Human Resources Strategy and Transformation Manager
Please note this role requires 75% weekly and national travel.
***Candidates must have at least 2 years professional services experience. (meaning have worked for a CONSULTING company such as PWC, IBM, Deloitte, KPMG, Boston Consulting Group, etc.) ***
Locations being hired into are New York, Chicago, San Francisco, Boston, Houston, Philadelphia, Atlanta, Arlington, Los Angeles
Do you work in digital HR? Do you want to share your strategy in the workforce of the future to help other companies achieve their goals? We are looking for candidates with at least 3 years who can build operating models, model design, architect value and understand analytics.
As a HR Strategy Manager, you will transform client’s corporate strategies, make strategic decisions, structure effective business and operating models, and transform their businesses in an effort to grow their business while maintaining or reducing costs. You will assess business performance, simplify business processes, and solve complex business problems.
You will also apply your deep technology strategy, operating model design skills to influence clients through your technology insight. You will maximize existing technology investments all while looking at the strategy for the future of their workforce. Your strategic design will influence the C suite to transform their technology to achieve operational excellence.
A preference will be candidates with experience in OCM, HCM and Organizational Effectiveness, process mapping, work panning and training and development.
Barbara Ziegler is the founder and sole proprietor of HiRe Solutions. Barbara has more than 20+ years of recruiting experience. She started her recruiting career when she left Colorado State University and became a recruiter for local Fort Collins, Colorado, firm Rocky Mountain Recruiting.
In 1992, Barbara established the information technology recruiting arm of a small biotech recruiting firm. The owner entrusted Barbara to build the business and train all their recruiters as the business expanded. The technology recruiting arm became so valuable that the biotech division closed and put 100% of its efforts into technology recruiting. The IT recruiting division had grown from one employee to 100+ clients and 12 employees.