Key Duties & Responsibilities:

Strategic HR Partnership

1. Collaborate with business leaders to understand and strategic goals and translate them into actionable HR plans.

2. Develop and implement HR strategies that foster organizational effectiveness and support long term business success.

3. Serve as a trusted advisor and coach to leadership on talent and people-related matters.

Conduct regular (weekly) check-ins with assigned business units.

4. Analyze HR trends and metrics in collaboration with department heads and the broader HR team to proactively develop solutions, programs, and policies.

Talent Management

1. Support talent acquisition strategies and participate in workforce planning to ensure business units are adequately staffed.

2. Takes ownership of all talent acquisition, development and retention related processes and interventions, ranging from conceptualization to implementation.

3. Lead talent development discussions including succession planning and career development.

4. Advises people managers on terms for job rotations, promotions and transfers.

5. Monitor and guide performance management processes.

Employee Engagement & Culture

1. Drive initiatives to improve employee engagement, well-being and overall workplace culture.

2. Actively support change management efforts and ensure effective employee communication.

3. Works closely with management and employees to foster strong work relationships, build morale, and improve productivity and retention.

Employee Relations

1. Provide guidance on employee relations matters, ensuring fairness, compliance, and consistency.

2. Conducts effective, thorough, and objective investigations on people issues.

3. Investigate and resolve workplace issues, ensuring compliance with local labor laws and internal policies.

Learning and Development

1. Support the design and implementation of learning and development initiatives that build capability and support business growth.

2. Recommend organizational improvements based on data analysis and feedback from stakeholders.

HR Operations

1. Provide interpretation and guidance on HR policies and procedures.

2. Ensure compliance with employment laws and HR best practices.

3. Analyse HR metrics and deliver reports to guide data-driven decisions.

4. 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.

5. Delivers on assigned HR projects and performs other related duties as assigned.

Education and Experience

1. Minimum of 15 years of experience resolving complex human resource and / or employee relations issues.

2. 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.

3. MBA/MSW in HR

Functional Competencies & Skillsets

1. Excellent verbal and written communication skills.

2. Excellent customer orientation and business partnership capability.

3. Excellent organizational skills and attention to detail.

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

5. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.

6. Excellent time management skills with a proven ability to meet deadlines.

7. Strong analytical and problem-solving skills.

8. Proficient with Microsoft Office Suite, SAP Success Factors and / or related HR software.

Behavioural Competencies

1. Customer intimacy: Ability to understand what value your customer wants and how you can deliver it.

2. Simplify & Act with urgency: Critique existing practices / systems for ease of implementation and be responsive.

3. Global mindset: Individual qualities, communication skills, and actionable knowledge that influences multicultural individuals, groups, and organizations.

4. Act as owner: Demonstrate ownership of resources and decisions, be empowered to drive business outcomes.

5. Adapt to change: Comfort of working in ambiguous and rapidly changing work environment, displaying willingness and positive attitude.

Supervisory Responsibilities:

1. 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.