The role is delivery focused: building influential relationships with the management team, contributing to all aspects of the Business within the responsible area and ensuring that managers and employees understand the HR policies and apply them fairly and in consistent manner. Responsible for supporting the commercial agenda of the Business from a people aspect perspective. Provide HR guidance and advisory to the Business.

Main accountabilities:

• Develop, drive and implement the HR people agenda for the assigned business portfolio and projects.
• Build, maintain and develop relationships with internal clients in order to diagnose needs and recommend relevant solutions, being an active and commercially aware member of the local leadership team.
• Partner with the business and HR support functions to ensure smooth running of cyclical HR processes, such as annual pay review, quarterly promotion rounds, performance reviews.
• Leadership or participation in cross business/Global project groups
• Proactive cooperation with local practice Leads and Global HRBPs, as well as local HR teams such as compensation & benefits, recruitment, administration, payroll.
• Proactively engage with the business on HR topics affecting employee engagement, including attrition, retention, succession planning, professional development.
• Partner with managers in the areas of reward and recognition, supporting them to establish clear guidelines and frameworks in awarding top performers in their teams and provide guidance to use reward tools in line with company policy for transparency and consistency.
• Review employees survey result for assigned business portfolio and work out with Leaders action plan to improve the result.
• Provide guidance and advise on underperformance, provide consultation on labor law.
• Be a partner in change management processes affecting people (e.g. new policy implementation, redeployment, stature changes,).
• Support implementation of new HR programs within the business (e.g. implementation of new performance management process).
• Ensure that the standards of the firm and the clients are reflected in all HR operational procedures and actions.
• Use data and analytics to enable the business to make fact-based decisions within people area.