Job Description

partner for talent
Randstad has set itself the aspiration to be the world's most equitable and specialized talent company. This refreshed strategy creates the roadmap to realize that aspiration and ensures that Randstad becomes the most valuable partner to talent and its clients.
Randstad has a unique advantage in the market of being the global market leader with the benefit of truly local expertise. We have a strong brand, passionate culture and core values that are as true today as when the company was founded over 60 years ago.
We are well placed to build on our strong foundations in the dynamic world of work, by focusing our efforts on four core specializations and thereby becoming a true partner to talent and clients.
Principal HR advisor
role purpose
The Principal HR Advisor (Contractor) plays a pivotal role in supporting our HR Business Partners (HRBPs) by providing crucial HR process implementation, coordination, and first-level support. This position requires deep conceptual and practical knowledge within the HR discipline, coupled with a foundational understanding of related fields. You'll be instrumental in resolving a variety of issues by applying your technical and functional expertise, often guided by established precedents.
Main Accountabilities
As a Principal HR Advisor (Contractor), your key responsibilities will include:

• Project Support: You may lead small projects or specific steps within larger HR initiatives, contributing to their successful execution.
• Independent Work & Problem Solving: You will work autonomously, seeking guidance primarily for complex or unprecedented challenges. You'll apply your expertise to solve a range of HR-related problems.
• Team Guidance: Provide support and guidance to other team members, fostering a collaborative and knowledgeable environment.
• Impact & Quality Assurance: Your contributions will directly impact the quality and effectiveness of customer interactions, operational processes, and HR projects/programs within your team and related departments.
• Complex Communication: Engage in the exchange of complex information with various stakeholders, potentially guiding and influencing others to achieve desired outcomes

HR Operations & Advisory

• Strategic HR Guidance: Provide initial, strategic advice and support to managers and employees on complex HR policies, procedures, and relevant legislation, proactively identifying and escalating high-risk issues to the HRBP for specialized intervention.
• Documentation & Compliance Excellence: Oversee the meticulous preparation of critical employment-related documentation, including employment change letters and disciplinary communications, ensuring absolute accuracy and compliance with evolving legal frameworks.
• Cross-Functional HR Integration: Act as a central liaison with key internal stakeholders (e.g., IT, Payroll) to ensure seamless integration and accurate data flow for new hires, employment changes, and separations, optimizing operational efficiency.
• HRIS & Data Integrity Stewardship: Lead the accurate and timely maintenance and entry of critical HR and Payroll information into HRIS systems (e.g., PayGlobal & Dayforce), strictly adhering to rigorous auditing procedures to uphold data integrity and support robust HR analytics.
• Contract Lifecycle Management: Ensure the flawless production and legal compliance of routine employment contracts, proactively incorporating the latest legislative requirements to mitigate organizational risk.
• Comprehensive HR Records Management: Establish and maintain robust systems for all HR records, forms, files, databases, and templates, ensuring accessibility, confidentiality, and compliance.
• Strategic Project Enablement: Provide critical logistical and administrative support to HR projects and strategic initiatives, directly contributing to their successful implementation and the achievement of HR objectives.
• Collaborative HR Ecosystem Engagement: Actively foster synergistic relationships with the broader HR ecosystem, including Talent Acquisition, Learning & Development, and HR Shared Services, to facilitate integrated HR solutions and knowledge sharing.

First-Level Strategic Employee & Manager Support

• Frontline HR Advocacy: Serve as the primary strategic point of contact for managers and employees, proactively addressing inquiries related to HR policies, procedures, and routine HR scenarios (e.g., performance management guidance, leave policy interpretation, foundational payroll queries), ensuring consistent application of HR principles.
• Empowering Self-Service & Targeted Referrals: Strategically guide employees and managers to leverage self-service resources while skillfully triaging and directing complex or sensitive issues to the appropriate HRBP or Centers of Excellence (e.g., HR Shared Services, Payroll, L&D) for specialized support, optimizing resource utilization.
• Policy & Process Clarification: Proactively clarify intricate HR processes and policy guidelines, enhancing organizational understanding and compliance across all levels.
• Strategic HR Communications: Contribute to proactive and impactful HR communication strategies by drafting routine HR announcements or informational materials that enhance employee engagement and understanding.

Data Management & Reporting for Strategic Insights

• Data Aggregation for Strategic Analysis: Strategically assists HRBPs in the comprehensive gathering and compilation of critical HR data from diverse HR systems, laying the groundwork for insightful analysis and data-driven decision-making.
• Actionable Reporting Development: Support the creation of foundational HR reports and dashboards under the guidance of HRBPs, contributing to the visualization of key HR metrics and trends.
• Data Governance & Integrity: Champion data accuracy and integrity within HR systems for all relevant employee information, ensuring the reliability of HR analytics and reporting.
• Exit Insights & Remediation Support: Strategically manage the exit interview register and facilitate essential liaison with managers and HRBPs, contributing to the identification of actionable insights and supporting targeted retention initiatives.

HR Governance, Insights, and Project Leadership

• Policy Resolution & Feedback Loop: Strategically support the resolution of complex policy-related matters by assisting with investigations and analyzing feedback, contributing to continuous improvement in HR governance.
• Data-Driven HR Insights: Play a key role in delivering actionable HR insights through meticulous data reporting, directly contributing to strategic HR initiatives focused on enhancing employee engagement and bolstering talent retention.
• Project Enablement: Act as a vital enabler for various HR projects, providing essential support to ensure their successful execution and alignment with organizational goals.

Strategic Onboarding & Offboarding Facilitation

• Strategic HRBP Induction: Conduct comprehensive HRBP induction programs, ensuring new HRBPs are strategically aligned with organizational culture, processes, and objectives.
• Seamless Transition Management: Provide essential support for the strategic logistical aspects of both onboarding and offboarding processes, ensuring seamless transitions for employees and maintaining compliance standards.

Knowledge, Skills, and Experience

• Proven Experience: A minimum of 6 years of experience in an HR service delivery role or , with a strong preference for experience within a large or complex organizational environment.

• Educational Background: A relevant Diploma or master's degree in Human Resources, Psychology, or a related discipline is highly preferred.

• Communication Mastery: Demonstrated high level of written and spoken communication skills in English, enabling effective interaction with all levels of the organization.

• Technical Proficiency: Sound numeracy and IT ability, including proven proficiency in Google Suite.

• HRIS Acumen: Experience with Human Resources Information Systems (HRIS) such such as PayGlobal, Dayforce, ADP, SAP, Workday, and Oracle is a significant plus.

• Relationship Building: Proven ability to establish and maintain strong, collaborative relationships with key stakeholders across various departments.

• HR Domain Expertise: A solid understanding of core HR processes and principles, coupled with fundamental knowledge of the industrial relations framework and relevant employment law.

HR competencies
Courage to challenge: Shows courage and confidence to speak up skilfully, challenging others even when confronted with resistance or unfamiliar circumstances.
Curious: Is future-focused, eager to understand and open-minded; seeks out evolving and innovative ways to add value to Randstad.
Decisive judgment: Demonstrates the ability to analyse and understand data and information quickly. Uses information, insights and knowledge in a structured way to identify options, make recommendations and make robust, defendable decisions.
Business acumen: Builds and delivers professionalism through combining commercial and HR expertise to bring value to the organisation, stakeholders and peers.
Strategic HR Key Performance Indicators (KPIs)
These KPIs are designed to measure the strategic impact of HR on business objectives, moving beyond transactional activities to focus on outcomes that drive organizational success.
Stakeholder Engagement & Influence: This KPI assesses HR's ability to build strong relationships with key stakeholders, influence decision-making, and ensure HR initiatives are aligned with business priorities. It measures the effectiveness of HR in acting as a trusted advisor and strategic partner across the organization.
Employee Engagement & Retention: This KPI measures the overall health of the workforce, reflecting HR's success in creating an environment that attracts, motivates, and retains top talent. It directly impacts productivity, innovation, and organizational stability.
Effective HR Business Partnering: This KPI evaluates the quality and impact of HR's partnership with business units. It focuses on how well HR provides tailored, proactive solutions that address specific business challenges and contribute to achieving operational and strategic goals.
Quality Delivery of HR Projects & Initiatives: This KPI measures the successful execution and impact of key HR projects that support broader organizational strategies. It assesses HR's capability to manage complex projects, deliver tangible results, and drive continuous improvement within the HR function.