Job Family Definition

Provides a full range of HR support and program implementation activities across multiple businesses, functions, and geographies. Delivers global programs and policies that are specialized for local or regional requirements. Acts as a consultant and partner in driving and implementing organizational design, transformation, change management, talent management, total rewards, workforce planning, and employee relations strategies and policies. Ensures HR programs are implemented based on business-specific priorities and legal requirements at the country level. Collaborates across the HR organization to deliver an integrated portfolio of services to employees. Systematically deploys policies and structures established by HR functions while delivering differentiated solutions based on unique business needs, local market pressures, and the competitive landscape. Supports talent acquisition efforts and partners with mergers, acquisitions, divestitures, and outsourcing activities to help enable employee integration success. Consults with managers and stakeholders on employee relations issues and interfaces with managers, employees, government agencies, and external representatives as needed.

Management level definition

Applies intermediate to specialized subject matter knowledge to solve a variety of common and moderately complex HR issues. Acts as an informed team member,providesanalysis of information, supports project delivery, and exercises independent judgment within defined practices and procedures. Follows established guidelines, interprets policies, evaluates circumstances, and recommends practical next steps for review or escalation.

Responsibilities

Operational HR Support & Meeting Participation

• Participate in Networking HRBP and stakeholder meetings to capture actions, document decisions, and support follow-through on Country HR deliverables.

• Provide operational support to employees,People leaders, and HRBPs for moderately complex HR cases, escalating as needed to the EXP Integrator, PR&C, Legal, People Care, or relevant COEs.

• Act as an integrator between leaders, Business HR, Country HR, and COEs to coordinatetimelyresolution ofpeoplematters.

• IdentifyHR support ownership gaps and recommend scalable solutions across the CHR US operating model.

Program Delivery & Process Execution

• Support implementation of HR programs, process improvements, employee outreach activities, and country-specific peopleinitiatives forUS

• Develop program delivery materials, presentations, communications drafts, andimplementationsupport documentation.

• Identifyoperational obstacles or process gaps and recommend improvements or relevant process owner.

• Support consistent adoption of HPEpeopletools, processes, and case-routing expectations

Data, Reporting & Issue Tracking

• Analyze employee, case, and program data to support reporting, leadership updates, and pilot success metrics.

• Track case volume, case type, resolution status, recurring themes, and follow-upactions whererelevant to the pilot.

• Prepare summaries of HR support activity for stakeholder reviews and helpidentifytrends requiring escalation or model calibration.

• Audit records, materials, and follow-up documentation for completeness, accuracy, and confidentiality.

Employee Experience & Cross-Functional Coordination

• Coordinate with People Care, Total Rewards, Talent Acquisition, Payroll, Mobility, Facilities, Legal, and other functions to move operational items forward.

• Support employee relations and compliance activities by gathering information, preparing documentation, and coordinating with theappropriate experts

• EnsureCHRrequests are routedappropriatelyand that pending items are followed through to closure.

Education and Experience required

• First-level university degree or equivalent experience.

• Typically4–6 years of related Human Resources experience; strong HR operations or HR Generalist experience preferred.

• Experience supporting HR program delivery, employee/manager inquiries, case coordination, data analysis, or process improvement initiatives.

• Experience working with multiple HR stakeholders andmaintainingconfidential employee information.

Knowledge and skills

• Developed knowledge of HR programs, HR operations, and employee lifecycle processes.

• Working knowledge of local employment practices and ability toidentifywhen escalation isrequired

• Strong communication, documentation, and follow-through skills.

• Strong quantitative and qualitative analytical skills, including comfort with trackers, dashboards, and case data.

• Ability to respond independently to moderately complex inquiries within defined practices and procedures.

• Strong organization, prioritization, and meeting coordination skills.

• Ability to work effectively across HR functions andmaintainconfidentiality.

Impact/ Scope

• Works across multiple HR stakeholders supporting US to ensure operational needs are met.

• Improves transparency and execution discipline bymaintainingaccuratetrackers, meeting notes, documentation, and follow-up routines.

• Supports employee and manager experience by helping route issues, execute programs, and coordinate cross-functional support.

Additional Skills

Accountability, Active Listening, Analytical Thinking, Case Coordination, Communication, Critical Thinking, Customer Support, Data Analysis, Employee Experience, Follow-Through, HR Operations, HR Programs, Managing Ambiguity, Meeting Coordination, Process Improvement, Program Delivery, Stakeholder Support.