• Implement employment policies and integrate global HR processes relevant to the FC’s needs
• Ensure compliance with legislation
• Develop and maintain positive relationships with employees at all levels
• Support line managers by driving a performance culture through coaching, facilitating talent assessments
• Support the delivery of appropriate training and development programs
• Ensure up-to-date and accurate statistics are maintained and that PeopleSoft is kept up to date at all times
• Provide valuable input and expertise to the Management Team and all other employees on Employment Law, HR Policies, HR Processes, Compensation, etc.
• Deliver on business-critical HR related projects
• Maintain a strong focus on employee relations, performance management, engagement and retention activities, including an understanding of compensation and benefits
• Work closely with the Head of Talent to design and deliver the portfolio initiatives, e.g., Leadership, Talent, Capability, Learning, Diversity and Inclusion
• Actively engaging with the People and Culture team, driving the strategic people agenda by working with Functional Leadership Teams to set and deliver innovative people strategies that deliver long-term value creation
• Ensure the process of responding to employee queries, complex client issues or sensitive needs that require additional expertise, input and/or approval
• Identify capability needs to support the delivery of current and future business plans, including the strategic workforce plan
• Provide project management support to drive the effective implementation of initiatives and activities
• Offer flexible support across the broader People and Culture team, keeping across external trends and new practices to actively consider and seek enhancements to their ways of working

Skills: Employee Relations, Performance Management, Talent Development, HR Compliance, Project Management, HR Policies, Workforce Planning, Training Delivery

• Serves as primary HR contact for clients for issues beyond the scope of the HRSC or CoE
• Partners with HR Consulting (HRC) team leaders and acts as liaison between clients and HR Centers of Expertise (CoE)
• Establish themselves with leaders as a key partner and talent advisor
• Onboards new leaders to SEI, establishing norms for how leaders engage with the HR team
• Delivers customized, responsive, timely and effective support on a range of talent-related issues
• Supports organization-wide initiatives such as performance management, merit, employee surveys, disclosure process, training, etc.
• Coaches leaders on staff engagement, challenging conversations, and performance assessment
• Uses tools such as engagement surveys, 360 feedback instruments, HR reporting, and other data to bring observations and assessments to leaders to help them improve their team leadership, engagement, and operations
• Partners with leaders to effectively manage performance and address issues
• Guides delivering Performance Improvement Plans and warnings in an effective, aligned and timely manner
• Partners with other HRC leaders and the Legal team, based on the interpretation of severity and risk
• Demonstrates, counsels, and takes action with clients based on proficient HR practitioner and employee relations knowledge, awareness of current best practices, and legal practices
• Provides change management consultation, including assessment of risk and cultural impact of business and HR decisions
• Applies policies and determines how to interpret them in ambiguous situations

Skills: Employee Relations, Talent Advising, Leadership Coaching, Performance Management, Change Management, HR Compliance, Data Interpretation, Risk Assessment

• Exert influence to create positive change and proactively mitigate and resolve employee issues
• Partner effectively with HR specialist groups including Learning and Development, Employee and Labor Relations, Recruiting, HR Services, and Compensation
• Work with the business and others in HR to develop effective organizational structures and on specific job design and leveling to drive organizational health
• Proactively identify opportunities and assess improvements to the employee experience and partner with management to develop and implement innovative and lasting solutions
• Advise, mentor/coach and guide all levels of management to develop positive employee engagement capability and leadership skills
• Build credibility and trust among employees
• Resolve employee concerns through compassion, a systematic approach, clear documentation and follow-through
• Partner with the business to build engaged, high-performing teams
• Consult and advise on succession planning, talent reviews and driving the annual merit planning cycle
• Actively develop team members
• Develop workforce plans that ensure success for the long term in partnership with leaders

Skills: Employee Engagement, Conflict Resolution, Organizational Design, Leadership Coaching, Workforce Planning, Talent Development, Succession Planning, Team Building

• Develop a relationship with internal clients, seeking to diagnose the organizational needs of the account
• Liaise with managers to resolve employee relations issues
• Provide advice on labour code issues
• Investigate and analyse training needs within the account, and ensure execution of the training plans
• Support managers in the performance management process and identify candidates for promotion
• Support managers in identifying successors, provide input on creating individual development plans and career paths planning
• Support managers in talent identification and propose appropriate talent management development plans
• Run and coordinate recruitment processes
• Conduct presentations/workshops on the HR related matters to ensure all managers are familiar with the Vesuvius approach to the performance management process and other processes and projects
• Together with managers, act on I-Engage survey results to propose solutions and drive changes to ensure maximum employee engagement
• Together with managers, design and execute team development/ team integration activities for the account
• Liaise with other HR specialists/expert functions to provide effective HR solutions to the account

Skills: Employee Relations, Labor Advisory, Training Analysis, Performance Support, Talent Planning, Recruitment Management, Engagement Strategy, Team Building

• Perform management in partnership with the Team Member Experience/Employee Relations team
• Change management responsibilities for small(er) function(s)
• Proactively influence and communicate the business strategy through knowledge of the business and the marketplace
• Create the human capital strategy and plan to successfully execute the strategy
• Partner across HR, including COEs and with the business to implement solutions to close gaps and create a competitive advantage
• Develop and implement workforce plans, initiatives, and solutions that drive positive employee and labor relations, support growth and drive business results
• Accountable for driving and ensuring the outstanding execution of cyclical HR processes that touch and shape a great experience for Grainger team members
• Accountable for working with the business to ensure have the best talent and successors for all senior and critical roles
• Measure the effectiveness of the human capital strategy, programs and processes
• Improve engagement by ensuring the business strategy and plans are well understood by all and that goals and work are aligned with the right accountability
• Serve as cultural ambassadors that drive the desired cultural shifts to drive/ accelerate growth
• Provide appropriate level coaching to leadership to ensure alignment with Grainger principles and current policies and procedures
• Actively participate as a member of the business/ functional leadership team
• Drive and champion talent excellence within the business/function supported (influences business leaders to make the right talent decisions regarding performance management, career development, talent acquisition, etc.)

Skills: Change Management, Talent Strategy, Workforce Planning, Culture Development, Leadership Coaching, Employee Engagement, HR Execution, Business Partnership

• Maintains the integrity of HR policies and processes
• Drive process and role clarity, understanding and proficiency within HR for all Key HR processes
• Effectively communicate in the business to achieve the desired process outcomes
• Identify business needs and process improvement opportunities
• Collaborate with COEs and Shared Services to assess and develop solutions to improve business results
• Champion process and program standardization by leveraging Continuous Improvement and providing input and maintaining the integrity of HR standards of excellence
• Regularly conduct effective workforce analysis and measurement to assess the health of the organization and talent (external and internal inputs)
• Proactively communicate the information and implications with the business and HR
• Provide insight/ make recommendations regarding talent-related decision making
• Interview new hire candidates to ensure knowledge, skills and experience align with the organization's expectations
• Facilitate employee engagement by training and coaching leaders to understand and utilize results to be more effective
• Continuously emphasize the value of positive recognition and constructive feedback
• Actively solicit employee feedback to assess the state of the organization, demonstrate the value of the feedback through action or acknowledgement, synthesize and communicate in a meaningful way
• Ensure due process and due diligence occur for relevant employee relations issues
• Ensure appropriate learning and growth opportunities are identified and acted on for individuals and teams
• Coach and facilitate the business through the appropriate change management steps to ensure successful execution of key business initiatives and projects (including the right tools and resources)
• Help the business understand and value the importance of effective change management
• Build the business’s capacity and willingness to change through knowledge sharing and communication
• Help employees see the bigger context
• Help team members understand and connect business and HR actions to business strategies and goals
• Constantly identify and suggest better ways to organize work and people to deliver on business strategies and improve results

Skills: Process Improvement, Policy Compliance, Workforce Analysis, Change Facilitation, Talent Insight, Employee Feedback, HR Communication, Organizational Health

• Understanding the profile of the business area, the strategic goals and developing, agreeing and delivering an operationally aligned People Plan, in conjunction with Divisional HR Strategy, to support business aims
• Partnering and collaborating with senior management teams and internal/ external delivery partners, to provide pragmatic and viable solutions to bring the people agenda to life as a highly credible and trusted business partner
• Facilitating and supporting on driving of a culture of a 'great place to work'
• Contributing to the Inclusion and Diversity Agenda, to deliver high employee retention, embedding and upholding EVP and being the voice of the workforce
• Leading redundancy and transformation programmes and engaging the people workstream for strategic transactions (sales/ bids, TUPE transfers, acquisitions, disposals)
• Coordinating internal stakeholders and building effective working relationships with client partners
• Undertaking comprehensive due diligence, assessing risk and making commercial recommendations
• Providing commercially focused advice and support to managers on complex employee relations/ET/ACAS issues in line with company procedures
• Collaborating with the HR Brand Team and Brand executives to design and deliver targeted solutions, including strategic workforce planning, change management and team building
• Identifying opportunities and partnering with the business to drive incremental action
• Acting as a respected and trustworthy resource to employees at every level of the company, while effectively addressing day-to-day issues including communication, management, performance, career development and respect in the workplace
• Partnering with the HR Director in handling employee relations matters that arise with the highest professional standards
• Providing counseling and coaching to managers and employees
• Ensuring an expedited and effective resolution
• Be a trusted advisor and the primary point of contact for leadership
• Providing coaching, feedback and advice in a proactive and compassionate manner
• Acting as a strategic change agent to push and implement constant improvement across the business

Skills: People Strategy, Business Partnering, Cultural Development, Inclusion Advocacy, Change Leadership, Risk Assessment, Employee Relations, Strategic Coaching

• Liaise and guide business leaders to help their teams deliver their people-related business goals
• Advise stakeholders and employees on a wide variety of topics such as employment law, talent development, performance management, employee relations (e.g. disciplinary and absence procedures), employee welfare, health and wellbeing
• Own and drive companywide people processes such as performance management, goal setting, engagement check-ins and other initiatives
• Work with business leaders to develop and deliver employee engagement action plans
• Update and develop effective and suitable HR initiatives, policies and procedures
• Maintain up-to-date knowledge of the business, HR trends and employment legislation and proactively
• Enable team managers to become (more) self-sufficient about day-to-day employee matters
• Coach them and strengthen their leadership capabilities to address and resolve employee issues
• Lead culture and change management from an HR perspective to business teams
• Manage and implement plans of (global and local) HR projects, e.g., job framework, salary and employee benchmark

Skills: Leadership Coaching, Talent Development, Employee Engagement, Performance Management, HR Initiatives, Policy Advisory, Change Management, Employment Law

• Partners with business leaders to identify needs, analyze metrics, and adjust strategy in support of business objectives
• Collaborates in the implementation of Human Resources tactics and programs for the area(s) and division
• Partners with business leaders and recruiting teams in the execution of staffing strategies that ensure the attraction and selection of high-potential talent and achieve appropriate staffing levels
• Ensures recruiting strategies remain viable and relevant to target candidates and the area(s) and division
• Facilitates Succession/Bench Planning sessions to identify future bench, gaps in talent base, and at-risk performers
• Collaborates with business leaders on employee development needs and bench planning decisions
• Assists leaders with development plans for key talent to improve readiness levels and further career progression
• Consults with business leaders to foster and promote a work environment consistent with Dave’s Legacy Values
• Provides investigation and consultation support to business leaders addressing environmental concerns, activist activity, employee relations, employee conduct, and performance issues, including the application of company policies and employment laws
• Manages the investigation process for employment-related claims
• Ensures compliance with local, state, and federal employment laws and regulations
• Provides Information, or facilitates employees’ ability to obtain information about benefits, compensation, training and other Human Resources programs and services
• Analyzes Human Resources program activity, conducts additional research and analysis, and prepares reports and makes presentations
• Facilitates delivery of program content and training to the client group and broader audiences

Skills: Talent Strategy, Succession Planning, Staffing Execution, Leadership Development, Employee Relations, Policy Compliance, HR Analytics, Training Delivery

• Ensure the studio’s on and offboarding processes are managed effectively
• Provide support to managers and employees around performance management, including appraisals, development plans, objective setting and career development
• Ensure early identification, intervention and resolution of people's challenges
• Guide to organisational and team challenges in a commercial and compliant manner through the lens of the CIPD code of Professional Conduct
• Manage or participate in employment-related cases
• Understand and advise managers on relevant Local Employment Law
• Assist central HR Services with ongoing review of policies and communications to ensure they are compliant and aligned with business and commercial goals across the studio
• Manage all aspects of the employee lifecycle
• Develop the Studio performance management systems and processes
• Develop the Studio Learning and Development initiatives in line with the studio's strategic goals
• Partner with Central HR Services and SEGA Studios teams on the rollout of local and group-wide D&I, CSR and other initiatives
• Responsible for the maintenance of the HR function’s legal and ethical compliance
• Manage HR Administrator and overview of Studio people administration
• Partnering with Central HR services on Payroll, compliance and governance matters

Skills: Onboarding Management, Performance Support, Employee Relations, Legal Compliance, Policy Review, Learning Development, Talent Lifecycle, HR Governance

• Working experience in Human Resources
• Sound HR knowledge with hands-on experience managing the entire employee lifecycle
• Sound knowledge of local compliance and labor laws
• Experience within the high-technology sector
• Strong written and oral English, and understanding of the Chinese language
• Ability to use critical thinking to consult stakeholders, make decisions and drive results
• Ability to confidently make and implement HR decisions in a dynamic, fast-paced, high-volume and often ambiguous environment
• Experience and track record in delivering creative solutions to HR/people-related challenges
• Working experience in Project management 

Qualifications: BA in Organizational Psychology with 4 years of Experience

• Experience in Human Resources Management 
• Excellent communication skills with excellent proficiency in English
• Able to provide thought leadership and/or industry knowledge for their area of expertise
• Able to keep current on key trends in the industry and HR landscape, translating into organizational insights
• Able to support a positive work environment that promotes service to the business, quality, innovation and teamwork and ensure timely communication of issues/ points of interest
• Able to identify and recommend opportunities to enhance productivity, effectiveness and operational efficiency
• Able to work effectively as a team member, supporting other members of the team in achieving business objectives and providing client services
• Able to participate in knowledge transfer within the team and business units
• Must have good working knowledge of Microsoft Excel proficiency, specifically with the Microsoft Office suite (Excel, PowerPoint, Word)
• Working experience in the field of HR
• Experience working in a large international company
• Proficiency with HRIS Systems
• Proficiency with the automation of HR services

Qualifications: BS in Industrial Relations with 7 years of Experience

• Strong generalist HR experience from a multi-site environment
• Experience in working with the German market
• Good working knowledge of local employment law, works council and HR best practice
• Experience and in-depth knowledge of local labour law
• Excellent communication skills, both written and spoken
• Able to develop positive working relationships across all levels and functions
• Proven track record of positively influencing teams
• Ability to connect and engage with all teams at all levels and treat everyone as equal
• Able and comfortable working in a developing, fluid and constantly changing company
• Effectively handle multiple priorities, organise workload and meet deadlines
• Must have fluency in English and German

Qualifications: BA in Communication Studies with 5 years of Experience

• Experience with a Multinational Manufacturing Company
• Must be fluent in English, both written and spoken
• Good communication skills and strong leadership
• Strong analytical skills and the ability to see the strategic view
• Understanding of Labour law and a solid understanding of payroll
• Previous experience in reward, building policy and total rewards
• High level of attention to detail and accuracy
• Highly committed, passionate, well organized, pro-active, honest, integrity, detailed, perseverant and diligent

Qualifications: BS in Management Information Systems with 2 years of Experience

• Working experience in professional HR 
• Extensive knowledge of provincial and federal employment laws
• Strong verbal and written communication skills to explain complex and/or confidential information and communicate with all levels of management
• Time management and organizational skills to manage multiple projects, appropriately prioritize workload, plan for resources to meet deadlines and goals, and work independently in responding to day-to-day functional needs
• Must have strong presentation skills to facilitate training and/or deliver informational sessions to groups and/or individuals
• Demonstrated ability to interact effectively with employees
• Ability to anticipate and identify problems and use sound judgment and fact-based analysis to develop effective and efficient solutions
• Good software skills, including the use of Microsoft Office software and web-based applications
• Demonstrated application of judgment based on experience and knowledge
• Demonstrated progressive experience dealing with complicated matters
• Must have a professional designation in Human Resources (PHR), Senior Professional in Human Resources (SPHR) certification or CHRP certification
• Must have bilingual communication skills in English and French

Qualifications: BA in Human Resources Management with 6 years of Experience

• Demonstrated success in setting up and providing strategic HR support for a new company or business unit 
• Prior experience as an HR Generalist or equivalent cross-functional exposure in different HR facets
• Must have a background in Labor Relations 
• Strong mindset for problem solving, continuous improvement and exceeding client expectations
• Great team player and works well with others
• Excellent communication skills in English and Filipino
• Able to operate with a high degree of integrity and a stellar work ethic
• Capability to work in a multicultural environment

Qualifications: BA in International Relations with 3 years of Experience

• Strong business acumen with proven experience in stakeholder management
• Strong strategy background and analytical capability
• Ability to translate into action items which drive initiatives, including data-driven problem-solving and decision-making skills
• Positively engages with various stakeholders and supports, advocates, communicates and implements change
• Collaborative mindset with good and strong negotiation and influencing skills
• Effectively communicate with and influence stakeholders at all levels
• Working in high-pressure environment, self-motivated, independent and with excellent interpersonal skills
• Experience in business transformation, operational improvements, and change management including development and implementation of integration plans
• Excellent verbal and written communication skills in English
• Good knowledge and experience in the life insurance business and banking

Qualifications: BA in Political Science with 4 years of Experience

• Working experience in Business Partner 
• Able to work closely with senior leaders
• Proven success in executing HR strategy
• Experience in devising HR initiatives that will drive business objectives (i.e., growth)
• Able to manage recruitment at different levels within a competitive business
• Experience in briefing and working with external partners for recruitment and development
• Good systems knowledge including Microsoft and SAP (or a relevant HRIS system)
• Ability to work under pressure with multiple deadlines and stakeholders
• Excellent communication skills (written and oral), including presentation and training skills
• Must be a team player who has experience in facilitating cross-functional collaborations
• Excellent written and spoken English language skills

Qualifications: BS in Legal Studies with 5 years of Experience

• Must have a background in Human Resources, Industrial-Organizational Psychology, Communications, or a business-related degree
• Highly proficient in English and Chinese
• Must have an eye for details, be proactive and willing to take on challenges
• Experience and proficiency in Microsoft Office tools/programs
• Previous work experience or internships in related fields 
• Good communication skills, systematic thinking, and attention to detail
• Responsible and positive work attitude with good abilities to deal with challenging tasks in a fast-paced environment
• Experience in the Human Resources department using tools and Union relationship
• Good knowledge of Local labour law
• High internal customer service orientation
• Able to organize and possess strong analytical skills with an eye for detail

Qualifications: BA in Organizational Psychology with 4 years of Experience

• Experience in HR business partnering, guiding and coaching senior management stakeholders
• Prior experience in leading and driving the performance of a small team
• Experience from the shipping/logistics and supply chain industry
• High level of Integrity and Ethics
• Able to be an Independent worker who is adaptable, resilient, and self-driven
• Ability to manage time well to meet tight deadlines
• Passionate about dealing with people at various levels
• Good English verbal and written communication skills
• Experience in an HR Business Partner role
• Understanding of Japanese employment and labor laws
• Professional experience in using English and Japanese
• Experience working in a Global team environment
• Having business and HR acumen, including problem-solving skills, critical thinking, and analysis
• Proven ability to influence and partner with different levels of the organization to achieve results
• Demonstrated ability to coach managers and supervisors to use company's best practices
• Proven ability to prioritize tasks and to organize workload to assure that short timelines are met while having frequent interruptions

Qualifications: BA in Social Work with 7 years of Experience