HR Manager

About the role

The HR Manager will execute and locally customize the global Talent Strategy and People Agenda for the assigned business unit(s) or geography, overseeing staffing, talent attraction, retention, and employee relations. This role partners closely with business leaders, finance, and HR COEs to align people initiatives with business outcomes.

Key responsibilities

• Execution and local customization of the global Talent Strategy and People Agenda for the assigned business unit(s) or geography.
• Monitoring staffing needs in partnership with business leaders, finance and resourcing teams, and overseeing recruiting progress.
• Tracking people metrics, reporting, and proactively addressing talent attraction, retention and engagement gaps.
• Supporting annual compensation and performance cycles in collaboration with global HR COEs.
• Driving change initiatives as a Change Champion during structural or business transitions.
• Developing technical competency roadmaps to ensure appropriate skill coverage within the team.
• Implementing communications strategy for the business unit, including meeting cadence and content.
• Collaborating with payroll, HR Operations, L&D and other functions to design and implement HR processes.
• Providing manager support in daily employee relations and conflict facilitation.
• Partnering with other HR and corporate functions to achieve business goals and adapting HR policies to local conditions.

Required profile

• Minimum 5 years of experience in HR leadership or business partner roles covering at least three focus areas such as Talent Acquisition, Total Rewards, Talent Management, HR Generalist, HR Operations, HRIS, or Learning & Development.
• Proven ability to influence stakeholders without direct authority and to communicate effectively, including conflict facilitation.
• Creative problem‑solving approach and strong relationship‑building skills across diverse stakeholders.
• Practical knowledge of general labor law across multiple geographies and cultural differences.
• Strong business focus with the ability to link people costs to financial outcomes and execute talent strategies aligned with business objectives.