Purpose

Typically as HR Consultant (Global):

• Enable the HR Business Partner to deliver the People Agenda for a Business or Function by leading and/or supporting short and longer term high priority projects / change initiatives that drive business value.
• Act as an integrator of HR capability across the operating model to be applied to defined high priority projects.

Accountabilities

• Collaborate with a range of HR VPs and/or HRBPs across Business and/or Function including JV and NOV environments.
• Design, develop and implement interventions, solutions or programmes in support of the strategic People Agenda for the business or function.
• Define and contract the blend of HR and other resources required to deliver the interventions.
• Manage and co-ordinate delivery of defined interventions – leading cross-functional, cross-country and virtual team members.
• Manage cost-effective and timely delivery of critical business change initiatives, including but not limited to:
• Major organisational redesign and implementation including liaison with Country HR ER/IR and HR Operations specialists.
• Business or function ramp-up or demobilisation events requiring co-ordination of Talent, Integrated Resourcing, International Mobility and Country HR generalists and specialists.
• Initiatives resulting from insights from diagnostics, organizational health reviews that will drive higher levels of business performance.
• Implementation of specific business or country D&I initiatives.

Dimension:

• Framing the approach for the implementation of local initiatives and leading local projects.
• Scale of change is asset based / regional.
• Is assigned work.
• Business Agenda and/or associated People Agenda presents a mix of low and some medium complexity to build and improve organisational capability and to translate business strategy to people strategy (e.g. not a stable environment, but one which has elements of significant growth and/or divestment content).
• Project / portfolio presents low/ medium complexity. For example, less regulated, some influencing and consulting bodies, some diversity in pay schemes including CLAs, medium reputation impact, presence of some businesses.
• This job profile contains generic information and does not describe individual positions or required job competencies. Grading decisions will also depend on other factors.

Purpose

Typically as HR Consultant (Country):

• Define, design and lead implementation of country-specific projects and interventions to deliver the country People Agenda in support of the country business agenda.
• Define, design and lead time-specific projects and interventions that enable delivery of the global Business or Function People Agenda in country.
• Co-ordinate or execute projects and change initiatives, deployment of engage and perform and interventions to drive organisational capability.

Accountabilities

• Collaborate with Country HR colleagues and/or HRBPs across Business and/or Function including JV and NOV environments.
• Design, develop and implement specific interventions, solutions or programmes in support of the People Agenda for the country.
• Define and contract the blend of HR (or other functional) resources locally required to deliver the intervention and contract with resources to deliver business-critical requirements.
• Manage and co-ordinate delivery of defined interventions – leading cross-functional, cross-country and virtual team members where needed.
• Manage cost-effective and timely local delivery of critical business change initiatives such as:
• Country-specific organisational redesign and implementation including liaison with Country HR ER/IR and HR Operations specialists.
• Implementation of country-specific D&I initiatives.

Dimension:

• Same as for Typically as HR Consultant (Global).
• This job profile contains generic information and does not describe individual positions or required job competencies. Grading decisions will also depend on other factors.

Purpose

Typically as HR Operations - HR Advisor:

• Advise line managers on complex HR matters (e.g. performance management)
• Provide end-to-end HR Advice to Line Managers and follow up support as necessary
• Liaises with HR experts to get input on complex cases in order to provide informed guidance
• Support line managers on tactical HR planning
• Provide coaching & feedback to line managers, as well as to more junior colleagues in HR Advice
• Actively provide insights from case handling that can contribute to the development of HR initiatives (global/local) aimed at improving people management and overall business performance.

Accountabilities

• Responsible for delivering HR advice to employees and line managers; supporting managers with more complex HR-related cases.
• Provide seamless end-to-end resolution of HR queries to line managers and employees. Queries may include, but not limited to: Exit/ Redundancy management; Policy guidance; Absence management; Leave, Retirement, Benefits advice
• Coordinates with Global and/or Local HR Consultants in case of (large scale) change initiatives, to ensure proper HR Advice support is provided to these initiatives (e.g. large reorgs, office moves).
• Partner with line managers on most complex HR matters, provide operational as well as tactical HR support. For example, support line managers with performance management to heighten productivity; coach and support managers on team effectiveness strategies/resources.
• Provide guidance and practical expertise to Line Managers on policy related issues to ensure the best performance of his/her team and the individuals within it.
• Recognize salutations in the business, through line manager request/interaction and case handling that call for intervention. Partner effectively with HR colleagues to analyse and intervene if needed.
• Responsible for delivering great employee experience through pro-actively addressing employee and line manager needs.
• Provide coaching and feedback to line managers, equipping the line managers to deal with HR related matters confidently, correctly and timely.
• Establish strong working relationship with colleagues in country and the COEs to ensure the team can effectively partner when the situation requires.
• Highlight and escalate issues with strategic, legal, employee relations or reputational risk to appropriate parties.

Dimensions:

• Role reports to Country Operations Manager for given country.
• This job profile contains generic information and does not describe individual positions or required job competencies. Grading decisions will also depend on other factors.