Key job responsibilities

Stakeholder and team management
Hold regular 1:1s with teams across AMET Ops Central Functions to surface issues/identify trends that need to be resolved/acted upon

Connect with stakeholders regularly

Talent Management
Coach, train and guide managers during the annual talent management process

Oversee the monthly data analysis for People Leadership Reviews and subsequent follow up of actions post meetings

Support managers with promotion documents and advising on the process within AMET Ops

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

Performance Management
Manage the end to end process of performance management (including all Focus and Pivot cases)

Analyze data and trends on performance management, in order to provide input to the business, preventing the recurrence of known issues

Compensation Management
Coach, train and guide managers during the annual compensation process

Provide advice on queries related to understanding and communicating compensation, consulting with Compensation Consultant where needed

Provide guidance on exception requests related to off/on cycle changes (job code from IC to Mgr, promotions) consulting with HRBPs who own exception approvals

On-boarding / Off Boarding

Support the design, delivery and improvement of our on-boarding proposition and programs for Central Functions in the AMET Ops in order to guarantee a positive Day 1 employee experience

Act as the site point of contact (POC) on topics such as local HR processes and also in escalation cases

Maintain the fair and consistent treatment of employees by conducting investigations and disciplinary actions where complaints or misconduct arise excluding cases that relate to harassment and discrimination (these are owned by ER)

Consult with the ER and Legal departments and HRBP where needed (cases of high risk, or where outcome may be dismissal)

Basic Qualifications

3+ years of experience as an HR generalist, HRBP, employee relations partner and/or organization development partner.

Bachelors Degree or equivalent post-secondary degree

Preferred Qualifications

HR Business Partner experience

Strong analytical abilities; ability to use data to tell a story

Ability to lead with empathy and earn trust across internal stakeholders and employees

Excellent communicator and facilitator

Experience effectively managing projects

Ability to influence and coach employees

Experience in conducting employee investigations

Previous experience with HRIS systems

Flexibility and ability to thrive in a fast paced environment

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