Partners with country and regional leaders to develop and execute the organization s human resources and talent strategy, particularly as it relates to current and future talent needs, talent acquisition, engagement, retention, and succession planning. Provides support, coaches, and guidance to leaders, HRMs and other staff when complex, specialized, and sensitive questions and issues arise; manages delicate situations such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations. Directs and manages the talent acquisition process, which includes advertising open positions, interviewing, and hiring of qualified job applicants; collaborates with managers to understand skills and competencies required for openings. Identifies and develops creative sourcing strategies, particularly for critical and high-volume roles. Investigates and responds to employee complaints implements disciplinary measures when necessary. Anticipates and resolves litigation risks, partners with legal and attends litigation as a representative of the company. Oversees and ensures successful on-boarding of new employees and ensures a smooth transition to their new roles. Supports new hires in enrollment in benefit programs. Acts as a point of contact for labor relations, develops strategies and negotiates agreements, with labor unions to ensure the greatest possible benefit for both parties. Ensures compliance with labor laws and within collective bargaining agreements. Ensures compliance with employment laws and regulations. Researches and recommends best practices; reviews policies and practices to maintain compliance. Champions administration of employee engagement surveys. Collaborates with leadership to develop and implement action plans and programs that enhance employee engagement and supports Hyperion s ownership culture. Actively supports the mergers and acquisitions process by participating in the due diligence process. Develops integration plans for new acquisitions. Stays abreast of trends in compensation and benefits to ensure the organization can attracts and retain top talent. Facilitates compensation review process. Champions and implements Diversity and Inclusion effort and programs. Ensures HRIS system and employee records are updated and maintained in an accurate and timely manner for employees. Develops strategies for the evaluation of staff performance (review, feedback, and assessment). Identifies training needs and oversees the development of training plans, facilitation of learning and development programs and shows concern for well-being in the workplace. Partners with, supports and coaches, managers and HRMs through the talent review and performance management processes. Makes recommendations, oversees employee disciplinary meetings, terminations, and conducts investigations. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Supervises the work of HR staff and provides guidance. Ensures that administrative functions are properly executed (payroll...) for both the employee and the organization in terms of cost and results. Serves as a change agent, anticipates and is proactive in proposing changes to the workforce, its environment, culture, functions and wellbeing. Performs other duties as 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 accommodation may be made to enable individuals with disabilities to perform the essential functions. Education and/or Work Experience Bachelor s or Master s degree in Human Resources, Business Administration, or related field required. Minimum of 10 years HR Generalist or HR Management experience in a manufacturing environment. Technical Skills/Physical Requirements Must be well versed with employee relations, employee engagement advocacy practices. Ability to work autonomously but able to leverage corporate resources. Must have excellent communication / negotiation / influencing skills, effective team facilitation skills, and good organization and project management skills. Must be able to work with all levels of the organization, ability to manage multiple priorities as well as work independently, have a good understanding of customer needs, lead change to support organizational goals, and attention to detail and follow-up. Strong PC skills (Word, Excel, PowerPoint) desired. Multi-site HR support experience preferred.