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Responsibilities
- Owns the Budget and stakeholder relationships.
- Consult with line management for your respective functional groups providing HR guidance both strategic and operational generalist support.
- Lead and deliver HR processes: Performance Management, Talent Review, Succession Planning, and etc.
- Partner with Functional Managers on strategic HR activities including organization alignment, talent attraction & retention, leadership and pipeline development.
- Drive business integration and culture assimilation of leadership team.
- Lead and initiate new and innovative HR practices to create a strong culture & high performing team.
- Work with leadership team to allocate resources and plan for current and future resource needs.
- Ensure key HR metrics are achieved – resourcing, attrition management and etc.
- Analyse trends and metrics in partnership with Functional Managers to develop solutions, programs and policies.
- Manage and resolve complex employee relations issues. Conducts effective, thorough and objective investigations.
- Maintain in-depth knowledge of employment law/legal requirements related to day-to-day management of employees, reducing legal risks and ensuring legislation compliance. Partner with legal department as needed/required.
- Provides day to day performance management guidance to line management (coaching, counselling, career development, disciplinary actions).
- Works closely with management and employees to improve work relationships, build morale, increase productivity and retention.
- Provides HR Policy guidance and interpretation.
- Identify training needs for functional groups and individual executive coaching needs.
- Participate in evaluation and monitoring of success of training programs. Follow-up to ensure training objectives are met.
- Be a trusted partner
Qualifications
- Minimum of 8 - 10 years of the resolution of complex employee relation issues.
- Working knowledge of multiple human resource disciplines including compensation practices, organizational diagnosis, employee and industrial relations, performance management, employment laws and resourcing.
- Relevant industry experiences a plus.
- Excellent consulting skills, client management and business acumen skills.
- Strong conflict management skills.
- Strong interpersonal and negotiation skills.
- Excellent verbal and written communication skills.
- Develop strong trusting relationships in order to gain support and achieve results.
- Effectively envision, develop, and implement new strategies to address competitive, complex business issues.
- Manage multiple functions in multiple locations.
- Manage multiple conflicting priorities.
- Be flexible and available to interact with employees at all levels.
- Be self-directed and motivated.
- Proven ability to manage both strategic planning and tactical execution.
- Take initiative to identify and anticipate client needs and make recommendations for implementation.
- Demonstrate execution in a matrix organization.
- Ability to remain flexible and adaptable in a rapidly changing environment.
- Strong mind-set of HR Risk management
Responsibilities
- Owns the Budget and stakeholder relationships.
- Consult with line management for your respective functional groups providing HR guidance both strategic and operational generalist support.
- Lead and deliver HR processes: Performance Management, Talent Review, Succession Planning, and etc.
- Partner with Functional Managers on strategic HR activities including organization alignment, talent attraction & retention, leadership and pipeline development.
- Drive business integration and culture assimilation of leadership team.
- Lead and initiate new and innovative HR practices to create a strong culture & high performing team.
- Work with leadership team to allocate resources and plan for current and future resource needs.
- Ensure key HR metrics are achieved – resourcing, attrition management and etc.
- Analyse trends and metrics in partnership with Functional Managers to develop solutions, programs and policies.
- Manage and resolve complex employee relations issues. Conducts effective, thorough and objective investigations.
- Maintain in-depth knowledge of employment law/legal requirements related to day-to-day management of employees, reducing legal risks and ensuring legislation compliance. Partner with legal department as needed/required.
- Provides day to day performance management guidance to line management (coaching, counselling, career development, disciplinary actions).
- Works closely with management and employees to improve work relationships, build morale, increase productivity and retention.
- Provides HR Policy guidance and interpretation.
- Identify training needs for functional groups and individual executive coaching needs.
- Participate in evaluation and monitoring of success of training programs. Follow-up to ensure training objectives are met.
- Be a trusted partner
Qualifications
- Minimum of 8 - 10 years of the resolution of complex employee relation issues.
- Working knowledge of multiple human resource disciplines including compensation practices, organizational diagnosis, employee and industrial relations, performance management, employment laws and resourcing.
- Relevant industry experiences a plus.
- Excellent consulting skills, client management and business acumen skills.
- Strong conflict management skills.
- Strong interpersonal and negotiation skills.
- Excellent verbal and written communication skills.
- Develop strong trusting relationships in order to gain support and achieve results.
- Effectively envision, develop, and implement new strategies to address competitive, complex business issues.
- Manage multiple functions in multiple locations.
- Manage multiple conflicting priorities.
- Be flexible and available to interact with employees at all levels.
- Be self-directed and motivated.
- Proven ability to manage both strategic planning and tactical execution.
- Take initiative to identify and anticipate client needs and make recommendations for implementation.
- Demonstrate execution in a matrix organization.
- Ability to remain flexible and adaptable in a rapidly changing environment.
- Strong mind-set of HR Risk management