Human Resources Partner

5+ years of experience in an HR position or role with knowledge in human resource management including employee relations, change management and experience in team development.
- Bachelor’s degree or equivalent post-secondary degree required.
- Demonstrated experience supporting employee populations in large organizations.
- Proven ability to diagnose problems, as well as drive appropriate solutions with self-initiative.
- Strong listening skills and ability to relate to, influence, and coach employees of all levels in the organization.

Job summary
The HRP will act as an influential partner in helping managers with talent management processes, performance management, people development, and implementation of organizational changes. Thanks to their visibility across businesses and their access to data on managers and employees’ requests, HRPs are in a position to spot trends, identify emerging needs, and address them with innovative people programs, tools and processes.
Key Responsibilities
Compensation Management
- Provide advice on queries related to understanding and communicating compensation, consulting with Compensation Consultant where needed
- Own and execute legislative compensation changes (min wage changes)
- Provide guidance on exception requests related to off/on cycle changes (job code from IC to Mgr, promotions) consulting with HRBPs who own exception approvals
Employee Relations
- Maintain the fair and consistent treatment of employees by conducting investigations and disciplinaries where complaints or misconduct arise excluding cases that relate to harassment and discrimination (these are owned by ER)
- Log and report all cases in Exact, draft and provide all written communication where applicable (outcome letters / communications)
- Consult with the ER and Legal departments and HRBP where needed (cases of high risk, or where outcome may be dismissal)
Onboarding / Off Boarding / Site Management
- Support the design, delivery and improvement of our onboarding proposition and programs in the region/country/state or site, in order to guarantee a positive Day 1 employee experience
- Act as the site point of contact (POC) on topics such as local HR processes and compliance
Organizational Design
- Provide expert guidance in cases in reduction in force
- Educate and guide managers on job code and fit queries
Performance Management
- Manage the end to end process of performance management (including all Focus and Pivot cases)
- Provide expert guidance and support to managers who have identified low performance to ensure employees are managed fairly and effectively
- Analyze data and trends on performance management, in order to provide input to the business or HRBP, preventing the recurrence of known issues
Policies and Practices
- Review and consult with legal on local policies and processes in order to ensure that they are fit for purpose
- Consult managers on people matters that require in depth knowledge of policies, procedures and local legislation
- Partner with HR Services (HRS) to ensure that people transactions are processed timely and processes are continuously reviewed, improved and streamlined
- Analyze data and observations across the region/country/site, highlighting trends and recommending/driving solutions, as appropriate
Talent Management
- Coach, train and guide managers during the annual talent management process
- Support managers and employees in identifying training opportunities to further develop functional and managerial skills
- Support people managers with career conversations, Development Plans/Career Growth Plans and other development initiatives
- Excellent written and verbal communication; high quality document and report preparation.
- Resilient and able to thrive in a fast paced, entrepreneurial environment with a high level of energy.
- Excellent presentation skills.