Global Human Resources Business Partner

Due to continued growth, we are seeking a Global Human Resources Business Partner to support our fantastic teams globally.

The Global Human Resources Business Partner play a critical role in our HR team, responsible for driving and delivering HR strategies and initiatives that support the organization's global business objectives. Global HRBP collaborates closely with business leaders, regional/local HR teams and CoEs to ensure that HR solutions are aligned with and contribute to the achievement of our global goals.

Job responsibilities: 

STRATEGIC HR PARTNERSHIP:

• Act as a strategic partner to global business leaders, understanding their goals and challenges and providing HR solutions and support.
• Collaborate with regional/local HR teams and COE to ensure consistency and alignment of HR practices across all global locations.
• Serve as a trusted advisor and thought partner to senior leadership on all HR-related matters.

GLOBAL WORKFORCE PLANNING:

• Participates in development and execution of global workforce planning initiatives, ensuring alignment with business goals.
• Analyze organizational capability gaps, succession planning, and talent development strategies on a global scale.

PERFORMANCE MANAGEMENT:

• Support the design and implementation of global performance management processes and tools.
• Assist in setting global performance standards and goals.
• Analyze organization capability gaps and implement organizational development programs and
• interventions to drive business performance and improvements.

TALENT MANAGEMENT:

• Oversee global retention, and development strategies to attract, develop, and retain top talent.
• Work on global talent acquisition strategies and partner with recruitment teams to ensure a strong talent pipeline.
• Assess organizational needs and facilitate the development of global talent and leadership capabilities.

EMPLOYEE ENGAGEMENT AND CULTURE:

• Understand and keep a “pulse” on overall staff engagement and suggest improvements to ensure staff engagement and satisfaction.
• Develop and implement initiatives to enhance employee engagement and foster a positive company culture.
• Address employee relations issues and promote a healthy work environment.

CHANGE MANAGEMENT:

• Lead HR initiatives related to organizational change, mergers, acquisitions, and restructuring.
• Guide leaders and employees through change processes effectively.

COMPENSATION AND BENEFITS:

• Support the design and implementation of global compensation and benefit processes and tools
• Utilize date and provide inputs and recommendations for Com&Ben decision-making process and recognitions.

HR ANALYTICS AND REPORTING:

• Utilize HR data and analytics to provide insights and recommendations for continuous improvement.
• Monitor and report on key HR performance metrics.

EMPLOYEE RELATIONS, COMPLIANCE AND HR POLICIES:

• Facilitate solutions for managing employee relations, and proactively develop/coach/counsel leaders on hiring, management, and conflict resolution ·
• Ensure global HR policies, practices, and procedures comply with relevant laws and regulations.
• Provide guidance on HR compliance matters.