Senior Human Resources Generalist

The HR Generalist is available on request to support a variety of Human Resources tasks or initiatives, including advising people managers on the execution of performance management, coaching, corrective action issues, team building, employee development and compliance initiatives. This role will provide primary operational (day to day) support for the managers and employees within the organization. The position requires team participation and interfaces within all areas of Human Resources to provide exceptional and consistent support for managers and employees.

• Partner with HRBPs, CoEs leaders at a local level to bring value to the business (ex. execution of university relations programs/activities)
• Provide feedback to HRBPs, COEs and HR Ops to assist those functions to deliver continuous improvement and consistent to all employees.
• Local deployment support of HR programs (ex. Implementing new payroll methods locally, SAP implementation, launching new CoE program, others).
• Deliver HR training activities provided by the COEs or HR Ops to managers and employees.
• Where specified, provide support for local languages.
• Manage, with input hiring manager, all voluntary terminations, reduction in forces. This includes planning, costing, documenting all stages of the exit (with the support and direction from HRBPs).
• Outside the U.S, ensure all local policies and procedures are up to date according to local legal requirements.
• Provide guidance and support to local manager on performance management with the aim of presenting employee disputes.
• Local updates on policies and procedures based on local entity requirements.
• Provide support for on-site audit/compliance support when necessary (regulatory/legal requirements).
• Provide support as required for any company wide changes or programs, such as employee development, restructuring, support HRBPs with org design and change management efforts.
• Support and help implement and organizational changes required to comply with local laws related to ensuring a positive non-discriminatory and safe work environment; local union or work council requirements. These changes may include reviewing policies, procedures, handbooks and employment documents.
• Provide local support for corporate initiatives and programs, such as engagement and inclusion initiatives, global voices (employee survey) and action planning.