HR Business Partner Specialist

Job Overview

We are seeking an experienced HR People Partner to join our team. This role will be responsible for providing critical local HR services to the business within a country/group of countries.

This includes leading and driving HR initiatives, ensuring compliance with local legislation, and collaborating with Strategic HR Business Partners. The successful candidate will work closely with Global CoEs, HR Shared Services, and HR Operations to deliver outstanding and end-to-end HR services to colleagues and business leaders.

Main Responsibilities:

• Demand Management: Collaborate with Strategic HR Business Partners to gather and forecast local requirements, plan and manage project demand across the function.
• Employee Relations: Serve as a primary contact for employee relations activities, facilitate conflict resolution, and manage pro-active relationship improvements. Develop the mid to long term ER strategy and manage the relationship with Employee Representative Bodies.
• 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 insight to the business for development improvements.
• 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, working to agreed global and local HR standards.
• Drive Improvements: Drive improvements to HR policies in line with 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, to ensure the smooth execution of the plans.
• Location and Working Practice Strategy: Working closely with the Strategic HR BPs, determine the right location and office attendance strategy.
• Diversity, Equity, and Inclusion (DE&I): Collaborate with CoEs, HR BPs, and Global colleagues to 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 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 in support of the People Plans developed by the HR BPs.
• Communication: Review and approval of local communication charter (internal and external) and ensure communication channels are monitored.
• Occupational Health & Safety (OHS): Close collaboration with OHS SPOC to monitor various natural/geopolitical situations as required.
• Mergers & Acquisitions: Support from a country perspective on M&A activities.

Key Skills, Experience and Competencies:

Required Qualifications:

• At least 15 years of experience in HR operations and strategic planning.
• Strong Relationship-Building and Influencing Skills: Proven ability to build strong relationships with internal stakeholders, including business leaders and employees.
• Dynamic and Agile: Ability to efficiently manage projects in a fast-paced environment.
• Commercial Acumen: Strong understanding of commercial acumen and financial dynamics.
• Financial Strategy Alignment: Ability to integrate financial considerations into HR planning.
• Project Management: Proven track record of leading projects to successful completion.

Knowledge and Experience:

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