Responsibilities:

Employee Lifecycle Management

• Support the development and implementation of onboarding and offboarding processes, helping ensure a seamless transition for employees joining or leaving the organization.
  
• Collaborate with regional Talent teams to tailor employee lifecycle programs to meet local legal requirements and cultural norms.
  
• Analyze data from employee lifecycle stages to identify trends and opportunities for enhancing engagement and retention.
  

Process Management

• Take ownership of specific Talent processes or initiatives, contributing to the design, implementation, and evaluation of process improvements that drive efficiency and effectiveness.
  
• Champion the use of technology and digital tools to optimize Talent processes, leveraging data analytics and automation to enhance decision-making and user experience.
  
• Support the delivery of training sessions for Talent practitioners and business partners on process standards and best practices.
  

Communication and Correspondence

• Draft complex employee relations communications, including investigative reports and case summaries.
  
• Communicate effectively with internal and external stakeholders on sensitive matters.
  
• Communicate complex Talent policies and procedures to employees and managers.
  

Audit and Compliance

• Independently conduct internal and external audits on employee relations processes to identify areas for improvement and ensure compliance with relevant laws and regulations.
  

Conflict Resolution

• Independently mediate and facilitate conflict resolution between employees.
  
• Conduct investigations of minor employee relations issues.
  

Requirements

Must-have skills (required)

• Talent process knowledge: possesses in-depth knowledge of talent management processes and their impact on employee relations outcomes, providing insights and recommendations.
  
• Systems proficiency: uses advanced technology skills to optimize HRIS and other systems, ensuring data is effectively managed and utilized to support employee relations initiatives.
  
• Stakeholder relationship management: cultivates strong partnerships with key stakeholders, including colleagues in Talent and people managers, to address employee relations matters.
  
• Communication and customer service skills: exhibits strong communication and customer service skills, navigating sensitive situations with professionalism and empathy.
  
• Decision-making: demonstrates sound judgment and discretion in making decisions on complex employee relations matters, balancing organizational needs with legal requirements and employee interests.
  
• Problem-solving and conflict resolution: demonstrates advanced problem-solving and conflict resolution skills, analyzing complex situations to develop effective resolutions.
  
• Change management: provides expertise and support in change management efforts related to employee relations, ensuring organizational changes are effectively communicated and implemented.
  

Academic and professional requirements

• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent practical experience.
  
• 4–6 years of experience in HR operations, talent operations, or employee relations.