HR Business Strategist

The role of the HR Business Strategist is to provide critical local HR services to the business within a country or group of countries.

• Demand Management: Collaborate with Strategic HR Business Partners to gather and forecast local requirements to plan and manage project demand across the function.
• Employee Relations: Serve as a primary contact for employee relations activities, facilitate conflict resolution, and manage proactive relationship improvements.
• CASE Management: Deliver Case Management services across the country/group of countries to support the business with sickness absence, grievances and disciplinary activities.
• Talent Acquisition Support: Collaborate with recruitment teams to align recruitment strategies with the specific needs of business units.
• Performance Management: Assist managers in conducting performance reviews, addressing underperformance, and implementing improvement plans.
• Compliance and Policies: Ensure adherence to HR policies and procedures, including compliance with local labor laws and organizational regulations.
• Drive Improvements: Drive improvements to HR policies in line with the business requirements and changes in local markets.
• Onboarding and Integration: Support the seamless integration of new employees by facilitating an effective onboarding process.
• Data and Analytics: Leverage HR analytics to provide insights into workforce trends, engagement, and productivity, informing decision-making across all levels of the business.
• Employee Engagement: Drive initiatives to measure and enhance employee engagement, ensuring alignment with company culture and values.
• Business Restructures: Manage employee related activities aligned to a business restructure such as Employee Relations, employee exits, redeployment and support activities.
• TUPE: Manage TUPE in/out employee related activities supporting business acquisitions, new business and transition out of customer contracts.
• Annual Pay Reviews: Collaborate with the Reward CoE to facilitate the approach to Annual Pay Reviews.
• Workforce Planning: Supports the Strategic HR Business Partners in the activities that underpin a successful workforce planning strategy.
• Location and Working Practice Strategy: Determine the right location and office attendance strategy.
• Diversity, Equity, and Inclusion (DE&I): Implement DEI strategies and foster inclusive workplace environments.
• Risk & Compliance Management: Ensure adherence to risk and compliance management protocols across all HR initiatives.
• Wellbeing: Create and deliver the wellbeing priorities across the local business.
• Employee and Manager Support: Lead the People Operations service to provide support to employees and managers on operational and escalated issues.
• Team Management and Service Delivery: Develop the HR Team to deliver excellent services to the local business.
• Efficiency Improvement: Drive efficiencies across the HR department.
• Communication: Review and approval of local communication charter (internal and external).
• Occupational Health & Safety (OHS): Monitor various natural/geopolitical situations as required.
• Mergers & Acquisitions: Support completely from country perspective on M&A activities.