Sr. HR Regional Partner

Your responsibilities

• Help to define and develop an ER & LR strategy for corporate functions in Poland.

• Ensure compliance with Poland and EU legislation, in partnership with our Legal team.

• Conduct reviews of employment policies to ensure they are aligned to company's objectives and compliant with employment law.

• Process ownership for Employee Relations management, including disciplinary & performance improvement.

• Handling executive escalations, as well as complex disciplinary and grievance cases.

• Conduct investigations and manage ER cases, in coordination with the Legal team.

• Reactively and proactively support managers on people matters that require in-depth knowledge of policies, procedures and local legislation.

• Provide training on ER matters for CEE based managers and HR teams.

• Design, deliver and continually seek improvements to people processes and policies.

• Support onboarding programs, in order to guarantee a positive employee experience.

• Support labor law changes impacting local HR processes and compliance.

• Partner with people managers end to end on performance management cases.

• Analyze data and trends on ER and performance management, in order to provide input to improvements and manager capability.

• Coach, train and guide managers during the Talent Management and Annual Compensation Planning processes.

• Consult Managers on Compensation matters.

• Support the development of resources, which help people managers to be self-sufficient with Talent Reviews.

• Enable the success of new & experienced managers by leveraging, delivering and improving existing training, collaborating with the EU HRP SME and global Talent Development teams to anticipate and address emerging needs.

• Support managers and employees in identifying training opportunities to further develop functional and managerial skills.

• Support people managers with career conversations, Development Plans/Career Growth Plans and other development initiatives.

• Manage employees’ programs and support managers to drive improvements in employees’ engagement.

• Provide support and guidance to HR Business Partners and Business Managers on change initiatives.

• Act as a steward of the employee experience, being a point of contact and Program Manager for people tools, processes, programs or projects.

• Design and deliver Manager Education initiatives to further drive collective education and people manager effectiveness.

• Analyze data and observations across the organization, highlighting trends and recommending/driving solutions, as appropriate.

• Participate in national and international projects.

Employer requirements