Key Responsibilities
Strategic Partnership
- Align people strategies and initiatives with business objectives for designated business units.
- Act as a key partner to management on HR-related topics, providing data-driven insights and recommendations.
- Analyze HR trends and metrics in collaboration with the wider HR team to develop and enhance policies, programs, and processes.
Employee Relations & Performance Management
- Manage and resolve complex employee relations issues, ensuring effective, thorough, and objective investigations.
- Provide day-to-day guidance to line managers on performance management, including coaching, counseling, career development, and disciplinary actions.
- Support initiatives that foster a positive work climate and reinforce a culture of respect, collaboration, and accountability.
HR Programs & Project Management
- Partner with management and employees to enhance work relationships, build morale, and improve productivity and retention.
- Provide clear HR policy guidance and interpretation to managers and employees.
- Support the development of employment terms for new hires, promotions, and internal transfers in line with company guidelines and market practices.
Talent Development & Capability Building
- Conduct skills and competencies gap analysis at organization, team, and role level to support business and operational needs.
- Identify training and development needs at both team and individual levels (including leadership / executive coaching needs).
- Support the design, implementation, and evaluation of training programs, ensuring they meet business needs and that learning objectives are achieved.
- Promote career development and internal mobility within the organization.
Compliance, RBA & Reporting
- Ensure full legal and regulatory compliance across all aspects of HR operations.
- Maintain strong knowledge of employment law and best practices, and advise management on risk mitigation.
- Deploy Responsible Business Alliance (RBA) tools and methodologies (e.g., SAQ, VAP / audits, risk assessment) and ensure timely completion across relevant organizations.
- Support sites in closing audit non-conformities and implementing robust corrective and preventive actions (CAPA), in partnership with relevant stakeholders.
Qualifications
- Bachelor's degree in Human Resources, Business Administration, or a related field.
- Minimum 5 years of experience in Human Resources, including at least 3 years as an HR Business Partner.
- Proven ability to operate in a complex, matrixed organization and to perform in a fast-paced, high-demand environment.
- Demonstrated ability to build trust and engage effectively with employees and managers at all levels.
- Strong understanding of employment law and HR compliance standards.
Skills
- Communication: Excellent verbal and written communication skills, with the ability to convey complex topics clearly and succinctly.
- Analytical Skills: Strong problem-solving and analytical capabilities comfortable using data and HR metrics to drive decisions and recommendations.
- Interpersonal & Influencing: Strong interpersonal, stakeholder management, and negotiation skills able to challenge constructively and influence outcomes.
- Organization & Execution: Highly organized, able to manage multiple priorities and deliver high-quality results within deadlines.
- Talent & Development Mindset: Ability to assess competencies, identify development needs, and translate them into concrete learning and development actions.
- Change Management: Comfortable driving and supporting change (organization, culture, processes), with the ability to engage, communicate, and support managers and employees through transitions.
