HR Advisor

ESSENTIAL FUNCTIONS:

HR Advisory and Business Support / HR Business Partnering

• Serve as a trusted HR advisor to managers and business leaders, providing proactive guidance on employee relations, talent management, and people-related matters.
• Provide expert HR consultation and recommend solutions across a broad range of HR disciplines, ensuring that people strategies, policies, and initiatives are aligned with business objectives while addressing employee needs and enhancing organizational capability.
• Support the planning and implementation of organizational changes, workforce initiatives, and employee engagement programs in partnership with HR leadership.

Employee Relations & Labor Compliance

• Manage and investigate simple to medium-complexity employee relations matters using fair, timely, confidential, and well-documented processes.
• Escalate complex employee relations, legal, labor, ethics, and organizational risk matters to the HR Manager and relevant stakeholders.
• Partner with and coach front-line managers in addressing workplace concerns, discipline, grievances, attendance, and conduct issues in coordination with the HR Manager and other relevant partners.
• Coach front-line managers and middle management through employee relations and performance concerns.
• Keep up to date with external trends and best practice areas of expertise and HR more broadly.

Performance and Talent

• Coach front-line and middle managers on goal setting, feedback, performance improvement, career development, and talent discussions.
• Support consistent implementation of performance and talent processes throughout the employee lifecycle.

Talent Management and Development

• Partner with leaders to identify talent development requirements and succession planning needs.
• Support learning and development initiatives to enhance employee capabilities and career growth.
  
  

HR Programs and Projects

• Participate in and drive relevant projects, leading and championing, as appropriate, site-wide employee programs.
• Collaborate with COE’s to ensure alignment in executing/delivering global programs.
• Drive HR programs and initiative adoption within the countries/site supported.
  
  

HR Analytics and Reporting

• Generate and interpret HR metrics, including turnover, absenteeism, employee relations trends, and workforce data.
• Use data-driven insights to support decision-making and continuous improvement initiatives.

REQUIREMENTS:

• Bachelor’s degree in Psychology, Human Resources Management, or equivalent
• 3-5 years of experience as an HR Business Partner, either as a generalist, people leader, or business partner.
• Must have HR management experience in a generalist capacity, preferably with strong experience in talent development, HR projects and employee relations.
• Has solid knowledge of the local labor laws and regulations.
• Possesses honest and open interpersonal communication skills and can develop and manage relationships across the company
• Possesses a high level of confidentiality, accuracy, and attention to details
• Strong relationship-building skills with the ability to influence and communicate effectively across all levels in an organization
• Comprehensive HR knowledge, especially hands-on experience in employee relations and performance management.
• Successful track record of implementing people programs.
• Deep business acumen and the executional know-how to build and grow businesses through the ongoing development and support of their people.
• Fluent in English, both oral and written, as the candidate will need to interact with stakeholders globally.
• People management is not required, but expertise in HR is expected.
• The position follows a hybrid work setup, and the candidate must be amenable to reporting to the office at least 2x per week