ESSENTIAL FUNCTIONS:
HR Advisory and Business Support / HR Business Partnering
- Serve as a trusted HR advisor to managers and business leaders, providing proactive guidance on employee relations, talent management, and people-related matters.
- Provide expert HR consultation and recommend solutions across a broad range of HR disciplines, ensuring that people strategies, policies, and initiatives are aligned with business objectives while addressing employee needs and enhancing organizational capability.
- Support the planning and implementation of organizational changes, workforce initiatives, and employee engagement programs in partnership with HR leadership.
Employee Relations & Labor Compliance
- Manage and investigate simple to medium-complexity employee relations matters using fair, timely, confidential, and well-documented processes.
- Escalate complex employee relations, legal, labor, ethics, and organizational risk matters to the HR Manager and relevant stakeholders.
- Partner with and coach front-line managers in addressing workplace concerns, discipline, grievances, attendance, and conduct issues in coordination with the HR Manager and other relevant partners.
- Coach front-line managers and middle management through employee relations and performance concerns.
- Keep up to date with external trends and best practice areas of expertise and HR more broadly.
Performance and Talent
- Coach front-line and middle managers on goal setting, feedback, performance improvement, career development, and talent discussions.
- Support consistent implementation of performance and talent processes throughout the employee lifecycle.
Talent Management and Development
- Partner with leaders to identify talent development requirements and succession planning needs.
- Support learning and development initiatives to enhance employee capabilities and career growth.
HR Programs and Projects
- Participate in and drive relevant projects, leading and championing, as appropriate, site-wide employee programs.
- Collaborate with COE’s to ensure alignment in executing/delivering global programs.
- Drive HR programs and initiative adoption within the countries/site supported.
HR Analytics and Reporting
- Generate and interpret HR metrics, including turnover, absenteeism, employee relations trends, and workforce data.
- Use data-driven insights to support decision-making and continuous improvement initiatives.
REQUIREMENTS:
- Bachelor’s degree in Psychology, Human Resources Management, or equivalent
- 3-5 years of experience as an HR Business Partner, either as a generalist, people leader, or business partner.
- Must have HR management experience in a generalist capacity, preferably with strong experience in talent development, HR projects and employee relations.
- Has solid knowledge of the local labor laws and regulations.
- Possesses honest and open interpersonal communication skills and can develop and manage relationships across the company
- Possesses a high level of confidentiality, accuracy, and attention to details
- Strong relationship-building skills with the ability to influence and communicate effectively across all levels in an organization
- Comprehensive HR knowledge, especially hands-on experience in employee relations and performance management.
- Successful track record of implementing people programs.
- Deep business acumen and the executional know-how to build and grow businesses through the ongoing development and support of their people.
- Fluent in English, both oral and written, as the candidate will need to interact with stakeholders globally.
- People management is not required, but expertise in HR is expected.
- The position follows a hybrid work setup, and the candidate must be amenable to reporting to the office at least 2x per week
