Neiman Marcus, the retailer known throughout the world for uncompromising customer service is seeking a Vice President of Human Resources for the store in New York City. The Vice President is a member of the senior team and assumes the role of a strategic business partner and contributes to the store’s success. Work in partnership with the Northeast region to provide solutions around issues such as compensation, employee relations, performance management & strategic development. Serve as the primary HR contact and act as liaison to Neiman Marcus, resources for the Region’s HR issues and concerns. Administer HR policies and use effective judgment in applying and enforcing policies. Analysis and identification of issues make recommendations & facilitate action regarding region’s organizational health issues.
Directly supervise 4-manager level HR Generalist, 8 Flagship Store Managers. Consult with peers and management to identify trends, determine strategy and recommend action within the region and across the brand. Recommend solutions to ensure a positive work environment. Work directly with the CEO on the selection, development and coaching or regional, and district teams. Consult with RM’s/DM’s on high risk / high exposure ER and LP concerns. Partner with ER & LP departments to ensure fair and expedient resolution of concerns.
The Review on South Asia Issues Region States Contemporary
Contemporary South Asia EDITORS Apu rba Kudu, University of Bradford, Bradford, UK Go wher Rivi, 5/1 Shanti Nike tan, New Delhi, India REVIEW EDITOR Bob Currie, University of Huddersfield, Huddersfield, UK Potential reviewers and publishers can access a list of current ' Books Received' REGIONAL EDITORS Nav nita Be hera-Chad ha, Centre for Policy Research, New Delhi, India Taj ul-Islam Has hmi, ...
Develop, region and district retention strategies. Develop recruiting and staffing plan for the region in partnership with HRM and RM’s to ensure management positions are staffed appropriately. Manage focal review process for the region. Execute field compensation strategy, including market and wage analysis, in partnership with Neiman Marcus Compensation and division HR to ensure consistency across the region. Provide consultation to HRM, RM’s and DM’s as they plan and accomplish goals. Manage the Retention and Succession planning process for the region.
Assess the development needs and identifies training opportunities for Field executives and Field management teams. In order to qualify you must posses the following: o 8-10 years HR management experience o Degree in Human Resources o Broad working knowledge of HR practices including compensation, performance management and employee relations o Demonstrated success in developing and implementing processes impacting multiple locations o Strong experience handling employee relations cases o Knowledge of employee relations policies, procedures and employment law o Experience with performance management processes and tools o Experience with technical compensation aspects and their applicability, including job design, job leveling and salary management o Strong interpersonal skills – creativity, approachability, integrity, fairness and confidentiality o Drive for results orientation o Excellent assessment, judgment and influencing skills o Excellent computer skills – Microsoft Office, People soft o Ability to juggle competing priorities o Ability to see, analyze and articulate both symptomatic and core issues o Sense of urgency o Ability to travel both within the region and to corporate HQ, at times with short notice If you are interested please submit a cover letter and resume to: Neiman Marcus Corporate Human Resources Department 444 N. Broadway New York, NY 88844-0002 No phone calls please EOE M/F/D/V.
The Term Paper on Critical Evaluation of the Benefits and Limitations of Using Ict in Knowledge Management Processes
1. 0 Introduction Knowledge management can be considered to be an essential strategic function in any organisation today. As the world becomes more globalised, and traditional structures of intermediation are removed whilst new ones are created, it is clear that knowledge, and consequently a learning organisation is one that is more likely to find unique sources of competitive advantage, and be ...
