• Assume responsibility for labor and employee relations.
• Collaborate with the management team to craft the company’s vision and mission.
• Develop strategic HR plans and policies (recruitment, training, compensation, etc.).
• Manages the budget and other financial measurements of the HR department.
• Manages other areas such as relocation, employee communication, employee safety, and community relations.
• Plan, organize, implement, direct, and evaluate the organization's human resource function and performance.
• Anticipate and resolve litigation risks.
• Monitor adherence to internal policies and legal standards.
• Develop all HR initiatives, systems, and tactics.

Skills: Labor Relations, HR Strategy, Policy Development, Budget Management, Communication Skills, Risk Management, Compliance Monitoring, HR Initiatives

• Be the first point of contact for employee relations queries.
• Responsible for the onboarding process, reference checks, right to work checks, and preparing employment contracts.
• Support with recruitment, such as job posting and managing the applicant tracking system.
• Responsible for the leaver processes, including ensuring system access is removed and guiding managers on their offboarding responsibilities.
• Update payroll accordingly each month with any new starter/leaver changes, deductions, or amendments to the contract.
• Administrative support with employee relations processes.
• Responsible for ensuring the HR database is updated regularly and accurately.
• Responsible for ensuring organization charts, Events Pillar distribution lists, and recognition system are kept up to date with starters, leavers, and changes.
• Coordinate the Events Pillar employee newsletter.
• Add a PO or invoice to NetSuite.
• Assist with issuing bonus plans/salary review letters/variation of contract letters.
• Assist with ad hoc projects.

Skills: Employee Relations, Onboarding Coordination, Recruitment Support, Offboarding Management, Payroll Processing, HR Administration, Data Management, Project Assistance

• Responsible for working closely with the CEO, providing advice, counseling, and coaching.
• Be a key catalyst for the company’s culture.
• Oversee and develop new HR policies and practices, ensuring compliance with applicable local, state, and federal regulations.
• Handle all employee relations issues, implement progressive discipline, and handle all off-boarding/terminations.
• Oversee the compensation philosophy and structure, ensuring fair pay practices and market competitiveness, including EMEA and APAC.
• Manage worldwide staffing function by creating staffing plans, job descriptions, and sourcing/recruiting for talent.
• Directs the development and coordination of training programs, personal and career development.
• Maintain the company’s quarterly G&O review system.
• Review and adopt a competitive benefits program.
• Implement processes and systems to facilitate and enable scaling.

Skills: Executive Advising, Culture Development, Policy Oversight, Employee Relations, Compensation Management, Global Staffing, Training Programs, Benefits Administration

• Partner with Senior Leaders within regional organizations.
• Suggest new approaches, policies, and procedures to effect continual improvements in business objectives, productivity, and the development of HR processes.
• Take a hands-on approach to successfully monitor the "pulse" of the organization to help drive a high level of employee engagement.
• Manage multiple priorities simultaneously and have a bias for action-oriented results.
• Provide innovative HR solutions and process improvement.
• Communicate large, complex changes across the region.
• Build and drive processes, policies, and workflows that are compliant, efficient, scalable, and reflect Pattern’s values.
• Strategize, reinvent, and execute onboarding, performance management, workforce planning and development, and off-boarding.
• Keep HR tools up to date and organized, including onboarding and off-boarding.
• Act as an ambassador and drive initiatives to constantly build upon and improve the culture.

Skills: Leadership Partnership, Process Improvement, Employee Engagement, Results Management, HR Innovation, Change Communication, Workflow Development, Culture Enhancement

• Report to Brand MD and Group HRD, and take responsibility for the C-suite business partner role.
• Implement innovative change management people initiatives.
• Support the delivery of brand strategy in a continually evolving market.
• Deliver a proactive and responsive value-added generalist HR service.
• Consistently represent the HR Department with professionalism in the boardroom, at conferences, and within the workplace.
• Translate key data into an effective and commercially focused HR and people strategy, working with and influencing senior management.
• Provide company-wide info by interpreting and analysing people data.
• Oversee complex ER issues and manage stakeholders.
• Diversify and oversee the implementation of a new recruitment strategy.
• Drive a culture of wellbeing and development with limited funds.
• Manage the HR budget and report on current and future staffing costs and initiatives.
• Lead on special projects and support the delivery of the brand strategy in a continually evolving market.
• Challenge senior managers and suggest alternative paths.

Skills: C-Suite Partnership, Change Management, Brand Strategy Support, Generalist HR Service, Data Analysis, ER Management, Recruitment Strategy, Budget Oversight

• Develop and implement the overall HR strategy in support of short-term and long-term business goals.
• Work alongside technology partners to help prioritise important issues, shape business plans, and bring people insights that ensure the right decisions are made for people.
• Work with business leaders to grow diverse leadership, talent, and technical capability in the business.
• Develop and implement structures and strategies to improve individual and organizational performance and provide leadership for the HR function and team members.
• Bring challenge and perspective to the engineering agenda, particularly around talent development, DE&I, and engagement.
• Work cross-functionally with other people and team members to strategise organisational design and people planning.
• Coach leaders through sensitive and complex people issues and in their personal development, in meeting values and leadership expectations.
• Manage global and local projects with the ability to influence.
• Maintain a highly visible profile to employees and an open, sincere disposition for employee concerns and suggestions.
• Apply discretion in interactions with employees on sensitive issues, show respect and sensitivity for cultural differences, and educate others on the value of diversity.
• Partner with specialist groups and business leaders to grow diverse leadership, talent, and technical capability in the business.
• Provide leadership and coaching for the HR function and team members, and act as an advisor on performance and employee relations-related issues.
• Identify legal requirements and government reporting regulations affecting human resources functions and ensure that policies, procedures, and reporting comply.

Skills: HR Strategy, Business Partnership, Talent Development, Performance Management, Organizational Design, Leadership Coaching, Project Management, Compliance Oversight

• Provide effective HR services and solutions to support business requirements.
• Manage all aspects of recruitment, performance management, training, compensation, and benefits requirements, and ensure a consistent and integrated approach to all HR processes.
• Ensure compliance with company policies, legal, and any statutory requirements under employment legislation.
• Ensure timely communication of changes in HR policies, programs, and procedures.
• Manage and ensure the payroll vendor provides accurate and timely payroll services.
• Provide coaching and advice on employee relations matters.
• Implement and drive high-impact employee engagement activities ranging from employee wellness to community activities.
• Oversee overall management and control of the office premises.
• Oversee overall management of purchasing for office inventories.
• Manage all service-level agreements with office landlord, building contractors, and vendors.

Skills: HR Solutions, Recruitment Management, Compliance Assurance, Policy Communication, Payroll Oversight, Employee Relations, Engagement Activities, Office Management

• Be a key member of both the local Management Team and the broader HR Leadership Team across the region.
• Oversee all HR aspects for a workforce of approximately 12,000 employees.
• Lead from the shop floor, inspiring and driving cultural change across stores, distribution centers, and the national head office.
• Guide the HR Department to deliver best-in-class performance in recruitment, training & development, talent management, labor relations, safety, administration & payroll, and internal communication.
• Lead the People pillar of the national strategy, including establishing a culture grounded in strong leadership principles, with a specific focus on feedback and open dialogue.
• Co-develop and implement a talent-centric organizational structure.
• Prepare the selling organization for future success.
• Act as a strategic partner to the Country Director and the wider Management Team.
• Collaborate closely with other regional HR leaders to co-develop and align HR programs and processes across the broader organization.

Skills: HR Leadership, Workforce Oversight, Cultural Change, Talent Management, Strategic Partnership, Organizational Development, People Strategy, Program Alignment

• Oversee HR-related activities, including HR systems, organizational strategy, salary strategy, welfare programs, evaluation systems, and Training & Development systems essential for the organization’s healthy management.
• Manage and continuously improve facilities and equipment from a workplace environment perspective.
• Plan and implement Health & Safety initiatives following the Labor Standards Law.
• Formulate, execute, and assess recruitment plans based on the headcount strategy of each department.
• Plan and execute employee communication activities to promote and instill the organization’s values and culture.
• Establish, revise, and abolish various internal regulations, including work rules.
• Ensure management and operations comply with applicable laws and regulations.
• Participate in multiple company-wide meetings, such as Executive Committee meetings, Safety Promotion Meetings, and Hygiene Meetings.

Skills: HR Systems Management, Strategy Development, Compensation Planning, Welfare Programs, Facility Management, Health & Safety, Recruitment Planning, Compliance Oversight

• Work with the General Manager to review, define the HR vision/company culture and deploy it consistently across the group.
• Develop an HR strategy aligned with business strategy, and drive an effective approach to group/company strategic objectives.
• Build up a succession plan, prepare a second-line talent in each function to step up into the backfill vacated at the senior manager level.
• Focus on talent development with a clear career path and training program.
• Work with the relevant department to propose and deploy an appropriate and effective training program to enhance the supervisory capacity of the management team at each level (both expats and local supervisors/managers).
• Develop the program/mechanism for adequate functional/regional mobility and exchange in the management layers.
• Build up a retention plan for each level, including manager/specialist, skilled workers, and workers.
• Review, revise, and play a main role to ensure continuous improvement of HR systems and policies, including wage and benefits, effective performance appraisal to enhance attraction, and motivation for employees.
• Guide and coach managers on employee relationships and HR issues in line with company policies and best practice, including disciplinary, grievance, performance, and absence management.

Skills: HR Vision Deployment, HR Strategy, Succession Planning, Talent Development, Training Program Management, Mobility Program, Retention Planning, Policy Improvement

• Provide strong HR leadership and direction to HR business partners across the region.
• Earn trust as a partner to the Leadership Teams, as well as the regional HR Team and broader global stakeholders.
• Contribute broadly to both regional and global HR teams, influencing beyond local responsibilities.
• Be recognized by the business unit and stakeholders as having added value to the organization.
• Be known for setting HR goals aligned with business drivers and ensuring HR proactively identifies underlying people issues to help solve business challenges.
• Manage and further build a strong, structured HR team with succession bench strength.
• Identify, attract, and develop new HR talent and provide a clear roadmap for progression.
• Set standards for proactive engagement with employee forums, maintain and improve all channels of employee relations, ensure compliance with local legislation, and foster a workplace that is seen as an attractive place to work.
• Act as a counselor and trusted advisor to senior leaders, coaching them to refine and enhance their leadership skills.
• Develop and coach existing HR teams to expand their capabilities and provide best-in-class HR business partner support.
• Build global relationships with other HR partners and business heads.
• Be recognized not just within HR, but across business units and functions, for contributing significant business value.
• Influence the role of regional HR leadership by challenging conventional approaches, offering fresh perspectives to existing challenges, and exploring innovative methods to drive results.

Skills: HR Leadership, Stakeholder Partnership, Regional Influence, Value Contribution, Team Development, Talent Acquisition, Employee Relations, Leadership Coaching

• Serve as a visible, involved, and engaged leader to employees throughout the organization.
• Identify, prioritize, design, and implement HR programs and solutions that support employees and business objectives.
• Work with management at all levels on a variety of HR and business-related issues, both strategic and operational.
• Partner with the executive team and senior management to align the organizational structure, practices, and communication with the Company's strategy and culture.
• Provide human resources technical advice, knowledge, and leadership to others within the overall organization.
• Lead talent acquisition efforts to support key underlying responsibilities, including implementing the overall talent acquisition strategies and plans, developing best sourcing solutions, and optimal talent resource management approaches.
• Be a business partner to company leadership to develop strategies to support key underlying responsibilities, including developing strong partnerships with functional leadership, partnering with functional leadership on people optimization strategies and recruiting, supporting talent and performance review processes, building relationships with team members, and managing employee matters.
• Lead organizational development efforts to support key underlying responsibilities, including management training, leadership development, performance review process, onboarding, and interview training.
• Develop progressive and proactive compensation and benefits programs to attract prospective employees and motivate, incentivize, reward, and retain existing employees in a manner that fosters high performance.
• Evolve HR infrastructure to a best-in-class function.
• Expand and develop a human resources team, including in business partnering, organizational development, and talent acquisition.

Skills: HR Leadership, Program Implementation, Strategic Partnership, Organizational Alignment, Talent Acquisition, Business Partnering, Organizational Development, Compensation Management

• Recruit, interview, hire, and train new staff in the department.
• Oversee the daily workflow of the department.
• Handle discipline and termination of employees following company policy.
• Collaborate with senior leadership to understand the organization’s goals and strategy related to staffing, recruiting, and retention.
• Develop and implement strong fleet management policies for employees out in the field.
• Plan, lead, develop, coordinate, and implement policies, processes, training, initiatives, and surveys to support the organization’s human resource compliance and strategy needs with a specific focus on strong employee documentation.
• Administer or oversee the administration of human resource programs, including compensation, benefits, leave, disciplinary matters, disputes and investigations, performance and talent management, productivity, recognition, morale, occupational health and safety, and training and development.
• Identify staffing and recruiting needs, develop and execute best practices for hiring and talent management.
• Conduct research and analysis of organizational trends, including review of reports and metrics from the organization’s human resource information system (HRIS) or talent management system.
• Monitor and ensure the organization's compliance with federal, state, and local employment laws and regulations, and recommend best practices.
• Review and modify policies and practices to maintain compliance.
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law, and apply this knowledge to communicate changes in policy, practice, and resources to upper management.
• Develop and implement a departmental budget.
• Facilitate professional development, training, and certification activities for HR staff.

Skills: Staff Recruitment, Workflow Oversight, Employee Relations, Strategic Staffing, Fleet Policy Management, HR Compliance, Talent Management, Policy Development

• Lead and drive the Human Resources function across all the businesses of the Group by developing HR strategies and implementing change in line with the organization's vision and business performance.
• Responsible for translating concepts, developing strategies, and implementing change for the organization.
• Undertake initiatives to build a culture within the company that is conducive to growing the business.
• Ensure that human capital resources are well aligned with the business objectives, applicable laws, and regulations.
• Formulate HR Strategy to support Business Strategy and drive implementation through efficient HR Processes and budget control.
• Design and implement reward and recognition schemes.
• Formulate Short, Mid, and Long-term HR initiatives.
• Develop and implement strategies for identifying and managing talent, organisational design, and workforce planning, and provide input and support for staffing decisions.
• Develop and maintain Standard Operating Procedures for HR processes.
• Develop group administrative strategic direction, implement budgets and business targets at both group and BU level.

Skills: HR Leadership, Strategy Development, Change Management, Culture Building, Talent Alignment, Reward Design, Workforce Planning, Process Improvement

• Prepare and manage HR and Admin budget, monitor and control administrative services costs.
• Lead and ensure effective and efficient delivery of HR services to all the business units, including HRIS.
• Manage HR shared services infrastructure to foster group integration, cost reduction, standardization, and institutionalization.
• Develop an effective Manpower Planning and Talent Acquisition strategy.
• Drive periodic reports and develop predictive HR analytics.
• Design and implement a learning and development strategy.
• Oversee the implementation of a robust annual performance appraisal process for the Group.
• Plan, direct, supervise, and coordinate all work activities of HRMs in the BUs relating to employment, compensation, labour relations, and employee relations.
• Identify and undertake key organization-wide policy review initiatives.

Skills: Budget Management, HR Service Delivery, Shared Services, Talent Acquisition, HR Analytics, Learning Development, Performance Appraisal, Policy Review

• Responsible for project planning from conception to delivery of key HR Systems initiatives, including determining and documenting business requirements, streamlining and improving current processes, and presenting new programs to internal stakeholder groups.
• Develop and implement HR programs, policies, processes, and tools that capture ethics and shared values in partnership with Business Operations, Legal, and other teams.
• Drive key business and ad hoc People Operations initiatives, such as SOX process development, and other projects affecting major populations of the workforce.
• Deliver actionable insights/reporting to the Executive team using data from tools and systems.
• Create and implement an org-wide performance evaluation process, along with relevant training programs for managers, to enforce a feedback-driven, high-performing culture.
• Coach, guide, and serve as a trusted HR partner for managers and their teams.
• Work closely with management in the implementation of corporate policies related to human resources, organizational, and talent development (including talent mapping, org design, succession planning).
• Partner with team members and managers to drive the conversations and action plans associated with team member relations matters.
• Participate in org-wide programs and initiatives (e.g., salary review, stock renewal, workforce planning, and organizational change).

Skills: Project Planning, Process Improvement, HR Program Development, Data Reporting, Performance Evaluation, HR Coaching, Talent Development, Workforce Planning

• Partner closely with the Internal Communications team to further develop onboarding, training, and talent development programs, as well as offboarding processes.
• Drive talent acquisition and retention strategy.
• Partner with the Head of Recruiting to build a talent roadmap and execution strategy.
• Develop sourcing strategies and present metrics that help build diverse candidate pools.
• Develop recruiting processes and programs that continuously improve the candidate and hiring manager experience.
• Partner with Finance to develop hiring plans based on annual budget requirements.
• Develop, evolve, and embody StarTree’s values and culture.
• Serve as a thought leader for Diversity, Equity, and Inclusion programs, initiatives, and objectives.
• Represent the company and team members externally.
• Help build and market an employer brand to a developer audience.

Skills: Onboarding Programs, Talent Acquisition, Retention Strategy, Sourcing Strategy, Recruiting Process, Hiring Planning, Culture Development, Employer Branding

• Establish and effectively manage the school’s HR team.
• Be fully responsible for ensuring that the school delivers a suitable human resources strategy, which ensures that it has a high-quality workforce, in the right number, with the right skills and diversity, managed and organized effectively, to achieve the school’s objectives.
• Align closely with the Dehong and Dulwich College International HR team to ensure that mandatory policies, processes, systems, and directives are put in place efficiently and are procedurally correct.
• Ensure that all safeguarding procedures and documents are in place, meet governmental and Dehong requirements, are safely stored and managed, and are reviewed on at least a termly basis, providing advice to the DBA and Principal regularly.
• Lead the HR team to ensure the development and implementation of the support staff individual performance management framework, ensuring that it links with the school’s business planning process and produces an education and training plan for all support posts in the organization.
• Provide high-quality advice to the School Leadership Team on the following: HR, employment issues, remuneration and terms and conditions, including staff benefits arrangements, and employment law and other employment-related compliance issues.
• Provide high-quality, customer-focused HR services at all times.
• Ensure HR administration and systems are robust and delivered in a timely and timely manner.
• Ensure payroll is prepared effectively, accurately, and promptly.

Skills: HR Team Management, Workforce Strategy, Policy Alignment, Safeguarding Compliance, Performance Management, HR Advisory, HR Administration, Payroll Preparation

• Act as the first point of contact for new staff, ensuring a customer-focused service is provided at all times.
• Lead the arrangements for preparing visas, housing, etc, for all new expat staff.
• Lead the effective onboarding for all new staff.
• Ensure that the school has an effective recruitment service to facilitate the recruitment of the right staff, following the aims and values of the school, and that the process is efficient and the administration is accurate.
• Prepare, monitor, and control the school manpower budget, working within the approved budget.
• Manage all challenges presented by employment legislation effectively.
• Ensure the school offers appropriate employment conditions and that staff accommodation is suitable.
• Ensure that concerns about staff performance and conduct are dealt with in line with the school and Dehong policies and procedures.
• Work with appropriate Managers across the Business and Administration functions to identify appropriate learning and development responses to support services change, improvements in practice, and workforce development.
• Develop supportive and safe learning environments.

Skills: Staff Onboarding, Expat Support, Recruitment Management, Budget Control, Employment Compliance, Accommodation Management, Performance Management, Learning Development

• Implement processes and programs to continuously improve the quality of people management, including performance reviews and management training.
• Help build a solid human capital foundation for scale.
• Create job levels and compensation bands to provide managers with the infrastructure needed to manage their teams and offer employees clear career tracks.
• Implement the HR infrastructure required to support company growth, including internal benefits administration, employee retention strategies, and the development and delivery of essential HR policies.
• Identify the key components the organization needs to implement to scale effectively during a period of rapid growth.
• Develop and execute staff development functions for the organization.
• Work directly with department managers to assist them in supporting individuals and teams to be successful in their work.
• Drive an outstanding employee experience from onboarding to ongoing.
• Implement culture in a remote, multi-cultural environment.
• Lead Learning & Development (every employee has unlimited access to the product).

Skills: Performance Management, Talent Foundation, Compensation Planning, HR Infrastructure, Growth Enablement, Staff Development, Employee Experience, Learning & Development

• Related HR lead experience, and familiar with the talent development roadmap.
• Must be fluent in Business English, both verbal and written.
• Proven work experience as an HR business partner.
• An understanding of overall HR functions and practices.
• Proactive and result-driven.
• Open to new initiatives/changes.
• Effective listener and persuasive communicator.
• Situational partnership and leadership capability, assertive attitudes, especially under uncertainty.
• Persistent, while diplomatic and influential.
• Ability to work within a stated business plan, develop staff, and work according to the needs of a business.

Qualifications: BA in Public Administration with 6 years of Experience

• Experience a combination of In-House/Search Firm.
• Experience hiring technical talent.
• High-growth or early-stage startup experience.
• Experience building, owning, and managing (global) HR teams and programs related to HR Operations, Recruiting, and Employee Relations.
• Previous experience managing an HRIS selection and improvement process.
• Strong coaching, influencing, facilitation, presentation, communication, process development, analysis, and problem-solving skills.
• Strong interpersonal communication skills, exceptional judgment and poise, and the ability to build trust and effectively work across all levels of the organization.
• A keen eye for detail, process, and mindset of continuous improvement.
• A high degree of mental flexibility in navigating ambiguity or changing business needs.
• Ability to gain buy-in and influence change, including with executives and challenging audiences.
• Data domain experience and the B2B space.

Qualifications: BS in Business Administration with 10 years of Experience

• Progressive Human Resources leadership experience.
• Demonstrated experience driving transformational culture change.
• Ability to foster an environment of positive, inclusive, and inspirational teamwork.
• Excellent strategic leadership, organizational, and managerial skills.
• Proven experience in managing, developing, coaching, and motivating staff.
• Demonstrated results in driving culture change and engagement.
• Strong business acumen.
• Highly motivated, innovative, creative, and strategic.
• Ability to manage multiple priorities in a fast-paced environment.
• Outstanding interpersonal and communication skills.
• Strong collaboration skills to facilitate group success.
• Outstanding problem-solving and critical thinking abilities.
• An ability to deliver exceptional internal and external customer service.

Qualifications: BA in Human Resource Management with 12 years of Experience

• Experience as a people manager of HR professionals.
• Experience in the role of HR Business Partner (or similar), or even better, have managed them.
• Fluent in written and verbal English communication skills.
• Must be an experienced hiring manager.
• Experience in designing a position, designing how to interview candidates, running interviews, making the primary decision to hire someone, and then onboarding that person.
• Experience covering a diverse workforce that is diverse in needs and backgrounds.
• Strong working knowledge of operating an HR function and comfortable advising on best market practices.
• A passion for using technology to augment work.
• Experience working with IT teams to articulate needs so they can help automate the HR processes.
• Excellent leadership and interpersonal skills.

Qualifications: BA in Industrial-Organizational Psychology with 9 years of Experience

• Relevant experience in leading HR teams at a large company, ideally in a fast-paced environment.
• Thorough experience and exposure to Singapore HR practices and knowledge of labour laws.
• Strong change management and project management skills.
• Experience in HR systems implementation.
• In-house consulting experience within fast-paced, entrepreneurial, startup/technology environments.
• Strong commercial awareness and super hands-on attitude.
• Adaptable and collaborative, able to work with diverse groups of people at all levels in multiple countries.
• High EQ, excellent communication, presentation, and influencing skills.
• Agile and comfortable working in a fast-paced environment.
• Ability to multitask, prioritize, and drive short turnaround times.
• Innovative and creative problem-solving and decision-making.
• Strong ability to forward-plan and anticipate issues before they arise.
• Experience building, managing, and training a team of 10+ members.

Qualifications: BS in Management with 11 years of Experience

• Successful, innovative, and value-driven HR experience.
• People & Culture experience from a global context.
• Experience in driving change and building culture with an agile "fail fast and fail forward" attitude.
• Experience from working in a growing tech company.
• Experience in supporting a large commercial organization spread out over many different countries.
• Experience working in labor law.
• An international mindset - culturally aware, flexible, and pragmatic.
• Excellent English skills in oral, reading, and writing.
• Great interpersonal skills.
• Excellent communication skills (written and verbal).
• Proficiency in Microsoft Office Suite.

Qualifications: BA in Communication Studies with 8 years of Experience

• Experience in the HR field in a technology company.
• Broad experience across HR functions (talent sourcing, culture, talent management, etc.).
• Regional exposure with strong knowledge of respective local regulations.
• People management and development experience.
• Great communication skills and an unmatched ability to create team dynamics.
• Diligent and firm with high ethical standards.
• Broad experience with Spanish and French labor laws and regulations.
• Excellent Spanish, written and spoken, and business proficiency in English.
• Experience in an eCommerce or marketplace.
• Appetite for the wine and spirits business environment.

Qualifications: BA in Labor Relations with 6 years of Experience

• Significant experience in delivering core HR services.
• Proven track record of delivering excellent customer service and continuous improvement with a focus on efficiency and effectiveness.
• A developed understanding of core HR processes and policies, including a sound understanding of employee relations and local employment law.
• Numerate with relevant experience of using data, analytics, and metrics to drive evidence-based decision making and measurement of HR and organisational performance.  
• A strong understanding of the external environment, including changes in local employment law, best practice, and external trends.
• Excellent leadership skills with a proven track record of driving a high-performance culture and role modelling excellent behaviours. 
• Strong written and verbal communication skills.
• Experience in writing papers or proposals for consideration by leadership and the gravitas to represent the function at a senior level. 
• Able to effectively engage and bring people together, building and shaping a change journey.
• Focused on best practices and curious about how to bring global mindsets and insights into the business.

Qualifications: BS in Organizational Leadership with 10 years of Experience

• Experience working as an HR professional.
• Experience in a Western-based start-up environment or a fast-growing company.
• Strong working knowledge of all HR functional areas, including recruiting, onboarding, training and development, employee relations, performance management, compensation, and benefits.
• Comfortable working as an individual contributor in a fast-paced, dynamic, high-energy environment.
• Proven success in helping to create and drive effective development and employee engagement processes.
• Strong verbal and written communication skills in Mandarin and English.
• Domain knowledge in the different areas of HR, including Benefits, Organization Design, HRIS, Compensation, Rewards, and Retention.
• Experience assessing management and executive talent.
• Solid knowledge of HR compliance and regulations in the country.
• Agile and flexible, quickly navigating between the big picture to detailed thinking.

Qualifications: BS in Industrial Relations with 7 years of Experience

• Progressive experience in Human Resources, leading a team.
• Strong working knowledge and experience in multiple HR functions, program design and procedures, including HR business partnership, HRIS/systems administration, payroll, compensation and benefits, employee programs, employee relations, performance management, training and development, and data reporting/analysis.
• Strong working knowledge of labor laws, local guidelines, and regulations, with a solid network to stay updated on anticipated changes.
• Experience functioning in a fast-paced and innovative environment, be a self-starter, and not be afraid of solving complex issues.
• Ability to assess the environment (internal and external) to identify and implement solutions that address the needs of the business while considering the broader implications.
• Demonstrated experience delivering on multiple commitments and taking initiative with proven ability to learn from all experiences and cultures to drive projects to completion with minimal supervision.
• Excellent communication and presentation skills.
• Demonstrated proactive approach to problem-solving with strong decision-making capability and emotional maturity.
• Proven ability to handle confidential information with discretion, be adaptable to various competing demands, and demonstrate the highest level of customer/client service and response.
• Excellent organization, time management, and attention to detail to ensure quality in every interaction and deliverable.
• Strong knowledge of HRIS and Payroll process and system administration.
• Automotive or start-up technology industry experience.

Qualifications: BA in International Relations with 12 years of Experience

• Experience in handling and maintaining a high level of confidentiality and common sense regarding sensitive information.
• Prior experience at a rapidly growing Biotech or Life Sciences company.
• Experience managing varying time zones, especially international ones.
• Understanding of Federal and MA payroll law.
• Hands-on experience and willingness for the administration of benefits, HRIS systems, onboarding, offboarding, creating pay ranges and compensation, and employee relations.
• Extensive knowledge of various HR programs and processes such as employee relations, payroll, benefits, performance management, onboarding, exit interviews, organizational development, compensation, and more.
• An understanding of various employment laws and their impact on HR matters.
• Belief in transparency and open communication, and the ability of an individual to improve and enable those around them.
• Ability to work independently while supporting each employee with exceptional communication skills, both written and verbal.
• Strong organizational skills with the ability to multitask and prioritize.
• Proactive attitude and the drive to take initiative.
• Ability to identify problems and implement a solution, escalating on demand.

Qualifications: BS in Economics with 10 years of Experience

• Experience working in a generalist HR management role.
• Experience developing and implementing HR practices, policies, and systems.
• Experience in setting/contributing to HR strategy.
• Experience in developing and overseeing HR workplans and budgets.
• Passion for delivering a high-quality, efficient, and highly empathetic HR service to an organisation.
• Strong leadership and people management skills.
• Ability to create an inclusive culture of learning and collaboration with individuals and within the HR team.
• Commitment to the values of Refugee Action with the ability to embed these into HR processes and practices.
• A working knowledge of local employment law sufficient to assess risk, develop compliant processes, and provide high-quality HR advice to senior managers.
• Experience and understanding of cultural diversity and the ability to work with people from a range of different cultures.

Qualifications: BS in Finance with 8 years of Experience

• Proficient in German Labor Law, Tax, and Social Security Regulations.
• Be an exceptional, persuasive, and motivating leader.
• Fluent in English and German, both written and verbal.
• Proven track record of building, leading, and developing a customer-focused and high-performing People Operations team (internationally).
• A strategic thinker who comes with strong business sense and analytical skills.
• Exceptional data-driven decision-making capabilities.
• Proven track record of delivering large-scale, strategic, and highly impactful People Operations solutions in a constantly changing environment.
• Exceptional interpersonal communication skills and a collaborative work style.
• Ability to build trust and credibility with senior leaders and stakeholders in an international environment.
• Passionate about People Operations topics and possess the ability to be both hands-on and strategic.

Qualifications: BS in Marketing with 11 years of Experience

• Experience in an HR Business Partner role, preferably having managed a team.
• Chartered Institute of Personnel and Development (CIPD) qualified.
• Excellent ability to form lasting relationships and influence stakeholders at all levels of the business.
• Commercial acumen and solutions-oriented individual who is well-organised.
• Comfortable with ambiguity, resilient, and prepared to offer appropriate challenge.
• Able to work in a matrix organisation with multiple stakeholders.
• Knowledge of employment law and supremely confident in dealing with employee relations cases.
• Experience working with TUPE.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.

Qualifications: BA in Human Resource Management with 7 years of Experience

• Strong, hands-on HR business partnering experience.
• Able to apply Talent Acquisition, Training & Education, Compensation & Benefits, and Data & Analytics knowledge to advise managers and employees.
• Highly experienced in employee relations matters, including disciplinary guidance.
• A strong listener with the ability to provide guidance and documentation unique to each case, and ensure compliance with local legislation affecting labor and employment.
• Familiar with changes in the law and/or the external environment affecting the HR area of specialization, to be able to recommend enhancements to internal processes to align with market and local legislation.
• Comfortable working with data and reports to support decision-making.
• Working knowledge of global mobility, particularly work visa processing.
• Significant experience in leading HR projects at a site or multiple sites.
• Successfully managed employee engagement events, either in the capacity of developing ideas and/or forming committees.
• Experience hosting and/or organizing Diversity, Equity, and Inclusion activities.
• Able to work confidently and independently with all levels of management in a consultative and analytical capacity, and with a sense of urgency.

Qualifications: BS in Business Administration with 9 years of Experience

• Experience holding a previous position of seniority, able to establish credibility and build department accountability.
• Able to problem solve and demonstrate operational and strategic skills.
• Experience in acting as a role model and leading teams.
• Comfortable in developing team members and empowering staff.
• Demonstrates commercial acumen, partnering with the business to deliver commercially focused people strategies.
• Good overall understanding of company finances and uses this to develop policies.
• Solid employment law knowledge and proven experience in applying updated legislation to a variety of HR situations.
• Experience in managing redundancy situations and coaching managers through this, and leading.
• Familiar with managing TUPE situations and able to counsel senior management on appropriate practice.
• Evidence of having a passion for working with people and working beyond the confines of the job description.
• Outstanding communication skills, and be able to deliver bad news and give it a positive outlook, as well as the ability to influence board members.
• Proven organisational skills and ability to prioritize.
• Thrives on constant change.

Qualifications: BA in Sociology with 14 years of Experience

• HR experience in a Senior HR role.
• Strong employee relations, management coaching, and organizational design experience.
• Working knowledge of all HR functions and HR systems.
• Outstanding communication skills, both written and verbal.
• Ability to work effectively with all levels of employees and interface with managers as a business partner.
• Must be able to ensure all aspects of an issue are considered and be confident in challenging effectively any level of decision.
• An ability to anticipate and address needs, both routine and complex.
• Be actively involved in business decisions where they are sought out for their input and actively contribute.
• Trusted in their handling of information, not only from a confidential standpoint but also from a value-added standpoint.
• Knowledge of employment laws and regulations and how they impact the work environment.
• Excellent follow-through skills and resourcefulness in problem-solving.
• Ability to manage multiple conflicting priorities and deal effectively with ambiguity.
• Ability to think outside the box.

Qualifications: BA in Industrial-Organizational Psychology with 10 years of Experience

• Understanding of business goals and able to find new approaches, policies, and procedures to effect continuous improvement.
• Experience with rapid and complex change and the ability to work efficiently and with nimbleness.
• Experience in coaching and mentoring at the management level with demonstrated ability to influence decision-making at multiple levels.
• Experience in HR in an international context, working in the full spectrum of HR.
• Prior experience in medical device and/or manufacturing.
• Experience with Swedish, French, and German employment law.
• Swedish and English language skills, understanding of French and/or German.
• Good understanding of GDPR and the implications for HR.
• Strong customer service skills.
• Ability to be hands-on‚ and focus on a great level of detail.
• Ability to integrate and professionally apply feedback.

Qualifications: BA in Communication Studies with 8 years of Experience

• Previous experience in a similar role within a retail environment.
• Previous experience providing HR advice across multiple markets.
• High-level HR knowledge and expertise with proven experience in advisement and conflict resolution.
• Strong HR compliance and contractual knowledge, and experience.
• Experience with risk mitigation and managing an HR budget.
• Strong interpersonal skills with the ability to foster strong stakeholder relationships.
• Excellent written and verbal communication skills.
• Exceptional organisation and time management skills, with a high attention to detail.
• A high level of integrity and confidentiality.
• Ability to think strategically and proactively when providing solutions.
• Ability to work as part of an integrated team, maintaining focus in a fast-paced environment.

Qualifications: BA in Labor Relations with 7 years of Experience

• Progressively responsible experience in HR management, preferably in a combination of public and entrepreneurial environments.
• Experience in pharmaceutical, biotech, or other life science companies.
• Strong background in designing and implementing organizational structures, strategic hiring and selection, employee and organizational development, compensation philosophy, and total compensation programs.
• Experience in human resources in leading organizations through periods of significant commercial growth.
• Experience in hiring and developing successful HR teams.
• Proven ability to foster, motivate, and influence positive behaviors throughout the organization.
• Strong project management and organizational skills.
• Expert knowledge of HR strategies, processes, policies, and laws.
• Demonstrated success implementing creative, efficient, and user-friendly HR programs and solutions.
• Ability to coach at all levels.
• Demonstrated success managing, mentoring, and developing HR colleagues.
• Outstanding communication and listening skills (written, verbal, and presentation).

Qualifications: BS in Organizational Leadership with 15 years of Experience