Key Responsibilities & Tasks

Provide people insights and perspectives on business decisions. Deploys the tactical aspects of the People Plan. Works with more complex People First topics.

• People Plan: Deploy the midterm aspects of the People Plan, as aligned with HR strategy

• Workforce Planning: Per people plan requirements

• Organization Development: Per people plan requirements

• Capability Deployment: Per people plan requirements

• IN CASE OF TRANSFORMATION PROGRAM: Transformation and Change Management: Operationalize Change Management Plan

• Leadership and Team Development: Based on identified needs, advise Leadership Team to drive Employee Engagement, Teamship and Business/People Leadership. Pipeline for leaders. Partner with the business leader to ensure Leadership team development - ensuring leadership team work efficiently

• Compensation strategy: Accountable for executing the compensation strategy for area of scope. Responsible to bring knowledge and current/future business needs back to CoE to secure the right strategy. Coach and advise leaders how to set and work with compensation, aligned with talent needs, ensuring internal attention to equity. Use dashboards and other data reports to advise the business on prioritization of critical talent/performance.

• People Advisory: Advise employees and people leaders on complex and/or out-of-the-box topics under various HR function areas requiring local knowledge and expertise. Act as a subject matter expert on region- or country-specific matters related to the various HR function areas overseen by People Relations. Represent the People area in local task forces and other relevant forums

• Program Design & Delivery: Design and implement people programs specific to the needs of the area under scope. Implement global programs locally (e.g. D&I, wellbeing) and contextualize to local realities where needed. Create and execute local EoC programs within the factory. Accountable for local onboarding sessions.

• Labor Law and Compliance: Support processes and address inquiries relating to labor law and compliance. Provide local legislative, regulatory and labor relations advice for organization change, redundancies, restructuring, M&A, outsourcing and divestments. Lead union relations inn locations with stronger union presence and/or more complex union requirements.

• Ethics and Discipline: Proactively address employee relations issues, conducting investigations and providing resolutions in collaboration with leaders. Monitor employee morale and engagement, implementing initiatives to enhance the overall employee experience.

• Talent & Performance Management: Guide people leaders on developing performance improvement plans compliant with legal guidelines

• People Analytics: Leverage data and analytics to understand people needs and inform the design and delivery of people programs

Competencies

Knowledge

• Knowledge various HR function areas

• Strong understanding of local labor legislation, regulatory and compliance

Skills

• Business & Financial Acumen

• Organization Development

• Talent Management

• Change Management

• Coaching, Consulting, Advising & Influencing

• Data Driven Decision Making

• Leadership Development

• Communication & stakeholder management

• Coaching others and self

Experience

• Bachelor’s degree in business or related field; Master’s degree preferred

• 5-8 years of progressive HR experience with focus on manufacturing or industrial environments

• Generalist experience covering a wide array of HR function areas