Recruitment and Selection.
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Administers staffing practices and procedures necessary to recruit and retain an effective workforce.Coordinates internal and external search, selection and placement processes for job vacancies.
Uses various channels and tools to ensure quality standards and timelines are met.
Performance Management, Career Development Employee Relations.
Serves as subject-matter expert to managers/business partners.
Supports implementation of the performance management program by providing managers and employees guidance on how to use the necessary tools, resources, including the Performance module on Workday, and available training resources, presentations in onboarding/orientation forums as needed.
Coaches line management in addressing potential performance issues in the organization and ensures the quality and the fairness of the performance improvement process.
Facilitates crucial conversations with employees/business partners/stakeholders as needed.
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Coaches and supports line managers in career development process by leveraging available tools and resources.
Coordinates annual technical promotion process.
Coordinates roll-out of and tracks compliance to specific global training.
Employee Engagement.
Develops strong and effective working relationships with other members of the affiliate, management and staff, by providing advice, guidance and coaching as needed.
Assists in the development and implementation of Human Resources policies and procedures and their dissemination through communication.
Serves as a consultant to management and business partners and is responsible for identifying the need for HR programs or strategies to support business objectives.
Drives employee onboarding and employee experience.
Coordinates employee engagement survey rollout and action plans.
Supports line management regarding the employee recognition program.
Participates in regional/global HR initiatives and HR projects as needed.
HR Technology and Data Analytics.
Manages HR Technology and systems including Workday.
Tracks and reports HR metrics such as turnover, exit analyses, female ratio, etc. Interprets data, analyzes root causes of issues and makes recommendations to help leadership make business decisions.
Coordinates exit process of employees, conducts exit interviews with resigned employees and report the analysis of those interviews periodically to HR Director.
Supports Business Plan/Workforce planning.
nitelikler
Bachelor’s Degree or above preferably in Business Administration or Social Sciences.
Up to 3 years of experience in HR preferably in a global environment, with knowledge of recruitment, compensation benefits, organizational planning, employee relations, learning and development.
Ability to build strong partnerships and establish credibility.
Excellent written and verbal communication, and interpersonal skills with ability to create an inclusive atmosphere, listen effectively and respond appropriately.
Proven analytical, planning and organizing skills, driving decisions.
Execute with speed and excellence.
High energy level, ability to prioritize and demonstrate high resilience.
Excellent problem-solving skills with the ability to envision and deliver innovative solutions.
Able to work successfully and productively both in a team environment and independently, and deal with multi-tasks effectively.
Fluency in English.
Proficient in Microsoft Office (Word, Excel, PowerPoint, Outlook, Teams), Advanced level of Excel preferable.
Workday knowledge will be an asset.
