recruiting, or administrative support (internships or coursework preferred).
• Basic knowledge of HR functions, employment laws, and best practices.
• Strong interpersonal and communication skills.
• Excellent organizational and time management abilities.
• Proficiency in Outlook, Microsoft Office (Excel, Word, PowerPoint); familiarity with HRIS and payroll systems is a plus.
• High attention to detail and confidentiality.
• Well-organized and capable of multitasking.
• Highly capable of creating an orderly, structured work environment.

Preferred Skills:

• Experience with applicant tracking systems (ATS) or ADP software.
• SHRM-CP or PHR certification (or working toward certification).
• Experience with Salesforce.

Working Conditions :

• Non-exempt, part-time (29 hours per week) position.
• 90 days in-office are required, with a potential hybrid schedule after 90 days.

Compliance:

• Absolute commitment to adhere to rules and regulations as stated and required by Liberty Group.

PHYSICAL AND OTHER REQUIREMENTS:

While performing the responsibilities of the job, the employee is required to talk and hear. The employee is often required to sit, use their hands and fingers to handle or feel objects, and manipulate keys on a keyboard. The employee is required to stand, walk, reach with arms and hands, climb stairs, climb or balance, and stoop, kneel, or crouch. The vision abilities required by this job include close vision. It requires face-to-face discussions with individuals and teams, the opportunity to make decisions without supervision, and the understanding that mistakes are not easily correctable and have serious consequences impacting the results of co-workers, customers, or the company. Requires being exact or highly accurate, meeting strict deadlines, and working with others in a group or team. Includes exposure to sounds and noise levels that are distracting. This job requires working indoors in environmentally controlled conditions.

DISCLAIMER:

This job description is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required for the position, and in no way states or implies that these are the only duties to be performed by the employee occupying this position. These duties are subject to change at the discretion of the Management. Employees will be required to follow and perform any other job-related instructions and duties in compliance with Federal and State Laws. All job requirements are subject to possible modification to accommodate individuals with disabilities reasonably. To perform this job successfully, the employee must possess the abilities or aptitudes to perform each duty proficiently. Continued employment remains on an “at-will” basis.

Liberty Group is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

Job Description

Job Description

PRIMARY FUNCTION

Under direction of the HR Manager, the HR Specialist will assist and provide HR services to employees throughout the facility.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Prepare Payroll, Employment Tax, Insurance, and submission of government reporting.
• Managing of Employees’ annual leave & PTO.
• Manage the offboarding process by completing terminated employee’s exit interview.
• Follow up on each employee's probation.
• Maintain/update employee data changes in HRIS.
• Provide periodic statistical reports to Management.
•  Induction training for new employees.
• Supporting HQ giving onsite Company Culture Training.
• Managing office supplies, approval of the necessary/other related expenses.
• Host the global meeting with HQ (Yearly)

SUPERVISORY RESPONSIBILITIES

• n/a

QUALIFICATIONS

• Minimum a Bachelor’s Degree in Human Resources or related field. 

• 2-4 years of full experience with Compensation and Benefits at various levels functions of the organization.
• Minimum 3-5 year’s experience with ADP Workforce Now or other HRIS.

EXPERIENCE

• In-depth knowledge of local labor law and HR best practices.

• High-volume payroll experience is strongly preferred.
• Familiarity with manufacturing industry recruiting is strongly preferred.

• People oriented and results driven.
• Knowledge of HR systems and database.

LICENSURE:

• SHRM-SHRP or SHRM-HRP

KNOWLEDGE, SKILLS, AND ABILITIES

• Drives Performance: Holds self and others accountable for the achievement of performance expectations. Creates an environment that enables others to perform at their best.
• Acts Decisively: Makes and acts on decisions quickly and effectively and fosters the same in others. This is based on an underlying courage to enable risk-taking for the business. 
• Project Management: Ability to manage, prioritize and lead numerous projects simultaneously. 
• Impactful Insights: Demonstrates ability to pull together insights from a variety of sources and develop strategic guidance for brand teams that result in a business decision or action
• Collaboration: Demonstrated communication and teamwork skills; ability to gain consensus and act within a matrix team environment; ability to work in a collaborative and influencing fashion that drives to business action.

TYPICAL WORKING CONDITIONS

• Works in a typical office environment with a possibility of working remotely.
• Incumbent must be able to operate a computer.
• Lift/carry 10lb. or less, push/pull 12lbs. or less.
• Stooping, bending, stretching, and reaching outward and over their head.
• This position may require long periods of sitting, standing, and walking. 
• Personal Protective Equipment (PPE) when necessary.
• May require travel.

Company Description

Salcomp is the world leading charger manufacturer and has provided close to 4 billion units of mobile phone chargers for our customers in the past 3 decades. It is also world’s preeminent Complex Electronics Manufacturing Services (EMS) provider. We are committed to providing our global customers with innovative solutions for their electrical manufacturing and services.

Salcomp Energy USA is a new subsidiary in the US that focuses on manufacturing of green energy products. The facility will be equipped with advanced manufacturing processes and equipment. We strive to make the world a clean and better place to live.

Salcomp Energy USA provides excellent working environment with competitive compensation package and excellent career future for our people

Company Description

Salcomp is the world leading charger manufacturer and has provided close to 4 billion units of mobile phone chargers for our customers in the past 3 decades. It is also world’s preeminent Complex Electronics Manufacturing Services (EMS) provider. We are committed to providing our global customers with innovative solutions for their electrical manufacturing and services.

Salcomp Energy USA is a new subsidiary in the US that focuses on manufacturing of green energy products. The facility will be equipped with advanced manufacturing processes and equipment. We strive to make the world a clean and better place to live.

Salcomp Energy USA provides excellent working environment with competitive compensation package and excellent career future for our people

Job Description

Job Description

Director of Talent Management

About Nyman Turkish:

Nyman Turkish PC is a leading nationwide law firm specializing in Social Security Disability and California Workers’ Compensation. We are dedicated to providing exceptional service and advocacy to our clients. Our firm is known for its collaborative environment, client-centered approach, and commitment to professional excellence. We’re looking for a skilled Director of Talent Management to join our Roseville, CA office and help us attract and hire top talent to support our growing team nationwide.

Position Overview:

The Director of Talent Management will manage the entire recruitment process from start to finish. This includes developing sourcing strategies, screening candidates, coordinating interviews, and partnering with hiring managers to ensure seamless and efficient hiring experience. The ideal candidate will have experience recruiting professional-level roles—ideally attorneys or other high-level positions within a law firm or corporate setting.

Key Responsibilities:

· Lead full-cycle recruitment for professional, legal, and administrative roles.

· Partner with the Director of Human Resources on recruitment strategies.

· Source candidates through LinkedIn, job boards, referrals, and networks.

· Conduct phone screens and initial interviews to assess candidate fit.

· Coordinate interview scheduling, feedback collection, and offer process.

· Oversee onboarding including paperwork, orientation, and integration.

· Monitor retention and turnover trends and recommend improvement strategies.

· Support employee engagement initiatives and performance review cycles.

· Respond to employee questions about policies, benefits, and HR procedures.

· Assist with HR reporting, data entry, and administrative operations.

· Contribute to career development programs and succession planning.

· Participate in strategic HR projects and cross-functional initiatives.

· Assist the Director of Human Resources during absences or peak periods.

Qualifications:

· Required: Bachelor’s degree.

· Preferred: SHRM-CP, SHRM-SCP, or other recognized human resources certification (PHR, SPHR, or equivalent).

· Minimum of 5 years of full cycle recruiting experience.

· Previous experience recruiting attorneys, senior-level professionals, or other specialized roles strongly preferred.

· Proven ability to manage multiple open positions and shifting priorities.

· Strong communication, relationship-building, and organizational skills.

· Proficient in ATS platforms and sourcing tools such as LinkedIn Recruiter.

· High level of professionalism, integrity, and discretion when handling confidential information.

Why Join Nyman Turkish:

· Competitive salary and comprehensive benefits package, including 100% of employee medical, dental, life, and disability insurance paid by the Firm.

· 401(k) with a 6% employer match.

· Paid holidays

· Unlimited paid time off policy and 40 hours of sick time annually.

· Collaborative, team-oriented work environment.

· Opportunities for professional development and advancement.

· Meaningful work sourcing and supporting a team dedicated to making a difference for our clients.

**This is an in-office position**

Company Description

At Nyman Turkish, we pride ourselves on being a “full-service” nationally recognized law firm specializing in Social Security Disability and Workers’ Compensation, with over 45 years of experience. Currently, we are seeking friendly and enthusiastic individuals to join our team. As a national leader in these fields, Nyman Turkish has helped thousands of claimants recover tens of millions of dollars in Social Security Disability & Workers’ Compensation benefits. Led by highly regarded civil rights specialist, Jason Turkish, Jessica Turkish, Melissa Nyman, and Spencer Nyman, and Workers’ Compensation specialist Brant Bruner, Esq., Nyman Turkish offers unmatched representation for individuals with disabilities and / or who have experienced discrimination. We pride ourselves on providing personalized and efficient representation at every step of the process. Although we are a national firm, our structure and workflow allow us to provide clients with personalized “boutique” representation typically only seen in small firms.

Company Description

At Nyman Turkish, we pride ourselves on being a “full-service” nationally recognized law firm specializing in Social Security Disability and Workers’ Compensation, with over 45 years of experience. Currently, we are seeking friendly and enthusiastic individuals to join our team. As a national leader in these fields, Nyman Turkish has helped thousands of claimants recover tens of millions of dollars in Social Security Disability & Workers’ Compensation benefits. Led by highly regarded civil rights specialist, Jason Turkish, Jessica Turkish, Melissa Nyman, and Spencer Nyman, and Workers’ Compensation specialist Brant Bruner, Esq., Nyman Turkish offers unmatched representation for individuals with disabilities and / or who have experienced discrimination. We pride ourselves on providing personalized and efficient representation at every step of the process. Although we are a national firm, our structure and workflow allow us to provide clients with personalized “boutique” representation typically only seen in small firms.

Job Description

Job Description

WHO WE ARE

At KNAPP (pronounced K-NAP, not Nap!), we “Make Complexity Simple” by offering intelligent solutions for digitizing and automating everything from production and distribution to the last mile and stores. We are the customer’s value tech chain partner, which means partnering with the customer to create the most value within each link in their supply chain. Leveraging the latest software, AI and Robotics technology, we continue to disrupt the logistics automation industry for the world’s industry leaders in grocery, healthcare, retail, e-commerce, apparel & manufacturing.

We are a global company with our US headquarters located just North of Atlanta in Kennesaw, GA. KNAPP specializes in automated solutions for both WMS (Warehouse Management Systems) and WCS (Warehouse Control Systems) for B2B (Business to Business) and B2C (Business to Consumer) customers. We are a growing company of over 7,200 employees worldwide and in over 50 countries that is privately held, with 7% of our revenue reinvested in R&D, ensuring a strong and vibrant future! Join us and see how you can help change the world! For more information, visit

WHAT YOU GET TO DO

The Total Rewards & Talent Management Administrator performs a range of duties in the areas of compensation, benefits, talent management, and talent development. They will support the Total Rewards and Talent Management Specialists.

Essential Functions and Responsibilities :

Total Rewards

• Act as the first level of support for employee questions related to Benefits and Wellness
• Facilitate the company’s wellness programs.
• Assist the Total Rewards Specialist with compensation duties, including salary surveys and position pricing requests.
• Support annual Merit and Bonus processes
• Support Annual Open Enrollment for Benefits
• Provide reporting and analysis of Total Rewards-related data
• Act as back-up for the Total Rewards Specialist on the day-to-day administration of benefits programs

Talent Management

• Support the coordination of KNAPP’s performance management process to include goal setting, mid-year, and annual performance review cycle
• Assist in the coordination and execution of talent development programs, including onboarding and training.
• Assist in tracking and updating employees' learning history in the KNAPP Academy after external in-person training
• Administer and analyze data from post-learning surveys to enhance future learning modules.
• Aid in developing a manager onboarding toolkit and additional people manager developmental resources
• Collaborate with Onboarding and Recruitment teams to ensure a seamless employee lifecycle experience.
• Any other duties assigned by supervisors or the VP of HR

WHAT YOU HAVE

• Bachelor’s degree in Human Resources or related business degree or equivalent combination of education, experience, and training
• 1-3 Years of Experience in Human Resources related activities
• Strong organizational skills
• Ability to learn and apply learnings

Competencies :

• Accountability
• Collaborative Teamwork
• Communication
• Customer Orientation
• Detailed Oriented
• Initiative
• Relationship Building

Working Conditions and Environment:

• Travel may be required up to 10%
• Authorization to work in the U.S.
• Passport or ability to obtain passport
• Professional office etiquette is required at all times
• Physical requirements may include: o sitting for long periods of time, standing, walking, speaking, visual acuity, finger dexterity, listening, reaching at arm’s length, and lifting up to 30 pounds

WHAT YOU WILL GET

• 2 remote days per week
• Half day Fridays
• A beautiful new, state-of-the-art, office complex in Kennesaw, GA
• Industry competitive compensation
• Great benefits with better than average employer contributions, including health, dental, vision, life insurance, Flexible Spending Accounts, Short & Long Term Disability and more!
• 401k with a very generous employer match and no vesting!
• Paid Vacation & Holidays
• Profit Sharing
• Paid Parental Leave
• Subsidized Daycare
• Tuition Reimbursement
• Pet Insurance
• Subsidized food delivery
• Monthly celebrations
• Quarterly employee events
• Corporate Social Responsibility including recycling, sustainability and volunteering

KNAPP is an equal opportunity employer. We are committed to a work environment that supports, inspires, and respects all individuals without discrimination on the basis of race, color, religion, sex, sexual orientation, gender identity, age, national origin, veteran, disability status or any other basis protected by law.

Due to the safety-sensitive nature of this position, strict adherence to KNAPP’s drug-free workplace policy is required. All candidates will be subject to drug-screening in accordance with the policy and will be expected to remain drug-free during their employment. There will be no exception if recreational or medical use of marijuana is permitted in the location of employment and/or residence or if use of marijuana is only during “off-hours.”

Job Description

Job Description

APGFCU – Your Community Credit Union! For over 80 years, APGFCU has shared our financial experience and provided valuable products and services to build stability and financial independence, one member at a time. We are looking for those who want to join this movement and become a part of a growing organization. We offer competitive pay and great benefits.

Summary: We are seeking a dynamic and strategic Senior Manager, Talent Management to serve as both a player and coach, leading a team that includes an HR Business Partner and an HR Generalist. This role is ideal for a seasoned HR professional who thrives in a collaborative environment and is passionate about driving an exceptional employee experience while aligning with the strategic vision of the credit union.

This individual will be a key partner to the People Team and departmental peers, providing expertise in workforce planning, employee relations, and acting as a conduit to Talent Acquisition, Compensation & Benefits, Learning & Development, and Employee Experience functions.

Key Responsibilities:

• Lead, coach, and develop a high-performing HR team, fostering a culture of trust, accountability, and continuous improvement.
• Serve as a strategic HR Generalist, providing guidance on complex employee relations issues, organizational design, and workforce planning.
• Partner with business leaders to align talent strategies with organizational goals and ensure a consistent, high-quality employee experience.
• Collaborate with departmental peers to implement and optimize programs in talent acquisition, compensation, benefits, learning, and engagement.
• Analyze HR metrics and trends to inform decision-making and proactively address workforce challenges.
• Provide coaching and support to people leaders on performance management, team development, and sensitive HR matters.
• Champion diversity, equity, inclusion, and belonging (DEIB) initiatives across the organization.
• Ensure compliance with all employment laws and regulations while maintaining a people-first approach.

Core Competencies:

• Strategic Thinking: You anticipate future needs, connect the dots across the organization, and align HR strategies with business goals.
• Empathy & Inclusion: You lead with compassion, listen actively, and foster a culture where every employee feels seen, heard, and valued.
• Integrity & Trust: You handle sensitive matters with discretion and build trust through transparency and consistency.
• Influence & Communication: You communicate clearly and confidently, tailoring your message to diverse audiences and inspiring action.
• Coaching & Development: You invest in others, providing feedback and guidance that helps individuals and teams grow.
• Agility & Resilience: You adapt quickly to change, remain calm under pressure, and help others navigate uncertainty.
• Data-Driven Decision Making: You use metrics and insights to inform strategy, measure impact, and continuously improve.
• Collaboration: You build strong relationships across departments, breaking down silos and driving collective success.

What Success Looks Like:

• Trusted Advisor: Recognized by leaders and peers as a go-to partner for strategic HR guidance and support.
• Team Leadership: A high-performing HRBP and Generalist team that feels empowered, supported, and aligned with organizational goals.
• Employee Experience: Measurable improvements in engagement, retention, and employee satisfaction.
• Operational Excellence: Streamlined HR processes and programs that are data-informed and aligned with business needs.
• Strategic Impact: Talent strategies that directly support the credit union’s mission, vision, and long-term growth.

Additional: Responsible for completion of applicable training and compliance on federal regulations and APGFCU policies and procedures as related to the duties of this position (

Why USAA?

At USAA, our mission is to empower our members to achieve financial security through highly competitive products, exceptional service and trusted advice. We seek to be the #1 choice for the military community and their families.

Embrace a fulfilling career at USAA, where our core values – honesty, integrity, loyalty and service – define how we treat each other and our members. Be part of what truly makes us special and impactful.

The Opportunity

As Director, Talent Program Management , you will lead the design and execution of organization-wide learning and talent programs that ensure consistency, scalability, and alignment to USAA’s strategic priorities. To be successful in this role, you will bring a unique blend of technical expertise and leadership, as reflected in the following qualifications:

• People leadership and change management capability, with experience developing high-performing teams, coaching program managers, and embedding a culture of accountability, inclusion, and continuous improvement.

• Deep understanding of service delivery models, with the ability to design, implement, and refine operating models that ensure consistency, efficiency, and high-quality program delivery across the association.

• Product mindset with a focus on scalability and user experience, bringing discipline in road mapping, continuous improvement, and prioritization to ensure programs deliver measurable business value

• Proven expertise in organization-wide learning and talent program management, with a track record of designing, executing, and governing large-scale, cross-functional HR programs across talent, learning, and performance portfolios.

• Strong governance and compliance mindset, with the ability to establish controls, mitigate risk, and ensure alignment with regulatory expectations while driving efficiency and simplification.

• Technical fluency in HR, talent, and learning systems and reporting tools, including experience with Workday, JWA, Eightfold, Percipio, or similar talent platforms, and the ability to translate data and analytics into actionable insights for senior leadership.

• Demonstrated ability to lead through complexity, balancing business-as-usual program delivery with future-focused transformation and digital enablement.

• Proven ability to influence at the executive level, shaping strategy, presenting to senior leadership, and aligning diverse stakeholders across HR, risk, compliance, audit, and business functions.

We offer a flexible work environment that requires an individual to be in the office 4 days per week. This position is based in San Antonio, TX. Relocation assistance is available for this position. 

If you are ready to lead teams to deliver impactful HR solutions, apply now! 

What you'll do:  

• Accountable for the development and integration of multiple business programs, associated work efforts, and discrete work efforts to achieve strategic business goals and operational objectives.

• Manages the overall program and / or discrete work efforts road map which includes multi-million-dollar complex, strategic programs within a portfolio(s).

• Facilitates sequencing, prioritization, and scheduling for programs; manages program scope, schedule, and budget.

• Participates in work effort closure activities to determine benefit / business impact realization to include retrospective management.

• Provides consultation to program executives and senior / functional area management across USAA to plan and execute departmental programs and makes recommendations for process improvements to ensure they are effective.

• Keeps abreast of industry trends and best practices and on developing business strategies, identifying benefits, and defining alternatives across departmental programs and across USAA programs and / or discrete work efforts.

• Builds and manages a team of employees for assigned functional area through ongoing execution of recruiting, development, retention, coaching and support, performance management, and managerial activities.

• Adheres to governance rigor required for work efforts.

• Drives the adoption and sustainment of changes within the organization in compliance with USAA’s Change Management methodology.

• Ensures risks associated with business activities are effectively identified, measured, monitored, and controlled in accordance with risk and compliance policies and procedures.

What you have:  

• Bachelor’s degree; OR 4 years of related experience (in addition to the minimum years of experience required) may be substituted in lieu of degree.

• 8 years project and / or program management experience, including experience defining a new program and/or managing large scale projects.

• 3 years of direct team lead or management experience.

• Demonstrated experience using Waterfall or Agile methodologies to execute program strategies and deliver complex work efforts.

• Advanced understanding and demonstrated application of risk management policies and procedures.

• Comprehensive knowledge of program management methodology and techniques and program performance evaluation.

• Proficient experience in USAA’s change management methodology or similar industry change management methodology.

• Extensive experience developing, maintaining, and reporting on large cost work effort(s) / program budgets.

What sets you apart:  

• Experience with HRIS systems (e.g., Workday, SAP SuccessFactors, Oracle HCM Cloud) including process optimization and configuration coordination. 
• Proficiency in task tracking, documentation, and cross-functional execution. Skilled in workflow design tools (e.g., Lucidchart, Miro, Visio). 
• Proven ability to leverage user insights and data-driven methodologies to develop and optimize HR products and programs that directly contribute to improved employee engagement, productivity, and retention.  
• Expertise in conducting user research (both qualitative and quantitative) to identify unmet needs and pain points within the employee experience.  
• Adept at creating detailed user personas and segmenting employee populations to tailor HR solutions effectively.  
• Demonstrated success in managing diverse stakeholder expectations and aligning product roadmaps with business objectives. 

Compensation range: The salary range for this position is: $143,320 - $273,930 .   

USAA does not provide visa sponsorship for this role. Please do not apply for this role if at any time (now or in the future) you will need immigration support (i.e., H-1B, TN, STEM OPT Training Plans, etc.).

Compensation: USAA has an effective process for assessing market data and establishing ranges to ensure we remain competitive. You are paid within the salary range based on your experience and market data of the position. The actual salary for this role may vary by location.

Employees may be eligible for pay incentives based on overall corporate and individual performance and at the discretion of the USAA Board of Directors.

The above description reflects the details considered necessary to describe the principal functions of the job and should not be construed as a detailed description of all the work requirements that may be performed in the job.

Benefits: At USAA our employees enjoy best-in-class benefits to support their physical, financial, and emotional wellness. These benefits include comprehensive medical, dental and vision plans, 401(k), pension, life insurance, parental benefits, adoption assistance, paid time off program with paid holidays plus 16 paid volunteer hours, and various wellness programs. Additionally, our career path planning and continuing education assists employees with their professional goals.

For more details on our outstanding benefits, visit our benefits page on USAAjobs.com.

Applications for this position are accepted on an ongoing basis, this posting will remain open until the position is filled. Thus, interested candidates are encouraged to apply the same day they view this posting.

USAA is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.