Provide HR support to the Global HRBP for International Business.
Manage the implementation, communication and support of company-wide and functional programs (including, but not limited to bonus pay-خارج, job codes, الزيادات السنوية, external hiring) and tools (HR Systems, أداء ,Out of Cycle) that support our HR and company strategy.
Customer liaison and relationships - Develop and maintain strong customer relationships with executive level business leaders (and position self as subject matter expert on responsibilities under purview). Receive and respond to questions and enquiries from the business on a timely basis. لديك أولا-hand knowledge and information on a variety of people related topics and provide guidance on same.
إدارة أصحاب المصلحة- liaison and manage strong relationship with HR global CoEs, country HR teams, HRBPs of other functions, plus International Business senior management and transversal team managers.
Headcount Own the workforce management and headcount planning (especially during budget cycle) and manage reporting. Track the headcount progression in during the year and assist business stakeholders in their headcount planning, , plus work closely with Finance on ensuring strict headcount management. Communicate and present on such information as relevant, i.e. location strategy. Track attrition, including by region and location and by, key roles and within key demographics. Highlight any areas of concern and co-develop corrective actions as needed with business leaders and HR team members.
إعداد تقارير إخبارية - Analyze and collate relevant HR data in reports to enable effective decision-making by HR functions and the business (e.g. headcount reports, location view, إدارة الأداء, الخ). Ensure such reports are circulated appropriately in a timely and/or regular fashion.
Project activity such as assisting in the annual employee survey launch and action planning process, job codes management for International Business (for the latter ensuring that job codes are updated according to corporate requirements). كما, to liaise with HR and business managers to gain their involvement - and support of the implementation of such projects (e.g. Skills Refresh).
Talent Management Managing the talent pool identification and tracking, in collaboration with the sr business leaders and the regional HR teams. Development and succession plans tracking for key positions and talent. Keep a close check on the development plan execution for individuals to ensure follow-عبر.
Communications Develop and implement communications to the business in relation to relevant people topics (e.g. عملية التوظيف, external hiring) and attend functional calls/meetings to present on requested HR topics. Look for opportunities to close communication gaps as it relates to areas under responsibility
Workforce transformation- Managing any organizational change(s), مركز تقييم الكلفة، مركز التسعير، مركز التثمين, Reporting relationships, job code corrections and reporting requirements with finance and other stakeholders. Work with business managers and corresponding HR teams to close the transactions in system with minimum supervision and timeline adherence
إمكانية التنقل - Lend expertise to employee mobility and transfer situations. Liaise with relevant parties (employee, مدير التوظيف, Resourcing and Mobility, الموارد البشرية الإقليمية,) as necessary to ensure efficient and speedy handling of mobilities.