Job Description

In this role, you’ll make an impact in the following ways:

• As a People Business Partner, be a trusted partner to internal stakeholders on all strategic people matters and people service delivery of people priorities such as engagement, performance, and development of our people.
• Provide day-to-day delivery and execution of our people service catalogue solutions including but not limited to compensation, employee relations, talent & development, people governance, policy, and operations.
• Stay abreast of and execute all required local regulatory and legal changes
• Year-End compensation planning process, new hire offers/internal promotions, and ad hoc reporting & analysis.
• Provide advice & assistance on sensitive/complex Employee Relations (ER) cases/projects/grievances from employees, partner with Legal colleagues, the company‘s investigative unit and Ethics Office as required, liaise with Employee Relations COE for people-related issues.
• Collaborate with the Global Talent & Development Leads, partner with leaders and managers, and partner with EMEA Talent Acquisition team on recruitment and talent development.
• Work with EU People Governance COE to ensure compliance with local legislation, regulations, internal policies, and review and update relevant people policies.

To be successful in this role, we’re seeking the following:

• Progressive related experience with demonstrated knowledge of technical and legal aspects of Human Resources / People Management.
• Broad range of experience in managing all aspects of Human Resources / People Team.
• Progressive related experience with demonstrated success in talent management, organisational design, change management, workforce planning, talent acquisition, or total rewards planning
• The role will be hands on and is also expected to seek out opportunities to leverage and collaborate with HR Centers of Excellence CoEs) such as Reward, Recruitment, Employee Relations and International Mobility to deliver a best-in-class HR service to our clients.
• The role will also be responsible for coaching managers on performance and conduct matters, redundancy consultation, supporting talent and succession planning activities, coordinating international transfers
• This role does not have management responsibilities, may provide work guidance to People Advisors. Experience analyzing data, summarizing results and proposing recommendations.