Partner Global HR Director in developing People Strategy for the aligned Segment or Business unit(s). Manage local execution

People strategy areas include organizational and leadership development, employee attraction and retention, employee engagement and relations, change managementSupport the aligned business leaders in HR decisions, geographical footprint, talent initiatives and retention / upskilling, providing local expertise as appropriateDefine the key people metrics for the aligned business, ensure metrics are consistent with the global standards for reportingInfluencing people related communications strategy for the aligned business, actively participate and support change management for any transformation impacting people

Build strong international network and key stakeholder partnerships

Identify key regions / geographies for the aligned business to identify HR networkBuild strong relations with HR partners from other geographies to get a strong understanding of the big pictureParticipate in global Townhalls and LT meetings as appropriate to keep track of the business strategy. Build relationship with global leader as appropriate

Lead and contribute to HR Programs, drive market intelligence

Leading HR workstreams in projects/programs impacting aligned Business Unit and/or geographyLeading HR Projects as needed by the local HR Team. Senior HR Manager may lead also Regional HR initiativesContinuously develop your market awareness, which includes knowledge about direct competitors and their people strategies. Participate as needed in the HR or business associations to stay connected with the broader HR or Sector specific network. Senior HR Manager may be required to monitor market at the regional level

Your Background:

Experience in HR Leader or Business Partner positions or proven experience in at least 3 HR Focus Areas:Talent Acquisition, Total Rewards, Talent Management, HR Generalist, HR Operations, HRIS, Learning & DevelopmentAbility to execute talent strategies and people agenda for the aligned business unitDeep understanding of business goals and impact on people strategyAbility to drive talent strategies and people agenda for the aligned business unitPractical knowledge of general labor law related matters in different geographies and continents as well as cultural differencesStrong relationship building with key Stakeholders within and outside of primary geographyProven ability to influence without direct authorityExceptional Communication skills and ability to facilitate conflictCreative approach in problem solvingStrong people and business focus, understanding company’s business model and directionAbility to link people cost with business outcomes and financial targetsFluency in English

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