HR Business Partner

HR BUSINESS PARTNER

Job Summary:

This position has no direct supervisory responsibility but does serve as a coach and mentor for other
positions in the department and client group. Incumbents of this position will regularly exercise
discretionary and substantial decision -making authority aligned to the company objectives and
oversight of the HR Director.

• Partners with the designated leader(s) to create and implement solutions to meet the
  business objectives across all areas of people management.
  

• Builds strong, effective relationships and gain in -depth business knowledge including the
  annual operating plan (AOP), strategic plan, financial performance, competitors and culture.
  

• Consults with line management, providing HR guidance when appropriate drawing on best
  practice, company policy and procedures, local law, and compliance. Analyze and provide
  data insight (supported by COE’s) to inform effective decision making.
  

• Develops strong working relationship with the HR functional COE’s to enable effective HR
  service delivery and solutions aligned to the assigned area’s business objectives.
  

• Shapes culture, keep pulse on employee engagement, working closely with management and
  employees to improve working relationships, build morale and retention. Interpret
  employee engagement survey feedback and able to develop actions plans to address gaps.
  

• Develops and implement effective strategies to enable the organization to thrive through
  periods of change such as: business area restructures, growth or retraction, acquisition,
  functional and enterprise change programs. Guides and drafts effective change plans and
  associated communications.
  

• Guides management on effective organization design (taking span and layers into account)
  and resource planning taking diversity and inclusion, and internal mobility into account. Designs new positions in line with job families and working with the compensation
  team, guides on appropriate grade/salary levels.

• Provides day -to -day performance management guidance to line management e.g., coaching,
  counselling, career development, disciplinary actions.
  

• Guides, coaches and facilitates talent management initiatives including annual performance
  assessments, succession planning and talent road maps. Provides employee and
  management training as required.
  

• Supports managers in interviewing senior roles, oversees internal transfers end to end.
  

• Supports management in implementing foreign assignments and rotational assignments.
  

• Manages and resolves complex employee relations matters. Conducts effective, thorough,
  

  and objective investigations. Maintains an up to date working knowledge of legal
  requirements related to the day -to -day management of employees, mitigates legal risks, and
  ensure regulatory compliance, partnering with the legal department as needed.
  

• May be required to manage industrial relations (region/business areas that we have a union
  presence, currently outside of the USA).
  

• Responsible for ensuring adherence and
  management in accordance with the collective bargaining agreements, negotiating and
  implementing pay awards.
  

• Working closely as part of the HR team, provides support and back up to colleagues as
  required and collaborates on ad hoc projects and interventions as requested.
  

• Holds regular 1 -2 -1’s with the leadership team, participates in management and employee
  meetings, and travel to company sites as required.
  

• Will travel to assigned sites required.
  

• In addition to the duties and responsibilities listed, the job holder is required to perform
other duties assigned by their manager from time -to -time, as may be reasonably required of
them.

Minimum Job Requirements:

Four -year college degree in Human Resources or business area plus six years of experience working
as an HR generalist; HR certification preferred (PHR, SHRM, CIPD or similar).

Working knowledge of multiple human resource disciplines, including compensation practices,
organizational diagnosis, employee and union relations, diversity, performance management, and
employment laws.

Previous experience of HR partnering or generalist experience within IT, engineering, or service
business desirable.

Strong track record of managing employee relations through to conclusion essential, and prior
experience of managing significant change programs desirable.

Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines,
regulations, ordinances, and policies.

Excellent verbal and written skills, with the interpersonal skills to communicate at all levels of the
organization.

Able 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.
Able to work at pace, manage ambiguity and adapt to change.

Proficient with Microsoft Office Suite or similar software, prior experience of Workday preferred but
not essential.

Able to protect and handle confidential personnel information.
Prolonged periods of sitting at a desk and working on a computer required.
Must be able to travel to visit assigned sites on a regular basis.