Senior Human Resources Partner

This is a fixed term contract role for 9 months.

At our organization, HR Partners (HRP) provide high-judgment HR support to managers across levels at scale, enabling them to become force multipliers for customer impact and positive employee experience. They demonstrate advanced knowledge of HR policies, processes, and tools, acting as trusted consultants to managers and senior managers. HRP's work backwards from the voice of the manager to deliver personalized experiences and drive large-scale initiatives using technology and simplified processes that match the speed and agility of our business. They operate independently as subject matter experts with deep knowledge of regional programs and policies, collaborating extensively with teams including HR Business Partners, Employee Relations, IXT, Legal, and others to provide integrated people solutions. As established practitioners, they mentor junior team members and shape best practices across the region.

Below are some of the key job responsibilities:

• Managers and senior managers collaborate with the HRP to support sensitive and often complex employee issues including disciplinary, performance improvement and grievance processes. These channels can include 1:1s, multiple stakeholder meetings, as well as scalable learning formats to educate Managers on relevant people matters.
• The HRP acts as an influential partner in helping managers with talent and performance management processes, people development, HR policies and implementation of organizational changes at the country or regional level.
• Thanks to their front-line visibility across businesses, HR Partners are in a position to spot trends, identify emerging needs and address them in collaboration with the appropriate stakeholders.

Some of the key areas of focus for this role include:

Support managers through complex and nuanced performance management cases including performance improvement plans and assessments.

Guide managers in implementing performance management processes and tools effectively.

Partner with managers to ensure bias-free evaluations and effective coaching approaches across teams.

Analyze performance data to identify trends, share insights, and develop solutions for systemic issues.

Handle complex and nuanced employee relations cases and investigations following established processes and policies.

Conduct thorough and impartial investigations, support grievance processes, and lead informal discussions or mediation.

Provide guidance to managers on sophisticated ER matters including policy violations and workplace concerns across countries.

Partner with Legal and Employee Relations teams to resolve sensitive cases while ensuring compliance and risk mitigation.

Analyze investigation findings, prepare recommendations, and identify trends to prevent future risks.

Act as stewards of the employee experience and our organization's culture.

Act as subject matter expert for people tools, processes, programs or projects.

Design and deliver Manager Education initiatives to further drive collective education and manager effectiveness.

Analyze data and observations across the organization, highlighting trends and recommending/driving solutions, as appropriate.

Drive implementation of employee programs and lead improvements in manager experience.

Partner with HR Business Partners and central teams on complex change initiatives across countries.

Use data and insights to advocate for and influence process improvements.

Design and execute change management strategies to ensure effective adoption across diverse employee groups.

This role is performed through innovative tools, which enables the team to be uniquely positioned to identify trending issues and themes through data and inform consequent decisions and initiatives.

The HRP team's role is also to identify process improvement opportunities and standardize best practices due to our extensive insights across business lines.