HR Business Partner - 15 Month Contract

• Lead regional / global performance management processes
• Support managers in addressing performance-related issues – performance improvement plans, exit management
• Add value through contributing views on performance context, including employee relations related matters where needed
• Provide performance management system support, partnering with the build team on technical issues/enhancements
• Use data to track employee performance YOY to help support insights
• Partner with the Talent Management and Compensation Teams to manage the annual salary review process to ensure accuracy, effectiveness, compliance and equity
• Provide training and guidance on system and process expectations
• Research, collect and analyze internal and external compensation data to provide guidance to managers in determining compensation recommendations as needed

• Act as a trusted advisor and coach to managers/ regional senior leadership team (SLT) providing guidance on the full employee life cycle including performance management processes, employee engagement initiatives, and conflict resolution, enhancing team dynamics, employee morale and productivity
• Utilize data to provide stakeholders with actionable insights on talent metrics, enabling informed decision-making and proactive management of employee performance and engagement
• Collaborate with stakeholders to ensure HR initiatives and talent management strategies align with overall business/function goals and objectives, facilitating effective workforce planning and development
• Foster a strong community of managers who leverage one another’s expertise and serve as a support system
• Partner with Learning & Development on training plans, promote continuous learning, identify skills gaps

• Work closely with the HR Operations to manage employee grievances and conflict resolution
• Facilitate communication between employees and management
• Provide advice and guidance regarding policy and/or employee issues, leveraging the HR Operations and Employee Relations teams as necessary
• Be available for any ad hoc discussions on employee performance with managers and/or the local leadership
• Ensure the firm acts in compliance with labor laws and company policies
• Anticipate potential problems and develop alternate plans of action with managers

• Develop and lead special employee engagement initiatives regionally
• Review employee experience and wellbeing scorecards and take action
• Lead regional roll out of global talent value proposition initiatives and new global processes
• Lead the togetherness initiative working closely with regional HC teams and managers, reviewing flexible working requests, and guide management of non-compliance
• Assist in managing organizational changes and providing support during periods of change
• Contribute to the development and management of global and regional projects (e.g., talent reviews and succession planning) in partnership with the global Talent Management team
• Adapt global initiatives to the APR region and implement them in a way that aligns global business goals with local/regional nuances

• Lead levelling evaluation for new roles and provide guidance to managers on elevating job descriptions to attract top talent
• Partner with the compensation team to determine competitive salaries for new roles/markets ensuring consistency with OW's compensation philosophy
• Meet with final round candidates to test cultural compatibility and provide an overview of OW's performance management/compensation processes and talent value proposition initiatives highlights
• Lead Buddy assignment and onboarding processes for new hires in collaboration with hiring managers and HR Operations

• At least 8 years of relevant experience (HRBP or similar roles in an international organization)
• Good understanding of and exposure to professional services / consulting or multi-national corporate environment
• Bachelor’s Degree, professional HR qualification or equivalent work experience
• Knowledge of local employment laws and practices
• Knowledge and practical experience in talent management, succession planning, employee engagement and retention

• Fluency in English with strong written and verbal communication skills
• Attention to detail and a high level of accuracy in all tasks
• Strong organizational skills: Ability to prioritize, manage time effectively, and juggle multiple tasks to meet deadlines
• Excellent interpersonal skills: Proven ability to establish positive relationships with clients and collaborate with diverse teams across cultures
• Self-motivated and resilient: Flexible attitude with a willingness to step outside of job descriptions as needed with an international mindset, cross cultural competence
• Confidentiality: Comfortable working with sensitive data and topics
• Team player: Capable of functioning independently while contributing to a collaborative, fast-paced environment
• Problem resolution mindset: Creative, strategic thinker who continually seeks ways to improve processes
• Research and presentation: Skilled in developing viewpoints and facilitating discussions across multiple levels of the organization
• Professional representation: Ability to represent the department and company effectively
• Decision-making and judgment: Strong skills in coaching, conflict management, and professional judgment
• Technical proficiency: Competent in Microsoft Office, including word processing, presentation, and database skills

Marsh McLennan