Job Description

Key Duties & Responsibilities
Strategic HR Partnership

• Collaborate with business leaders to understand and strategic goals and translate them into actionable HR plans.
• Develop and implement HR strategies that foster organizational effectiveness and support long term business success.
• Serve as a trusted advisor and coach to leadership on talent and people-related matters.
• Conduct regular (weekly) check-ins with assigned business units.
• Analyze HR trends and metrics in collaboration with department heads and the broader HR team to proactively develop solutions, programs, and policies.

Talent Management

• Support talent acquisition strategies and participate in workforce planning to ensure business units are adequately staffed.
• Takes ownership of all talent acquisition, development and retention related processes and interventions, ranging from conceptualization to implementation.
• Lead talent development discussions including succession planning and career development.
• Advises people managers on terms for job rotations, promotions and transfers.
• Monitor and guide performance management processes.

Employee Engagement & Culture

• Drive initiatives to improve employee engagement, well-being and overall workplace culture.
• Actively support change management efforts and ensure effective employee communication.
• Works closely with management and employees to foster strong work relationships, build morale, and improve productivity and retention.

Employee Relations

• Provide guidance on employee relations matters, ensuring fairness, compliance, and consistency.
• Conducts effective, thorough, and objective investigations on people issues.
• Investigate and resolve workplace issues, ensuring compliance with local labor laws and internal policies.

Learning and Development

• Support the design and implementation of learning and development initiatives that build capability and support business growth.
• Recommend organizational improvements based on data analysis and feedback from stakeholders.

HR Operations

• Provide interpretation and guidance on HR policies and procedures.
• Ensure compliance with employment laws and HR best practices.
• Analyse HR metrics and deliver reports to guide data-driven decisions.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Delivers on assigned HR projects and performs other related duties as assigned.

Education and Experience

• Minimum of 15 years of experience resolving complex human resource and / or employee relations issues.
• Working knowledge of multiple human resource disciplines, including recruitment, compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and central and state employment laws.
• MBA/ MSW in HR

Functional Competencies & Skillsets

• Excellent verbal and written communication skills.
• Excellent customer orientation and business partnership capability.
• Excellent organizational skills and attention to detail.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Proficient with Microsoft Office Suite, SAP Success Factors and / or related HR software.

Behavioural Competencies

• Customer intimacy: Ability to understand what value your customer wants and how you can deliver it.
• Simplify & Act with urgency: Critique existing practices / systems for ease of implementation and be responsive.
• Global mindset: Individual qualities, communication skills, and actionable knowledge that influences multicultural individuals, groups, and organizations.
• Act as owner: Demonstrate ownership of resources and decisions, be empowered to drive business outcomes.
• Adapt to change: Comfort of working in ambiguous and rapidly changing work environment, displaying willingness and positive attitude.

Supervisory Responsibilities:

• This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions in the assigned business units and departments.

Skills Required