PRIMARY OBJECTIVE OF POSITION:
To serve as the strategic Human Resources (HR) partner for the Global Capability Center (GCC), leading site-level HR operations and business partnership responsibilities. Partners with HR leadership and aligns local initiatives with enterprise-wide programs to drive talent, culture, and organizational effectiveness. Supports business leaders through proactive workforce planning, employee engagement, and scalable, globally consistent people practices.
MAJOR AREAS OF ACCOUNTABILITY:
Strategic HR Leadership
- Drives strategic business clarity and execution by guiding teams in developing impactful HR interventions and assessing organizational strategy and local talent market needs.
- Advises and coaches leaders on talent planning, organizational design, and workforce strategy.
- Develops and promotes a global mindset and inclusive leadership to enable effective collaboration across geographies and cultures, driving global business alignment.
- Acts as a strategic business partner to site leadership, providing guidance on workforce planning, talent management, organizational effectiveness, and employee relations.
Site HR Operations & Compliance
- Serves as the primary HR leader for the site, ensuring seamless delivery of HR services, operations, and programs.
- Ensures compliance with local labor laws, policies, and ethical standards.
- Manages third-party HR vendors to deliver high-quality service and contribute to building and sustaining internal HR operational capabilities.
- Monitors and mitigates workforce-related risks and supports business continuity planning.
Global Talent Initiatives
- Partners with global business and HR leaders to support and develop talent initiatives including hiring, onboarding, and organizational design in alignment with company strategy and priorities.
- Leads performance management and career development processes at the site, ensuring alignment with enterprise standards.
- Drives local workforce planning activities in collaboration with global stakeholders, ensuring the site's talent strategy supports long-term business goals.
- Provides strategic HR consultation to global leaders offering insights on engagement, performance, development, and retention.
- Supports learning and development initiatives to build future-ready capabilities and close skill gaps.
- Uses data and analytics to inform talent decisions and measure impact.
Employee Experience & Culture
- Champions a positive, inclusive, and engaging workplace culture through site-level initiatives.
- Leads employee listening strategies and translates insights into actionable improvements. Drives diversity, equity, inclusion, and belonging efforts in alignment with global HR strategies.
- Serves as a trusted advisor and advocate for employees, fostering a positive and inclusive workplace culture.
Global HR Collaboration
- Collaborates with global HR Centers of Excellence (CoEs) and functional HR leaders to align local practices with global frameworks including total rewards and talent.
- Provides site-level insights and feedback to inform enterprise-wide HR programs and policy development.
- Supports the deployment of global HR programs and change management efforts at the site level.
- Leverages HR technology and analytics to enhance decision-making and operational efficiency.
Team Leadership & Influence
- Leads and mentors direct and indirect HR team members, fostering a culture of collaboration and continuous learning.
- Represents the company at industry events to promote employer brand, share and learn best practices, and strengthen networks.
- Coaches teams by enabling cross-functional success and fostering adaptability and learning.
Leadership and Administration
- Keep supervisor informed of important developments, potential problems, and related information necessary for effective management. Coordinate and communicate plans and activities with others, as appropriate, to ensure a coordinated work effort and team approach.
- Perform related work as apparent or assigned.
QUALIFICATIONS:
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
- Bachelor's degree in Human Resources, Business, or related field; MBA or advanced degree preferred.
- At least 12 years of progressive HR experience, including strategic HRBP and operational leadership roles.
- At least 5 years people leadership experience.
- Strong business acumen and ability to influence senior stakeholders. Strong business relationship management and planning skills.
- Expertise in HR operations, compliance, and vendor management. Proven ability to lead through influence and drive engagement across diverse teams.
- Ability to navigate complexity and manage multiple priorities effectively.
- Proven success in global, matrixed organizations. Demonstrated ability to engage effectively with all employee levels in multiple departments.
- Proficiency in HRIS systems and data-driven decision-making.
- Ability to communicate effectively, both orally and in writing, with a wide variety of business partners and stakeholders.
- Must be detail oriented and possess strong problem-solving skills.
LOCATION:
