Job Summary: 

• Effectively monitor and manage Personnel costs and international organizational design
• Select a local supplier for the international scaling program and onboard the international N-1
• Partner with local leadership and the global HQ HR team to design and deliver high-value people plans
• Provide sound advice and coaching on all HR topics at the international level
• Develop and retain talent through international career development and succession planning
• Ensure policies and procedures are always maintained and well-executed, acting as a trusted advisor in all HR related matters
• Provide market labor trends and conduct benchmarking analysis to ensure alignment on local salaries and market conditions
• Maintain the accuracy of HR data and manage HR metrics to drive business results
• Act as a true brand ambassador and trusted advisor, providing best-in-class HR business partner support to local leadership
• Leverage the full potential of People Analytics data to drive change and proactively support key stakeholders.
• Work closely with the wider People team to improve work relationships, maintain morale, and increase productivity.

Skills on Resume: 

• Cost Management (Hard Skills)  
• Organizational Design (Hard Skills)  
• Supplier Onboarding (Hard Skills)  
• HR Coaching (Soft Skills)  
• Talent Development (Soft Skills)  
• Policy Management (Hard Skills)  
• Labor Benchmarking (Hard Skills)  
• HR Metrics (Hard Skills)  

Job Summary: 

• Ensure overall organizational effectiveness to achieve desired business results in a factory undergoing transformational changes.
• Develop a strong understanding of business objectives and goals.
• Provide consultation to leaders on organization design/structure.
• Ensure that the organizational structure and refinement of the structure are tied to strategic objectives.
• Work alongside leaders to drive clear communication initiatives within assigned groups to ensure clarity of the strategy, culture, and drive accountability through the organization.
• Provide an objective perspective on business decisions and challenge as appropriate, with alternative solutions.
• Measure employee engagement and facilitate action planning with the local leadership team.
• Drive Leadership Development Initiatives for the organization
• Coach leaders and managers, providing feedback on personal and leadership effectiveness.
• Identify and implement development programs aligned with local management/leadership development needs
• Work with leaders to define and communicate vision, mission, charter, goals, objectives, and performance metrics that support both the culture and business priorities.

Skills on Resume: 

• Organizational Effectiveness (Hard Skills)  
• Business Understanding (Hard Skills)  
• Org Design Consultation (Hard Skills)  
• Strategic Alignment (Hard Skills)  
• Communication Initiatives (Soft Skills)  
• Objective Perspective (Soft Skills)  
• Employee Engagement (Soft Skills)  
• Leadership Development (Soft Skills)  

Job Summary: 

• Develop and refine workforce plans
• Understand the existing competencies and talent needs of the various assigned groups and identify and address talent issues before they impact the business
• Partner with the business to build capability.
• Work with the leadership team to put in place proactive talent management plans (skills/leadership development, Succession Planning)
• Lead Employee Relations to deliver HR services to employees that align with ADI’s business needs, employees’ interests, and local legislation.
• Lead the Talent Acquisition team to execute workforce plans per the agreed schedule
• Develop the skills and capabilities, and each HR team member is aligned with the  goals and objectives
• Partner with the Corporate HR functions to develop and implement solutions that drive business objectives.
• Perform workforce analysis utilizing available data such as employee survey results, workforce demographic data, retention statistics, etc.
• Identify issues and trends in the business and align with Peers and SME’s to implement best practices and solutions to identified issues.
• Oversee local compensation and benefits, ensuring market competitiveness to attract and retain talent.

Skills on Resume: 

• Workforce Planning (Hard Skills)  
• Talent Management (Soft Skills)  
• Capability Building (Soft Skills)  
• Succession Planning (Hard Skills)  
• Employee Relations (Soft Skills)  
• Talent Acquisition (Hard Skills)  
• HR Team Development (Soft Skills)  
• Compensation & Benefits (Hard Skills)  

Job Summary: 

• Develop a thorough understanding of the global GTM team’s needs and future direction to communicate HR implications to the management team
• Partner with managers to identify the talent gaps and development needs of the business unit, its managers, key individuals, and people in key positions.
• Help managers identify and support learning activities and initiatives to grow leadership at all levels
• Support and coach managers to address and resolve a wide variety of employee relations challenges and performance issues
• Attend and actively participate in GTM leadership and management team meetings and discussions
• Successfully communicate, both verbally and in writing, including the ability to make impactful presentations and facilitate meetings
• Provide data analysis, metrics, and tools that demonstrate progress toward achieving key milestones and help drive strategy
• Communicate and ensure compliance and consistency with the Company and HR related policies
• Support the design, development, and execution of critical HR initiatives and projects (Performance Management, Compensation reviews, Org Design, Workforce Planning, and Design)
• Proactively engage with clients in forward-thinking and innovative projects to support their business goals

Skills on Resume: 

• GTM Understanding (Hard Skills)  
• Talent Gap Analysis (Soft Skills)  
• Leadership Development (Soft Skills)  
• Employee Relations (Soft Skills)  
• Team Meeting Participation (Soft Skills)  
• Communication Skills (Soft Skills)  
• Data Analysis (Hard Skills)  
• HR Initiative Execution (Hard Skills) 

Job Summary: 

• Build strong relationships with the Heads of each business function, supporting them and acting as a critical partner
• Lead a team of HR professionals, providing guidance, support, and coaching
• Work closely with senior managers for the business function to develop a people agenda that closely supports the overall aims of the organisation
• Provide organisational development, change management expertise, and a value-adding partnership to the business function
• Diagnosis of critical issues affecting the business function, preventing or blocking them from achieving their aims/strategic goals
• Lead on or implement HR initiatives and project implementations across the group
• Focus on taking care of Organisational Development (Professional Growth, apprenticeship levy, interns, etc) along with the management of the budget
• Identify and support robust engagement activities, address necessities at each level/department, as well as assist the Global Head of HR with the Global Engagement Survey action plan
• Deliver on key HR initiatives such as workforce planning, performance, and talent management
• Coach managers in a range of people skills to ensure the company retains and develops key talent.
• Identify training needs and introduce new training formats in close collaboration with the L&D department.

Skills on Resume: 

• Relationship Building (Soft Skills)  
• Team Leadership (Soft Skills)  
• People Agenda Development (Hard Skills)  
• Organizational Development (Hard Skills)  
• Issue Diagnosis (Hard Skills)  
• HR Initiative Implementation (Hard Skills)  
• Engagement Activities (Soft Skills)  
• Training Development (Hard Skills)  

Job Summary: 

• Define and implement strategic leadership coaching and business support for complex, matrix global businesses across multiple business units, or serve as HR Site head for multiple complex organizations within that site
• Oversee the administration of human resources (HR) policies and the coordination of HR initiatives for assigned functions
• Coordinate varying HR policies and practices across multiple regions and/or global HR support groups
• Understand the differences of the available options and resources, and coordinate the most effective and value-added solution for the businesses supported
• Work with very little direction and a moderate level of independence
• Coach and support high-level executives, function heads, and senior-level management in all leadership, business strategy, and HR-related areas
• Identify barriers to organizational success (organizational design, training, recruiting, and compensation) to drive and support appropriate change
• Take responsibility for organization and leadership development, performance management, compensation, employee training and development, reward and recognition systems, career paths, job analysis and descriptions, compliance, and employee relations
• Work closely with the HR leadership and Global Business Partners to develop and implement departmental goals, objectives, and systems that correspond with the organizational strategy
• Partner with global HR support functions and other local HR functions to identify, develop, and deliver projects to align with business objectives and to address employees' needs.

Skills on Resume: 

• Leadership Coaching (Soft Skills)  
• HR Policy Administration (Hard Skills)  
• Global HR Coordination (Hard Skills)  
• Solution Coordination (Soft Skills)  
• Independent Work (Soft Skills)  
• Executive Coaching (Soft Skills)  
• Organizational Barrier Identification (Hard Skills)  
• HR Strategy Alignment (Hard Skills)

Job Summary: 

• Lead, motivate, and develop the HR operations team to deliver an engaging and efficient service to stakeholders.
• Lead the analysis, design, delivery, and evaluation of HR services that deliver a positive, measurable impact to the business.
• Define achievable SLAs for HR operational processes, monitoring, and reporting delivery against these.
• Work closely with the business to drive adoption, compliance, and engagement with the HR policies, procedures, and systems.
• Proactively identify trends and patterns and use initiative to improve all HR operations.
• Keep up to date on current employment and data protection legislation and practice, ensuring recommendations on best practice are shared with the team and implemented as appropriate.
• Develop, maintain, and disseminate a suite of engaging and compliant global and local HR policies.
• Actively contribute, promote, and lead on global Diversity and Inclusion
• Develop, deliver. and maintain a continuous professional standard of Diversity and Inclusion across the organisation
• Proactively develop working relationships and empower managers to engage and adopt the Diversity and Inclusion agenda both internally and externally.
• Manage all activities related to the People Forum, ensuring the business involves committee members to encourage an engaged and committed group of employee representatives.

Skills on Resume: 

• Team Leadership (Soft Skills)  
• HR Service Delivery (Hard Skills)  
• SLA Management (Hard Skills)  
• Policy Compliance (Soft Skills)  
• Trend Analysis (Hard Skills)  
• Employment Legislation (Hard Skills)  
• Diversity & Inclusion (Soft Skills)  
• Employee Engagement (Soft Skills)

Job Summary: 

• Manage the global HR intranet page, content, and all HR communications, driving HR communications that inform and engage the workforce.
• Manage large cross-entity or location projects that change and improve these services and systems, including regulatory projects and strategic business projects.
• Ensure a deep understanding of the organisation and its business strategy.
• Support the business to drive organizational and cultural change, aligned with business strategy.
• Bring HR expertise to interpret and apply employment laws, explaining legal considerations explicitly and clearly to employees and management to ensure compliance with legal obligations and appropriate management of people issues.
• Lead response to employee relations queries and conduct and manage the investigation of complaints and concerns, involving legal and business stakeholders, and ensure appropriate action is taken.
• Conducts competency-based interviews, assessing behaviours and competency levels to select the right candidate for the role.
• Supports the roll out of L&D initiatives, including the online digital platforms, and implements tools and processes for talent development to meet the needs of the business, ensuring that internal talent is actively managed, developed, retained, and engaged.
• Use change management and user adoption techniques to drive the desired outcomes.
• Proactively use data, metrics, and evidence to drive decision-making and change.
• Provides training and coaching to managers to ensure effective application of HR processes and tools.

Skills on Resume: 

• HR Communication (Soft Skills)  
• Project Management (Hard Skills)  
• Business Strategy Alignment (Hard Skills)  
• Organizational Change (Soft Skills)  
• Employment Law Expertise (Hard Skills)  
• Employee Relations (Soft Skills)  
• Competency-Based Interviewing (Hard Skills)  
• Talent Development (Soft Skills)