Middle Talent Partner

About your key responsibilities and impact:

Employee onboarding:

• Facilitating the onboarding process for new hires, ensuring a smooth transition into the organization;
• Supporting manager in conducting mid- and end-trial reviews (sending surveys, making sure that they are completed, sharing results of surveys with managers, making sure that meetings between employees and managers has happened);
• Making sure that managers have a proper understanding of how to onboard new hires. 

Employee retention:

• Assisting in designing and participating in the implementation of initiatives to boost employee engagement and satisfaction;
• Supporting managers in resolving more complex conflicts and employee relations issues;
• Assisting in conducting regular surveys and 121's based on needs. 

Employee development:

• Collaborating with managers to identify skill gaps and training needs across teams;
• Assisting in career pathing and development planning as needed;
• Providing support to managers in performance reviews, goal setting, and development plans;
• Identifying training needs within the team and assist in the development and implementation of training programs. 

Employee offboarding:

• Managing the offboarding process, including exit interviews and documentation;
• Assisting in complex terminations cases. 

Employee Relations:

• Providing support to employees regarding HR policies and procedures;
• Handling complex employee inquiries and concerns independently;
• Conducting regular 1:1s with managers to provide updates and gather feedback;
• Proactively engaging with employees to understand their concerns, needs, and aspirations;
• Addressing complex employee relations issues and conflicts, providing guidance and resolution to promote a healthy work environment. 

Data driven decision making:

• Generating reports with HR metrics, analyze and highlight trends and insights for continuous improvement;
• Offering possible solutions based on the data reports;
• Keeping the relevant HR databases with employee’s records. 

Educating others:

• Collecting requests on development needs related to HR domain;
• Identifying gaps and conduct learning needs for managers and employees related to HR domain;
• Learning managers on how to use analytical reports;
• Working with managers to improve their managerial competencies;
• Learning people management instruments. 

Policies and procedures:

• Making sure that all policies and procedures are known by employees;
• Executing/supporting policies and procedures across teams;
• Participating in creating & updating policies and procedures. 

Essential professional experience:

• Experience in supporting the full employee lifecycle, fostering engagement and strong employee relations;
• Knowledge of core HR processes and ability to quickly adapt to new systems and technologies;
• Relationship building through trust, task-related support, and clear, direct communication;
• Promotion of open communication and collaboration among stakeholders and team members;
• Audience awareness in crafting messages and selecting appropriate communication channels;
• Communication of HR policies and procedures to both employees and managers;
• Goal setting and breakdown into actionable, manageable steps;
• Planning and scheduling of tasks, with effective resource allocation;
• Prioritization and timely delivery in a multitasking environment;
• Collaboration with Talent Business Partners and leaders to implement HR solutions;
• Problem identification and exploration of potential solutions using diverse strategies;
• Conflict resolution through respectful mediation and identification of root causes;
• Facilitation of difficult conversations to achieve constructive outcomes;
• Detection of patterns, root causes, and relevant details in complex data;
• Analysis and interpretation of data to inform HR decisions and drive action;
• Engagement in continuous learning through feedback, reflection, and on-the-job application.