RESPONSIBILITIES & MAIN TASKS Monitor, execute and support workforce plans (e.g., recruitment plans, development plans, capacity, and utilization plans) with a good understanding of business targets based on project phase (Win, Execute or Operate) Engage and act upon full scope of the employee life cycle (from recruitment/onboarding to career development, compensation and benefits and ending with departure) Act as a consultant/coach to managers and staff to increase organizational performance, improved personal/team performance, increase effective communications, and improve relationships Act as a mediator and confidential sound board when issues arise between employee and manager; Escalate issues when required Organize, plan and lead activities that allow stakeholders to measure and increase staff engagement (i.e.: engagement survey, HR statistics…) Prepare (change) plans so that organizational, leadership and process changes are executed in a structured manner as well as communicated, understood, acted upon, and delivered in a timely manner Provide recommendations to improve HR policies and procedures whilst analyzing potential exposures, bearing in mind the cost impact of the decisions taken. Ensure new HR programs and initiatives are communicated, understood, acted upon, and delivered in a timely manner. Compile accurate, compliant documentation to mitigate potential claims and/or damages to the organization by assessing risks and advising managers and employees on HR related issues (e.g., promotions, disciplinary issues, terminations) to meet external employment labor laws requirements and internal procedures Maintain in-depth knowledge of legal requirements; Ensure local compliance requirements for HR processes (e.g., recruitment, training) and report non-compliance as necessary Provide analytics and review with managers to make decisions on resource capacity planning, organizational design and implement the relevant strategy for sourcing and developing staff Possess current knowledge of the populations' skills and abilities and compare to current organizational structure. Provide input on business unit restructures based upon capabilities and validated succession plans Possess knowledge on proposals and projects being executed to contribute to project people selection Understand International Mobility Rules and closely work with them for country entry proposals Consult with leaders on performance based annual salary increases and Short- and Long- Term Incentive Programs Apply internal compensation analysis benchmarks to drive recruitment and retention decisions Prepare and analyze turnover data for management review JOB REQUIREMENTS Specific skills / expertise / product: 3-5 years of relevant work experience Building strong customer relationships and delivering customer-centric solutions. Planning and prioritizing work to meet commitments aligned with organizational goals Consistently achieving results, even under tough circumstances Building partnerships and working collaboratively with others to meet shared objectives Using compelling arguments to gain the support and commitment of others Gaining the confidence and trust of others through honesty, integrity, and authenticity. Operating effectively, even when things are not certain, or the way forward is not clear Behaviours & inter-personal skills – Key points: Customer focus Plan and Align Results driven Persuasive Ambiguity management Data driven Change management
