The Role

Overall accountabilities

• The HR Generalist is responsible for managing country-specific HR matters, ensuring compliance with company policies, local legislation, and regulatory requirements, while also supporting employees to foster a positive and inclusive work environment.
• Working with Country Leaders to ensure compliance and risk mitigation, aligned to global HR priorities.
• Educate Country Business leaders and managers to undertake their responsibilities as defined in the HR Service Catalogue and Ways of Working

Work Environment, Employee Relations and Compliance:

• Ensure the consistent practice and implementation of ER activities through the application of uniform policies, standard Operating Procedures and documented templates.
• Work with managers to provide effective coaching on managing performance and disciplinary issues, ensuring actions meet company and legislative requirements to maintain a positive and professional work environment for all colleagues
• Serve as a local resource on work/life balance issues; coordinate with managers on alternative work arrangements and lead best place to work initiatives.
• Provide case management advice on key areas such as disciplinary, performance management, redundancy, long-term illness, and other ER issues. Provide guidance to colleagues and to people managers to ensure successful outcomes that balance risk and business cost.
• Negotiate exit agreements, taking legal advice on more complex cases.
• Ensure adherence to unique jurisdictional requirements and monitor issues for continuous improvement of employment practices and/or processes.
• Manage the relationship with Works Councils (where applicable) and other representative stakeholders where applicable.
• Manage the on-going review and up-dating of local country HR policies and procedures in line with legislative changes.
• Manage country related HR compliance, regulatory requirements and controls
• In collaboration with other teams, some participation in locally required or relevant culture, wellness, disaster response or diversity initiatives that are aligned with global HR priorities.

Performance and Talent Development

• In line with the HR Service catalogue, partner with Talent Advisory to determine specific country support requirements for the execution of Talent programs, e.g. collective/individual consultation.
• Support the execution of CoE and Global HR Operations enterprise-wide programs where there are country specific implementation requirements, e.g. collective consultation, legal restrictions.

Integrated HR Service Delivery

• Identify and implement opportunities for standardization of work (e.g. HR process, service delivery) where appropriate.
• Partner with CoEs and Talent Advisors to ensure global programs are executed in line with local legislation and consultation requirements
• Utilize global HR technology, global processes and the tiered support model to support an integrated “One HR” organization focused on the colleague and manager experience of HR services.

Total Rewards

• Provide Country specific support to the annual review cycle, specifically data validation as it relates to local policy requirements,
• Manage and oversee the administration of local benefits, including relationships with vendors and renewals, in line with market and legal requirements and in alignment with the Global Benefits strategy (where applicable)
• Partner with the Global Compensation and Benefits teams to support and provide advice relating to competitiveness of reward offerings and legislative changes impacting local programs, e.g. pay transparency, pay equity.
• Provide county specific support, as defined in the HR Service Catalogue, for internal movement of colleagues, including international transfers and relocations.

The Requirements

• University degree in Human Resources, Psychology, Business Administration or related fields.
• Postgraduate degree in Talent Development (desirable).
• At least 6 years of experience in consulting or advisory roles in human resources, leading the main processes of the employee life cycle.
• A proven track record as a HR professional providing a commercially focused and pragmatic support to business leaders.
• Experience of working within a professional services environment would be an advantage.
• Strong evidence of partnering with senior business leaders on employee relation issues and effective stakeholder management.
• Experience of managing restructuring programs and change management initiatives would be an advantage.
• Excellent written and verbal communication skills, including an advanced level of English.
• The ability to interact with colleagues at all levels.
• Strong organizational skills and ability to manage competing and rapidly changing priorities.
• Ability to work independently and operate well in a team.
• Understanding and experience of operating in a Global matrix environment.

Equal Opportunity Employer