Human Resources Partner

The primary goal of this role is to provide expert local HR services to support business growth and compliance.

This position will lead and drive HR initiatives, ensuring alignment with global standards and adherence to local legislation in collaboration with Strategic HR Business Partners.

Closely working with Global CoEs, HR Shared Services, and HR Operations, you will deliver outstanding end-to-end HR services to colleagues and business leaders.

• Demand Management: Collaborate with Strategic HR Business Partners to gather and forecast local requirements for project demand management across the function.
• Employee Relations: Serve as a primary contact for employee relations activities, facilitate conflict resolution, and proactively improve relationships. Manage local Employee Representative Bodies and develop the mid to long-term ER strategy.
• CASE Management: Deliver Case Management services across the country/group of countries to support the business with sickness absence, grievances, and disciplinary activities. Analyze data and activity to provide insights for development improvements.
• Talent Acquisition Support: Collaborate with recruitment teams to align recruitment strategies with specific business unit needs.
• 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 local labor laws and organizational regulations, aligned with global and local HR standards.
• Drive Improvements: Enhance HR policies to meet business requirements and adapt to changing local markets.
• Onboarding and Integration: Support seamless employee onboarding by facilitating an effective integration process.
• Data and Analytics: Leverage HR analytics to provide workforce trend insights, 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 during business restructures, including Employee Relations, exits, redeployment, and support activities.
• TUPE: Manage TUPE in/out employee-related activities supporting business acquisitions, new businesses, and contract transitions.
• Annual Pay Reviews: Collaborate with the Reward CoE to facilitate Annual Pay Reviews approaches.
• Workforce Planning: Support Strategic HR Business Partners in workforce planning activities to ensure smooth execution of plans.
• Location and Working Practice Strategy: Determine the right location and office attendance strategy with Strategic HR BPs.
• Diversity, Equity, and Inclusion (DE&I): Implement DEI strategies and foster inclusive workplace environments with CoEs, HR BPs, and Global colleagues.
• Risk & Compliance Management: Ensure adherence to risk and compliance protocols across all HR initiatives.
• Wellbeing: Create and deliver wellbeing priorities across the local business.
• Employee and Manager Support: Lead People Operations 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 in support of People Plans developed by HR BPs.
• Communication: Review and approval of local communication charter (internal and external) and ensure communication channels are monitored.
• Occupational Health & Safety (OHS): Collaborate with OHS SPOC to monitor various situations as required.
• Merger & Acquisition: Support country-level M&A activities completely from the country perspective.

Skills & Competencies:

• Building Relationships and Influencing: Strong relationship-building and influencing skills.
• Dynamic and Agile: Efficiently managing projects in a fast-paced environment.
• Tenacity: Commitment to HR operational excellence and enhancing employee experiences.
• Adaptability: Adjusting to new challenges with a problem-solving approach.
• Commercial Acumen: Aligning HR strategies with business financial dynamics.
• Financial Strategy Alignment: Integrating financial considerations into HR planning.
• Project Management: Leading projects to successful completion.

Knowledge & Experience:

• Employee & Labor Relations: Expertise in employment law and continuous learning.
• Local Knowledge: Understanding local labor laws and cultural norms.
• Global Knowledge: Good working knowledge of global HR standards.
• Resilience: Remaining effective under pressure.

We value diversity and inclusion in our recruitment process, embracing diverse backgrounds and experiences. This allows us to draw on a wider range of perspectives and life experiences, making us stronger as a team.