Smith & Nephew Hiring for HR Consultant at Thirumala, Thiruvananthapuram, Kerala Full Time

Location: Thailand

Summary:
The HR Consultant will work closely with people leaders across all functions and spanning a defined set of geographies in providing and implementing HR support aligned to the corporate HR policies and processes at a country and cluster level in line with the agreed ways of working.

Responsible for providing advice, support and coaching to managers and employees across the full range of employment policies, including areas such as people performance management issues, employee development, career, performance capabilities.

Provide advice and support to the HRBPs in relation to projects linked to organizational design, M&A activity, restructuring, development and change activities, as well as HR Center of Excellence (COEs) Cyclical activities and programmes (e.g. salary review, performance revies, woforce planning). Provide support to COEs and HRBPs to rollout critical programmes and initiatives at local level.

The role will also focus on both individual and collective relationships in the workplace. It supports and coaches people managers to establish trust-based relationships with employees and to manage employee relations issues.

This role will support the drive for continuous improvement that delivers year on year cost savings and service capability, whilst improving service performance against benchmarks.

Essential Job Functions:
Performance and Customer Focus:
Evaluate developments in local country employment legislation, HR policies and practices in other organisations and make proposals on how they might be applied within S&N to improve service delivery.

Responsible for ensuring compliance with country and local HR laws and regulations and partner with legal to stay abreast of changes and ensure all compliance requirements are met

Together with Business Partners, COEs and wider HR Consultancy team, review the application of employment policies and inform the development as appropriate.

Ensure all changes in employment legislation and policy are communicated to the relevant HR Services team and the business and all working practices / communications are aligned to the new policies and embedded in the HR technologies.

Provide responsive and high quality, support, coaching and advice to all parts of the organisation, including senior managers to ensure the appropriate management of all employee relations/performance issues including in particular grievances, poor performance, absence and disciplinary action.

Ensure all cases are managed in a timely / professional manner through to resolution, minimising the cost to the organisation.

Plan and provide responsive and high-quality site based or country based service in the delivery of individual consultations as part of TUPE/M&A activities.

Provide an independent and professional mediation service within the local or cluster team

Provides support to COEs and HRBPs to rollout critical programmes and initiatives at local level, such as local language translation reviews, and conducting general/information session Webinar) in local languages working closely with the COE’s, HR Services and other areas of HR.

Working with HR Business Partners, contribute to the continued improvement of the organisation by monitoring and analysing performance indicators, such as sickness absence, levels of grievances and disciplinarians and work/life balance, and developing initiatives and solutions to enable positive trends.

Participates in and provides data for audit reports, HSE or any governmental reporting requirement.

Coaching For Managers:
Coach and influence management on the application of S&N employment policies, ensuring legal and policy interpretations are constantly integrated into capability and team knowledge.

Working across the wider team and with Business Partners, improve efficiency and effectiveness in the management of attendance, performance and employee relations/performance, by using management information effectively to drive proactive interventions to support the performance and skills development of line managers. In conjunction with Learning Services and Business Partners, ensure training plans and tools are developed to meet these needs.

Provides stewardship of the organisation’s culture and cultural pillars to facilitate success.

Coaches leaders on the link between behaviours and culture. Weaves cultural standards into HR practices, processes and ways of working.

Communicates the culture broadly and frames it in ways that engages employees.

Puts into place systems and practices that aligns individual behaviour and organizational goals at all levels.

Driving Continuous Improvement:
Act as a champion for internal customer focus and listen to and connect with internal customers and partners effectively; ensuring that procedures and systems are in place to inform and receive feedback from partners, stakeholders and employees, and evaluating that feedback, taking appropriate action to secure continuous improvement.

Contribute to the development and improvement of the HR Consultancy model and case management system to meet business needs and to enable prioritisation and risk assessment.

Input to new policies, policy guides, process maps and Service now to support the introduction of the new employment policies.

Ensure classifications and tasks created in Service now support the MI requirements of the business for employment policies.

Identify and implement new initiatives that will improve the quality of advice given by the HR Consultancy function.

Proactively seek input from customers to ensure delivery meets business needs, and propose changes to level of services provided

Relationship Management:
Working closely with people leaders across all functions and spanning a defined set of geographies, ensure good understanding of S&N business needs and objectives to provide and implement HR support aligned to the corporate HR policies and processes at country, cluster and regional level in line with the agreed ways of working.

Ensure the presentation of employee relations/performance proposals clearly articulates the business outcome and objectives for any employee relations/performance intervention.

Requirements:
Educated to degree level or equivalent is desirable, and evidence of continuing professional development.

Good solid understanding of employment laws and practices required linked to a particular region or country.

Previous HR experience working at a generalist level. Ideally, experience at operating in a Shared Services HR model.

Experience with Workday and other HR People Management systems. Strong MS Office software experience required. Skill in database management and record keeping. Strong analytical capability with respect to problem solving, conflict resolution and employee relations matters.

Excellent communication, interpersonal skills required. Must be innovative and proactive in a fast-paced environment with a willingness to adapt. Demonstrates integrity in all business interactions.

Relevant language capability and cultural awareness dependent on region or country.

Demonstrated ability to coach managers and to deliver on project commitments.