HR Business Partner Generalist

This role is responsible for partnering with managers and employees to provide HR guidance across employee relations, performance management, talent development, and workforce planning. The role ensures compliance with labor regulations, supports data-driven decision-making, and contributes to a positive employee experience. Additionally, it drives HR process improvements, digital transformation initiatives, and continuous business support.

• Serve as the first point of contact for employees and managers regarding HR-related queries. Act as a trusted HR partner for managers, building strong relationships and understanding the needs and challenges of their teams.
• Advise managers on performance management, conflict resolution, and difficult conversations. Support and guide managers in the effective management of their teams, including leadership, performance, development, engagement, and complex Employee Relations matters.
• Provide guidance to managers on internal policies, procedures, and people management best practices.
• Offer ongoing support to employees regarding workplace experience and career development matters.
• Manage employee relations cases, ensuring compliance with current labor laws and regulations.
• Lead disciplinary processes, internal investigations, and employee termination procedures. Advise managers on Employee Relations matters, supporting them in handling sensitive situations while ensuring a consistent and appropriate approach.
• Prepare employment-related documentation, including disciplinary actions, contractual changes, and employment terminations.
• Act as a mediator in workplace disputes, providing balanced, business-oriented solutions. Support the prevention and resolution of employee relations issues by balancing business needs with employee concerns.
• Ensure the consistent application of internal policies and procedures.
• Leverage HR data, metrics, and insights to understand team dynamics and support informed decision-making by managers and business leaders.
• Analyze trends related to turnover, absenteeism, engagement, performance, mobility, talent, and other key people metrics, identifying areas requiring attention.
• Monitor the impact of HR initiatives and actions, using available data to evaluate effectiveness and recommend improvements.
• Support performance management processes by partnering with managers to define expectations, provide feedback, drive employee development, and address underperformance issues.
• Contribute to talent, development, engagement, and recognition initiatives aimed at enhancing the employee experience.
• Gather feedback from employees and managers to identify opportunities for improving employee experience, engagement, and team effectiveness.
• Provide guidance on the application and interpretation of collective bargaining agreements and labor legislation.
• Ensure the correct implementation of corporate policies and employment obligations.
• Participate in internal audits and employee-related documentation reviews.
• Participate in and/or lead HR projects and initiatives aligned with business needs.
• Analyze people data, trends, and employee feedback to identify risks, opportunities, and emerging workforce needs.
• Identify opportunities to improve HR processes and procedures, promoting more efficient ways of working.
• Drive the effective adoption of HR tools and digital solutions, enabling managers and employees to use them confidently and independently.
• Identify opportunities to digitize, simplify, and standardize HR processes, reducing manual work and enhancing the employee and manager experience.
• Promote the use of self-service tools, increasing autonomy for a
• ctivities that do not require direct HR intervention.
• Explore and encourage the responsible use of AI and emerging technologies in HR to improve efficiency, data analysis, and the overall employee experience.