HR Generalist - Employee Relations

Job Description

HR GeneralistSummary:The role serves as a trusted HR and ER partner, providing strategic guidance on employee relations, workforce change, policy governance, regulatory compliance and employment-related risk considerations. The role partners closely with business leaders and key stakeholders to support organizational effectiveness while ensuring an appropriate balance of business, people and compliance outcomes.Responsible for compliance with country/jurisdiction law and regulations for business as usual and when supporting the integration and harmonisation for any M&A activity.Partner with Centres of Expertise and Global HR Operations to support the execution of enterprise and business programs in the region/country, as defined in the HR Service catalogue.Responsibilities:HR support:Overall accountability for the management of country related HR matters and support to Country Business leaders and managers in line with local legislation, regulatory requirements and global HR priorities.Partner directly with senior business leaders to provide strategic HR and ER guidance, balancing business objectives, colleague experience and compliance considerations.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, Change Management, and Compliance:- Independently lead and manage complex ER matters including disciplinary issues, performance management, grievances, investigations, redundancies, workforce transitions, long-term illness cases and negotiated exits. Provide guidance to colleagues and managers to achieve balanced and sustainable outcomes.- 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.- Lead and negotiate exit agreements and separation arrangements, partnering with Legal where specialist advice or heightened risk considerations apply.- Lead or support organizational change initiatives, including restructuring, workforce transitions, M&A integration and policy harmonisation activities requiring country-specific implementation, consultation and risk assessment.- Maintain a strong understanding of employment laws, labour regulations and HR compliance requirements to identify risks, provide practical guidance and partner effectively with Legal on complex matters.- Ensure adherence to unique jurisdictional requirements and monitor issues for continuous improvement of employment practices and/or processes.- Lead the ongoing review, development and harmonisation of local HR policies, procedures and governance frameworks in line with legislative, regulatory and business requirements.- Ensure the consistent practice and implementation of ER activities through the application of uniform policies, standard Operating Procedures, procedure, governance frameworks and documented templates.- Serve as a local resource on work/life balance issues; coordinate with managers on alternative work arrangements and lead best place to work initiatives.- 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:Lead ER, compliance projects, managing multiple workstreams and coordinating with HR, Legal, Finance, Talent Acquisition, HRS, business leaders and global stakeholders to support successful delivery and effective risk management.Partner with CoEs to ensure global programs are executed in line with local legislation and consultation requirements.Identify and implement opportunities for standardisation of work (e.g. HR process, service delivery) where appropriate.Utilize global HR technology, global processes and the tiered support model to support an integrated One HR organisation 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 .

Keyskills :
Employee RelationsRegulatory ComplianceEmployment LawHR ComplianceStakeholder ManagementProject ManagementChange ManagementWorkforce ChangePolicy Governance