Sr. HR Business Partner

Duties

• Conduct initial intake conversations with managers regarding performance concerns
• Coach managers through performance management situations and provide guidance on best practices
• Thoroughly document conversations and update cases via internal CRM
• Support scheduling and providing materials for performance improvement training for managers
• Partner with Employee Relations and Global Employment Law to assist with driving consistent performance management and design initiatives
• Provide HR policy, process and/or program advice and coaching to employees and managers, when appropriate
• Partner with COEs and Ops to assist in delivering HR programs and policies in functionally and regionally relevant ways
• Serve as an escalation point for Global People Care team (HRSS) to resolve complex ticketing issues
• Act as key point of contact for compensation inquiries (compensation adjustments due to market relocation, spot bonuses)
• Submit requests for spot bonus payments
• Act as initial point of contact for Talent Acquisition partners
• Answer eligibility requests related to internal transfers, rehire, and current compensation packages
• Respond to requests for employee data
• Collect and compile reports
• Review requests for sensitive data to determine appropriate course of action
• Conduct light analysis (i.e. - hiring rates, attrition, YoY trends)
• Collaborate with HRBPs to deliver and execute on day-to-day business activities
• Complete ad-hoc projects, reporting and tasks as required with cross-functional HR / Partner teams

Skills

• Excellent interpersonal, facilitation, communication, presentation and negotiation skills
• Ability to form relationships with the business as a known trusted advisor
• Ability to manage own time and workload, juggling conflicting priorities
• Knowledge of HR programs and processes (e.g., performance management, talent reviews, compensation reviews etc)
• Ability to work effectively under pressure in a fast-paced environment
• Possess confidence in handling ambiguous and fluid situations
• Use data to draw insights to create a targeted self-driven action plan to support talent strategy
• Good understanding of cultural and geographical differences and practices
• Knowledge of local legislation and policy interpretation to ensure compliance