Human Resources Generalist Snr

• Supports Regional HR Manager in maintaining professional working relationships with both internal and external clients to ensure effective and timely provision of HR service and support.
• Supports the execution of Corporate HR projects, including communication and training to the business.
• Performs as an audit focal. Responds to internal and external SOX auditors for HR-related information requests in areas such as new hires, terminations, and compensation and performance review process.
• Undertakes any other duties as reasonably requested by the Regional Head of Human Resources.
• Reviews exit interviews, collates feedback, and communicates with Regional HR Manager and Corporate HR.
• Facilitates and leads New Employee Onboarding.
• Assists the Regional Head of Human Resources in maintaining regional employment policies, procedures, and management guidance notes. Ensures that policies and procedures are updated in a timely manner, clearly documented, and available to all employees as relevant.
• Identifies and recommends changes to current systems and procedures to maintain high standards of service.
• Represents the HR function on internal committees and workgroups as necessary.
• Ensures an end-to-end onboarding process for all employees is in evidence and completely documented, with attention to new starter paperwork to enable relevant data upload to HR systems, particularly payroll.

• Advises and coaches business units on a range of HR matters, including but not limited to employee performance management, employee relations, disciplinary actions, and succession plans.
• Assists and provides training to management on HR systems and HR processes.
• Leads the resolution of various employee relations issues, from intake to investigation, coordination with legal counsel, and final resolution.
• Serves as Employee Relations contact for complex HR-related issues and provides management support for escalated claims.
• Partners with managers on employee development to identify needs for themselves and their teams in line with the Company’s Employee Development Policy. Coordinates appropriate trainings.

• Ensures employment processes are followed (e.g., background checks, employment authorization). Maintains compliance with laws and regulations.
• Develops staffing plans and sourcing pipelines for direct requisitions by position, location, and timing.
• Provides full-service recruitment including sourcing, interviewing, and selection.
• Builds a proactive and diverse talent pipeline.
• Reviews applications, recommends a selection strategy, implements the process, and builds rapport with candidates.
• Uses traditional and non-traditional resources (e.g., career fairs, job fairs, community networking events) to attract quality candidates.
• Develops and maintains excellent relationships with internal and external clients to ensure staffing goals are met.
• Executes promotions and internal transfers, ensuring processes are completed: promotion/transfer letters, system updates, communication with stakeholders, and adjustments (e.g., pay, visa, benefits, EOS payments).

• Creates reports on dashboard metrics, EEO analysis, and other HR-related queries.
• Maintains accurate and concise records, reports, and logs. Ensures HRIS data is accurate, current, and documented for audit purposes.
• Ensures regional HR content on Employee Gateway is accurate and relevant.
• Reviews and approves educational assistance requests, ensuring training bonds are in place where required.
• Co-facilitates training with the Training department as a subject matter expert on various HR topics.
• Serves as HR focal in the setup of new stations: reviews local laws, makes policy recommendations, supports compensation structures, and assists with payroll setup.

• Responds to employee queries on HR topics via various communication channels.
• Supports the execution of employee events and meetings (e.g., annual events, policy meetings, Service Awards).
• Leads and executes employee events and meetings within budget, coordinating with departments, vendors, and junior HR reps.
• Travels to regional stations to meet staff, conduct trainings, and host workshops on HR topics.

• Stays up to date with employment legislation and ensures continuing professional development in line with CIPD standards.
• Participates in HR and training projects as agreed with the Regional Head of HR.

• Advanced interpersonal and relationship-building skills
• Advanced problem-solving and decision-making skills
• Strong business acumen
• Strong process management skills
• Conflict resolution and influencing without authority skills
• Knowledge of local laws within the region
• Awareness of best HR practices in the region
• Knowledge of a European language is beneficial but not mandatory

• Minimum of 8 years of recent experience in a Human Resources role
• Bachelor’s degree in Human Resources or Business Administration, or 3 additional years of directly related experience (total of 11 years)
• Post-graduate coursework is desired
• HR Certification is required

• Ability to travel internationally up to 15% of the time

Panasonic