Key Accountabilities:
- Business Partnership: Establish and maintain strong partnerships with key stakeholders in the Operations and Technology function to understand their strategic goals, challenges, and talent needs. Provide expert guidance and consultation on HR policies, practices, and strategies to drive organizational effectiveness.
- Change Management: Partner with business leaders to effectively manage change initiatives, including organizational restructures, system implementations, and process improvements. Develop strategies to minimize resistance and enhance employee adoption.
- Talent Acquisition: Partner with hiring managers to develop comprehensive talent acquisition strategies, including workforce planning, sourcing, and selection processes that result in the acquisition of top talent. Utilize strong knowledge of the technology industry and market trends to identify and attract candidates with the necessary skills and experience.
- Performance Management: Collaborate with managers to effectively manage employee performance by providing guidance on goal setting, performance evaluations, coaching, and developmental opportunities. Develop and implement performance improvement plans as needed.
- Employee Relations: Serve as a trusted advisor and handle complex employee relations issues, including disciplinary actions, investigations, conflicts, and grievances. Ensure compliance with employment laws and company policies.
- Organizational Development: Assess organizational needs and drive initiatives to enhance employee engagement, improve leadership capabilities, and foster a high-performance culture. Facilitate talent review and succession planning processes to identify and develop high-potential employees.
- Employee Development and Training: Collaborate with the learning and development team to design and deliver training programs that address competency gaps and support the development of employees within the Operations and Technology function. Provide coaching and guidance to managers on employee development plans.
- HR Analytics: Utilize HR data and metrics to generate insights and drive data-driven decision-making within the Operations and Technology function. Monitor HR-related trends and provide recommendations to improve HR programs and processes.
Experience / Qualifications
- Bachelor's degree in Human Resources, Business, or a related field; Master's degree preferred.
- Minimum of 12 - 15 years of progressive HR experience, with a focus on supporting operations and technology functions, preferably in a fast-paced, multinational environment.
- In-depth knowledge of HR policies, practices, and employment laws.
- Strong business acumen with the ability to understand business strategies and translate them into HR initiatives.
- Demonstrated experience in talent acquisition, performance management, employee relations, and organizational development.
- Excellent communication and interpersonal skills, with the ability to build relationships and influence stakeholders at all levels of the organization.
- Proven ability to navigate complex change programs, situations and resolve conflicts effectively.
- Strong analytical and problem-solving skills, with the ability to interpret data and provide actionable insights.
- Demonstrated experience in change management and leading HR initiatives in a dynamic environment.
