Principal HRBP, Global Operations Support Functions

This role requires extensive knowledge of global HR practices, and the ability to navigate complex international HR landscapes. Contributes to business planning strategy discussions, demonstrating a strong awareness of how operational & financial levers impact people, organizational effectiveness, customers and competitors and the talent landscape in the location(s) where business is conducted. Provide strategic partnership support for the development, implementation, and management of best practices in human resources in support of the Global Operations Support Functions: Global Supply Chain, Global Quality & Regulatory, Global Technology and Innovation, Global OPEX, Global Operations Finance, among other global organizations. Provide guidance to functional managers on HR processes such as organizational development, employee relations, total rewards, and talent management.

• Execute the global HR strategy, aligning with business objectives and driving cultural alignment across regions.
• Oversee the implementation and standardization of HR policies, processes, and programs globally.
• Provide strategic guidance to regional and local HR teams, ensuring consistent HR practices and compliance across multiple countries and regions.
• Collaborate with senior management to align HR initiatives with business goals, foster employee engagement, and drive talent management strategies.
• Lead and support organizational development and change management initiatives globally.
• Drive the development and implementation of global HR programs, such as performance management, succession planning, and employee development.
• Ensure compliance with local labor laws, regulations, and employment practices across various jurisdictions.
• Develop and monitor key HR metrics to assess HR effectiveness, identify trends, and recommend improvements.
• Lead global HR projects, such as HR system implementations, HR process harmonization, and global talent acquisition strategies.
• Provide guidance and support on employee relations matters, including dispute resolution, disciplinary actions, and terminations.
• Utilizes strategic internal and external data and trend info to identify business insights to identify people and/or organizational opportunities.
• Makes a business-based case for change and leverages existing and scalable best practices.
• Demonstrates leadership among peers and direct reports (if applicable).
• Collaborate with regional HR teams to support employee engagement initiatives, diversity and inclusion programs, and employee wellness initiatives.
• Stay informed about industry best practices, employment trends, and emerging HR technologies.
• Manage relationships with external vendors, such as HR consultants and service providers, to ensure effective HR service delivery.
• Stay updated with changes in global HR regulations and labor laws, ensuring compliance and mitigating HR-related risks.
• Operates as a trusted partner with key stakeholders, establishing professional and business credibility.
• Influences and challenges using mutual respect, expertise, business acumen and “OneHR” mindset.
• Identifies culture, I&D and engagement insights to develop impactful actions in partnership with key stakeholders.
• Facilitates robust talent planning discussions and the Employee Development Review (EDR) process.
• Drives the development of targeted actions to accelerate succession readiness and build leadership bench.
• Identifies learning & development needs while coaching managers on how to create strong IDPs leveraging experiential and formal development options.
• Facilitates core employee and manager upskilling sessions.
   

Travel:

• Approximately 15% of domestic and international travel time
   

Knowledge, Skills and Abilities:

• In-depth knowledge of global HR practices, employment laws, regulations, and compliance requirements.
• Strong understanding of HR processes, policies, and programs across different jurisdictions.
• Experience working in diverse cultural environments, managing cross-cultural teams, and fostering global collaboration.
• Demonstrates thought leadership on organizational design and change management, applying key principles to meet business needs.
• Manages people and legal impacts. Ensures structure, roles, ways of working etc. are aligned to the business strategy.
• Strong leadership and people management skills, with the ability to inspire and motivate teams across regions/sites.
• Strategic thinking and problem-solving abilities to drive HR initiatives and optimize HR practices globally.
• Excellent communication and interpersonal skills to effectively collaborate with stakeholders at all levels.
• Proven track record in implementing and driving HR programs, such as talent management, performance management, and employee development.
• Ability to navigate complex international HR landscapes, adapt to changing regulations, and manage HR-related risks.
• Proficient in using HRIS systems and HR analytics tools for data-driven decision-making.
• Understanding of data protection regulations and confidentiality requirements in handling employee information.
• Proficient in using MS Office applications, particularly Excel, for data analysis and reporting.
• Ability to work in a fast-paced, global environment with a customer-centric mindset.
• Continuous learning mindset to stay updated with changes in global HR regulations and best practices.
• Exercises judgment within defined practices and policies
• Confidence, professionalism, discretion, and sound judgment.
• Teamwork oriented.
• Conflict management skills.
• Exceptional interpersonal skills, including listening, coaching, and training
• Able to develop new HR policies and programs based on business requirements

Work Environment:

• Generally, works in a closed environment, in office conditions, with normal level of noise and controllable change of temperature.
• Needs to stand, walk, and may be seated for a long period of time.
• Uses hand to handle and reach.
• Work with a personal computer and programs to prepare documents or reports.
• Applies communications skills (advance reading, writing and technical skills) and mathematical
• Concepts knowledge to perform work and coordinate with others.
• Needs to have high analytical capacity and level of professionalism and judgment to resolve problems.

Experience:

• Minimum eight to ten year’s human resources management experience.
• Proven experience as a Global HR Director or similar leadership role, overseeing HR functions across multiple countries and regions.
• Experience working in diverse cultural environments, managing cross-cultural teams, and fostering global collaboration.
• Must have the ability to report, write, interview, counsel and advise people in order to solve problems.
• Successful demonstration of strong interpersonal skills and human resource leadership competencies required.
• Experience influencing and building consensus with executives and other key stakeholders
• Experience presenting and communicating to a wide variety of audiences
• Experience managing projects and leading new initiatives

Education:

• Bachelors’ degree or an equivalent combination of education and experience
• Master’s degree preferred, PHR Certification and/or SPHR Certification highly desired

We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender, gender identity or expression, or veteran status. We are proud to be an equal opportunity workplace.

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