Job Description:
Your Day To Day:
- identify gaps and prioritize ways to remediate employee conduct and performance concerns
- leverage site stakeholder and employee contributions in creating policies and programs
- Provide ongoing reactive assistance, while constantly innovating and developing new pre-emptive guidance/resources
- Execute current policies to maintain well-functioning employee-manager experiences
- Provide localized HR support to local leadership
- Educate and promote process/program best practices
- Develop and conduct employee/manager trainings and coaching
- Understand stakeholder input to proactively prevent and resolve issues
- Strategically partner across the organization to meet evolving needs with innovative solutions
- Be the primary consultative resource for employee relations, managerial development, and site-based learnings
- Be experts in local markets: build communities to develop and drive local initiatives
- Recognize, flag, and operationalize local concerns, nuance and legal requirements
- Provide a feedback loop to understand and predict the implications of our current/future HR approach and policies
- Pre-emptively resolve employee relations matters
What Do You Need To Bring:
- High degree of resilience and tenacity to drive change
- Strong track record of getting things done through others, informal networks/channels and working across boundaries to break down silos and fully leverage partners throughout the HR delivery model
- Experience leading and supporting broad scale change initiatives that have global impact and complex expectations
- Excellent project management skills with a proven ability to design and implement creative HR solutions that drive business results
- The ability to flourish in a rapidly changing organization and operate comfortably with ambiguity and complexity.
- High emotional intelligence and ability to thrive in an ambiguous and dynamic environment
- Ability to think innovatively to create the best experience for our employees
- 12+ years of HR Generalist and employee relations experience in roles of progressively increasing scope and seniority in matrixed, high-growth, organizations
- Strong knowledge of labor laws across the EMEA region for both exempt and non-exempt employees
- Proven leadership experience is a must, including having directly hired and managed diverse teams across different geographies
- Experience in a high profile, strategic HR role with heavy executive-level interface and a high degree of executive influence
- A Bachelor’s Degree in Human Resources Management, Business Administration, or equivalent experience is required with a preference for an advanced degree in Human Resources or Business Administration
- SPHR or SHRM-SCP certification is a plus
Our Benefits:
Any general requests for consideration of your skills, please