AddressOperations Manager: monitors existing policies and procedures:
Works closely with relevant business units and leaders to improve work relationships, build morale, and increase productivity and retention.
Communicates organisational culture to employees through onboarding, townhalls, corporate events, etc. Assists with preparation matters if needed.
Assesses employee attitudes and tracks trends in employee behaviors: Global Engagement survey; Mood monitoring surveys; teams meeting or one-on-one meetings with team members (by request).
Participate in HR programs/projects, initiatives design and development to support organisational culture. Handles issues with external vendors, as required.
Adopts Global HR guidance and provides policy interpretation on locations (How to sessions for managers and dedicated teams, ad hoc requests).
Keeps the line updated on HR initiatives and ongoing people practices (regular meetings with managers, team meetings , town halls, etc.)
Regularly monitors the execution of HR practices for relevant assigned business units within the cycle (onboarding and integration practices, performance and development assessments, retention, engagement, recognition activities, offboarding practices, etc.)
Consult the management on legal requirements related to the day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Works together across boundaries internally (legal, payroll, finance, etc.) as needed/required.
Provides day-to-day performance management guidance to managers (e.g., coaching, counselling, career development, disciplinary actions). Employee Mediator: creates sustained solutions to individual employee challenges.
Timely responds to line manager questions/requests/needs.
Respond promptly to complaints and needs by addressing them whenever possible, escalating when necessary, monitoring, etc., within the scope of HRBP responsibilities, and redirecting requests to appropriate assignees as required.
Manages competing personalities in the organization.
Assists relevant business units in managing conflicts between employees and between managers. Guide managers on conflict mediation issues, if needed. Ensure healthy employee relations.
Responds to organisational changes, adjusts to the new environment, and supports relevant business units and leaders with change management issues, if needed.
Assists with managing and resolving complex employee relations issues. Works together across boundaries internally (legal, payroll, finance, recruitment, etc.) as needed
