Lead the development of structured, competency-based learning pathways for the Army civilian workforce.
Compensation
The projected compensation range for this position is $69,400.00 to $158,000.00 (annualized USD).
Responsibilities
Lead development of competency-based learning pathways
Translate workforce and occupational requirements into progressive learning pathways
Assess existing learning content and identify capability gaps
Curate available training and define requirements for new learning solutions
Collaborate with functional subject matter experts, HR and workforce professionals, instructional designers, training providers, and organizational leadership
Requirements
Bachelor’s degree
Nice to have: Army civilian workforce development
Nice to have: DoD or federal human capital programs
Drive workforce planning, support projects and stakeholders, manage demand and supply, build networks, and ensure accurate workforce data.
Responsibilities
Engage with team managers to maximize billability and reliability of forecasts
Monitor and manage demand marketplace
Own quality of 12‑week look ahead
Proactively plan work and demand for Design & Engineering
Provide feedback and insight from dashboards
Requirements
Degree level education in a relevant technical or commercial discipline such as business, operations, human resources, analytics or a related field, or equivalent practical experience
Seeking an experienced, analytical, and strategic Compensation Advisor to lead the development, evaluation, and continuous improvement of the organization's compensation programs.
Responsibilities
Lead the evaluation and ongoing improvement of organizational compensation programs, salary structures, pay grades, and job classifications.
Serve as a trusted compensation advisor to executive leadership, department managers, recruiters, and HR partners.
Evaluate and support healthcare provider compensation models, including work Relative Value Units (wRVUs), conversion factors, productivity measures, and quality-based incentives.
Conduct market pricing and compensation benchmarking using healthcare salary surveys, compensation software, and industry resources.
Perform job evaluations, FLSA classification reviews, and internal equity analyses to support fair and competitive compensation practices.
The HR Governance and Operational Excellence Lead serves as the operational partner to the Vice President, People, driving the effectiveness, compliance, governance, and continuous improvement of HR operations across BlueScope's West Coast manufacturing network.
Compensation
Market Range: $115K – 135K on an annual basis
Responsibilities
Own the HR issue, risk, compliance, and operational improvement portfolio across the West Coast business.
Identify recurring process failures, service delivery issues, policy inconsistencies, and compliance gaps impacting the organization.
Conduct structured root cause analysis and develop sustainable corrective and preventive actions.
Lead continuous improvement initiatives to enhance efficiency, consistency, quality, and employee experience.
Establish governance structures, process ownership, accountability frameworks, and escalation mechanisms across key HR processes.
Seeking an experienced SuccessFactors Employee Central Lead to drive end-to-end design, implementation, and deployment of SAP SuccessFactors Employee Central, including multi-country or large-scale implementations.
Responsibilities
Serve as the functional lead for SuccessFactors Employee Central, responsible for solution design, configuration, testing, and deployment.
Lead full lifecycle EC implementations, including blueprinting, configuration, UAT, cutover, and post-go-live support.
Provide expert guidance on EC functionality, data models, workflows, business rules, foundation objects, and integration touchpoints.
Develop and maintain solution documentation, configuration workbooks, and process flows.
Lead data mapping, data transformation rules, and validation activities for EC data migration workstreams.
Lead enterprise talent and leadership development strategies aligned with business goals, drive succession planning, manage a team, partner with executives and HR leaders, and lead organizational effectiveness initiatives.
Compensation
The pay range for this role is $120,000.00 to $160,000.00. The pay rate for the selected candidate is dependent upon a variety of non-discriminatory factors including, but not limited to, job-related knowledge, skills, and experience, education, and geographic location. The role may be eligible for performance-based incentive compensation, and those details will be provided during the recruitment process.
Responsibilities
Lead enterprise talent and leadership development strategies aligned with business goals
Drive organization-wide talent reviews and succession planning for critical roles
Manage, coach, and develop a team of four direct reports
Partner with executives and HR leaders on workforce planning, internal mobility, and leadership capability
Lead organizational effectiveness and culture initiatives that improve performance and engagement
Requirements
Bachelor's degree in Human Resources, Organizational Development, Business Administration, or a related field
Responsible for administration, analysis, compliance, reporting, and continuous improvement of workforce timekeeping operations using UKG Time & Attendance and Oracle Fusion HCM/Payroll.
Responsibilities
Serve as primary administrator and subject matter expert for UKG Time & Attendance platform
Maintain timekeeping configurations
Monitor daily timekeeping activities
Audit and reconcile employee time records
Troubleshoot and resolve timekeeping, scheduling, accrual, and payroll interface issues
Requirements
Bachelor's degree in Accounting, Finance, Human Resources, Business Administration, Information Systems, or a related field
Nice to have: Oracle Fusion HCM or Payroll certification
Nice to have: UKG Workforce Management certification
Nice to have: experience supporting payroll and workforce management system implementations
Nice to have: experience in healthcare, large employer, or complex multi-state environments
Lead the development and delivery of the people strategy for the KSA business, overseeing full range of HR activities including workforce planning, Saudization, talent acquisition, HR operations, organizational development, employee relations and compliance.
Responsibilities
Translate business plans into workforce and capability plans
Advise leaders on workforce cost, productivity, mobilization, organization design, succession and people-related risks
Use workforce and financial data to assess options and support business decisions
Align local workforce plans and HR priorities with Group strategy
Set and lead nationalization strategy integrating Saudization and Nitaqat requirements
Requirements
Bachelor’s degree in Human Resource Management, Organizational Development, Business Administration, or a related discipline
Nice to have: Master’s degree
Nice to have: CIPD or equivalent HR qualification
Nice to have: project-based engineering experience
Responsible for workforce planning, labor forecasting, and scheduling optimization across all stores using StoreForce.
Compensation
While the starting salary for this role typically begins at $75k - $100k, your final offer will reflect your relevant skills, individual strengths and experience.
Responsibilities
Serve as the System Administrator and Subject Matter Expert for StoreForce
Generate and publish workforce schedules across all locations
Monitor schedule compliance and adjustments
Maintain workforce master data
Lead StoreForce onboarding and training
Requirements
Post-secondary education in Business Administration, Operations Management, Retail Management, Finance, Data Analytics, or a related field
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