Manager, HR Business Partner

ROLE DESCRIPTION SUMMARY

 In alignment with our HR strategy defined in 2025, the Manager HR Business Partner plays a pivotal role in driving the strategic HR agenda. This position is designed to synchronize HR initiatives with broader organizational goals, ensuring that our people’s strategies are effectively integrated into business operations globally.

The HRBP will engage as an important member of the HR Operations & Engineering team, focusing on enhancing functional efficiency and scalability. The primary aim is to strengthen the local employee experience, simplify processes for employees, and support local managers. This role is crucial in fostering a positive work environment and employee engagement across the organization.

PRIMARY RESPONSIBILITIES / KEY RESULTS AREAS

• Strategic Relationship Building: Establish and nurture strong partnerships across all organizational levels to ensure HR Employee lifecycle and HR Initiatives are seamlessly implemented. Actively engage with stakeholders to facilitate the alignment of HR initiatives with the company's goals.
• Employee Engagement and Experience Enhancement: Spearhead local initiatives aimed at boosting employee engagement and satisfaction. Foster a positive organizational culture by acting as the primary point of contact for employees, providing timely feedback, and guiding them through critical milestones like onboarding, promotions, and career development.
• Entire employee Lifecycle Management: Lead the implementation of comprehensive HR programs and processes that support the employee lifecycle. This includes managing onboarding, and off boarding processes, performance management, career progression,  to ensure a seamless employee experience.
• Employee Relations, Social Dialogue: Manage employee relations with a focus on dispute resolution, compliance with labor laws, legal coordination, and structuring work arrangements. With the support of Employment labor lawyer and external counsel when needed.
• Execution/Delivery Excellence and Continuous Improvement: Deliver exceptional HR support that meet the dynamic needs of employees and managers. Identify and implement improvements in HR processes to enhance service delivery, ensure regulatory compliance, and maintain local pay equity.
• Collaboration and Stakeholder Engagement: Work closely with HR Centres of Expertise, HR Ops team, and HRBP Leads to support managers and employees in career and development conversations, ensuring alignment with the company’s performance management framework and learning opportunities.
• Innovation and Cultural Initiatives: Implement region-specific HR programs driven by our HR Centres of Expertise, focusing on performance management, leadership development, and fostering the new SES culture . Actively participate in key business execution initiatives and communicate these programs to relevant stakeholders effectively.

 QUALIFICATIONS & EXPERIENCE

• Educational Credentials: A foundational requirement is a Bachelor’s degree in fields such as Human Resources, Business Administration, or other relevant disciplines. Advanced qualifications like a Master’s degree or professional HR certifications are considered beneficial.
• Professional Background:
  • Possess at least 5-8 years of extensive experience in HR roles, highlighting partnerships within HR, preferably in technical areas.
  • Demonstrated success in spearheading intricate HR initiatives and projects across global or multi-regional platforms.
  • Expertise in handling employee relations, with a pronounced focus on navigating IL Unions, negotiation of Collective Bargaining Agreement.
• Leadership / Influence Capabilities:
  • Proven aptitude for influencing and collaborating with senior leaders, spanning diverse functions and geographical locations.
  • Strong business acumen in Technology areas
• Strategic and Analytical Skills:
  • Ability to conceptualize and implement HR plans linked to business objectives.
  • Excellent analytical capabilities, adopting a data-driven approach to resolve issues and make decisions.
• Communication and Interpersonal Skills:
  • Strong ability to convey ideas succinctly and clearly, both verbally and in writing.
  • Strong interpersonal skills, adept at building trust and maintaining effective relationships at various organizational levels.
• Cultural Sensitivity and Adaptability:
  • Experience in multicultural settings, with a keen awareness of cultural nuances and adaptability in HR practices.

OTHER KEY REQUIREMENTS / COMMENTS

• Technological Proficiency:
  • Skilled in using HRIS systems, (eg Success Factor / SAP) and other technological tools that enhance HR operations and data handling.
• Fluent in English.