ESSENTIAL FUNCTIONS:

HR Advisory and Business Support / HR Business Partnering

Serve as a trusted HR advisor to managers and business leaders, providing proactive guidance on employee relations, talent management, and people-related matters.
Provide expert HR consultation and recommend solutions across a broad range of HR disciplines, ensuring that people strategies, policies, and initiatives are aligned with business objectives while addressing employee needs and enhancing organizational capability.
Support the planning and implementation of organizational changes, workforce initiatives, and employee engagement programs in partnership with HR leadership.

Employee Relations & Labor Compliance

Manage and investigate simple to medium-complexity employee relations matters using fair, timely, confidential, and well-documented processes.
Escalate complex employee relations, legal, labor, ethics, and organizational risk matters to the HR Manager and relevant stakeholders.
Partner with and coach front-line managers in addressing workplace concerns, discipline, grievances, attendance, and conduct issues in coordination with the HR Manager and other relevant partners.
Coach front-line managers and middle management through employee relations and performance concerns.
Keep up to date with external trends and best practice areas of expertise and HR more broadly.

Performance and Talent

Coach front-line and middle managers on goal setting, feedback, performance improvement, career development, and talent discussions.
Support consistent implementation of performance and talent processes throughout the employee lifecycle.

Talent Management and Development

Partner with leaders to identify talent development requirements and succession planning needs.
Support learning and development initiatives to enhance employee capabilities and career growth.

HR Programs and Projects

Participate in and drive relevant projects, leading and championing, as appropriate, site-wide employee programs.
Collaborate with COE's to ensure alignment in executing/delivering global programs.
Drive HR programs and initiative adoption within the countries/site supported.

HR Analytics and Reporting

Generate and interpret HR metrics, including turnover, absenteeism, employee relations trends, and workforce data.
Use data-driven insights to support decision-making and continuous improvement initiatives.

REQUIREMENTS:

Bachelor's degree in Psychology, Human Resources Management, or equivalent
3-5 years of experience as an HR Business Partner, either as a generalist, people leader, or business partner.
Must have HR management experience in a generalist capacity, preferably with strong experience in talent development, HR projects and employee relations.
Has solid knowledge of the local labor laws and regulations.
Possesses honest and open interpersonal communication skills and can develop and manage relationships across the company
Possesses a high level of confidentiality, accuracy, and attention to details
Strong relationship-building skills with the ability to influence and communicate effectively across all levels in an organization
Comprehensive HR knowledge, especially hands-on experience in employee relations and performance management.
Successful track record of implementing people programs.
Deep business acumen and the executional know-how to build and grow businesses through the ongoing development and support of their people.
Fluent in English, both oral and written, as the candidate will need to interact with stakeholders globally.
People management is not required, but expertise in HR is expected.
The position follows a hybrid work setup, and the candidate must be amenable to reporting to the office at least 2x per week