Culture Management:

• Work to be a problem solver on matters concerning culture drive & change management as necessary and partner to build solutions in support of business strategies, challenges, and opportunities
• Seek information and actively monitor business, performance, and behaviors to remain aware of business needs and current knowledge, engagement, and skills of employee team
• Deliver tools and interventions for client/unit change initiatives
• Diagnose and deliver team effectiveness and development tools within client system and across multiple clients
• Assist design, plan, and facilitate HR/Change, Strategic planning sessions, and interventions along with the team and the Corporate counterparts
• Strategic Reward and Recognition Development and analytics in accordance with business changes (*Data Analytics and Dashboard creation a must)
• Work in collaboration with the HRD and the Sr. HR manager to counsel and coach people leaders on leadership, performance, behaviors, and performance interventions
• Leverage internal and external opportunities to grow and keep personal change skill set at cutting edge

Talent Management

• Understand current best practices and tools in the areas of Talent Management
• Translate business needs into talent pipeline requirements and partner with leaders/unit to drive progression and succession planning which aligns the right talent into the right roles at the right time
• Keep a minimum of three hours per week “open to the public” for informal coaching, leadership guidance, and career management on a first come-first served (or pre-scheduled) basis.
• Consult with leaders on developmental action plans for employees including high potential employees and employees below expectations on performance and/or behaviors
• Analyze on-demand employee/team data and provide guidance and summaries to client leadership
• Ensure that viable and effective career development and planning tools/systems are in place and functioning at high capacity to support “a plan for every person” utilizing formal (unit/leader led tools for defined populations) and self-managed/initiated tools at minimum for all other employees
• Conduct stay and exit interviews and drive continuous improvement from all learnings
• Collaborate with HR COE in identifying functional training requirements
• Deliver learning/training sessions as needed in line with role and business needs

Human Resource Management

• Act as primary voice along with the CHRO to provide local guidance, support, and delivery on processes that require HR field intervention/execution (Employee Focus)
• Partner with HR COE to deliver seamless, on time solutions to client/units
• Monitor, utilize, and help to continuously improve leader dashboard and associated tools
• Work with regional/global HR as well as Legal as needed on employment issues, special situations, and policy input/execution
• Work with the local HR and the Corporate Compensation Team and efficiently design future rewards.
• Utilize common Internal HR template and materials to plan, facilitate, and follow up on in-unit strategic HRM sessions on recurring regular intervals with the CHRO.
• Maintain in depth knowledge of local employment legislation and practice. Consult with and coach employees and leaders.
• Ensure unit and employee compliance as required by role in matters of ethics, integrity, and legal compliance.