HOW YOU WILL MAKE AN IMPACTThe HR Generalist II is the point of contact for all HR topics (which are not covered by Shared Services) within his/her area of responsibility for managers and employees. By providing HR advice, the HR Generalist creates a trust building partnership with his/her internal customers, develops solutions, plans and executes the implementation in order to ensure high quality HR work. This roles serves as the main point of contact in HR for Engagement & Retention management, Training & Competency management, Health & Wellness Management.Strategic Partner Guides employees and supervisors in HR related matters (supports in decision making and acts as consultant), leading them to the right point of contact and promotes the full portfolio of HR related services (e.g. payroll, data administration, recruiting
Consults with Centers of Expertise (CoE) regarding the full portfolio of HR related processes (e.g. Compensation & Benefits) and address business needs in direction of CoE
Ensures consistent application and compliance of defined HR Policies, Programs and Procedures
Actively identifies gaps, proposes and implements changes necessary to cover risks
Maintains the collaboration with all the stakeholders in line with the Balance of Cooperation (e.g. BU HR) 
Supports (business) change projects in his/her area of responsibility together with management of respective organizational units and internal/external experts (if applicable)
Supports implementation of new HR related services, systems & processes (from Shared Services and CoE's) into assigned organization
Participates, lead, and implements HR projects in the assigned area of responsibility
Participates in other business projects, representing with general HR knowledge to achieve the project deliverables
Acts as a role models of our company values and culture Reporting' Continuously evaluates performance according defined Key Performance Indicators (KPIs) and Operating Figures; Summarizes and completes reporting within the local organization and publishes reporting resultsHR Administration & Service' Train HR personnel for all areas of responsibility within HR field
Ensures effective HR processes by collaborating with HR Operations regarding the full portfolio of HR related services (e.g. payroll, HR data)
Ensures employee data accuracy 
Ensures data availability and quality of the audit/compliance related records (i.e. record of compensation decisions, training certificates, exit interviews)
Monitors time management, ensures legal compliance and trigger actions if needed due to labor requirements 
Takes over administrative tasks if it comes to customization and deviations from the standard
Responsible of the coordination of the local general services to the employees (transportation, canteen, social security, engagement and motivation activities, etc.) 
Interacts with customers via telephone, e-mail, or via mail to resolve open issues and provide assistance in the completion of standardized HR transactions
Utilizes knowledge base information to answer customer inquiries
Maintains (electronic) personnel records; researches data to verify employment and salary records
Maintains data in HR system for payroll, organizational management, recruiting, GHR, etc.
Ensures that service delivery complies with all legal, regulatory and compliance requirements             
Collects and provides change requests and submits to Center of Excellence (CoE) 
Supports and mediates plantwide People and Culture team initiatives, budgeting, and planning processes Talent Acquision and Employer Branding
' Leads and supports execution of hiring and selection process for area of responsibility
' Employer Branding / HR communications 
Promoting company’s reputation as most attractive and progressive employer (e.g. University relations, Students/Job fairs)
Provides internal/exteral recruiting support for sourcing and selecting the best fit candidates
Developing and updating job profiles/ descriptions and job specifications
Assessing applicants’ relevant knowledge, skills, soft skills, experience and aptitudes
Acting as an ambassador and a point of contact and build influential candidate relationships during the selection processLabor & Employee Relations' Leads plantwide engagement and retention initiaves to include ongoing employee listening opportunities and project management
 Leads internal investigations as necessary and provides recommendation to Sr. HR Generalist and/or HR Manager for next steps, to include serving as department point of contact
Ensuring legal compliance with HR activities within scope of responsibility, including relevantly company and regulatory compliance to local employment/labor laws and legislation
Acts as a single point of the contact for all topics for the employees and managers in area of responsibility. Guiding employees and superiors in employee relations conflict management
Maintains positive employee  relationships
Responds to employee relation issues such as employee concerns, harassment, retaliation, and discrimination complaints. 
Acting as company representative towards external parties (courts, career fairs, local networks, authorities) if assigned
Performing agreed location ER strategy
Advising, coordinating and communicating from corporate/country strategy derived local labor strategy and initiatives, bringing results to location management Talent & Performance Management' Supporting and guiding managers as well as individual employees in talent and performance management processes in accordance with country specific legal regulations, CoE guidance, and company guidelines while ensuring execution of measures                                                                                                   
Challenging and consulting the organization regarding results and adherence of Performance and Talent Management processes
Steering and managing retention initiatives actively
Consulting management, HR and employees on all Talent Management related matters. Establishing and maintaining relationships with department leadership teams to support development planning and succession planning at leadership levelTraining & Competency Development' Leads plantwide training and competency management initiatives and project management
Drives competency management by identifying gaps and proposing (training) measures
Leads and executes vocational training management to include establishment, implementation, and sustainability of training programs 
Continuously monitors performance according to effectiveness and defined Key performance Indicators (KPIs) and implements corrective actions as required
 Summarizes and completes reporting within the local organization  and publishes reporting results
Monitors training data accuracy and mitigates through corrective action as required
Monitors training records in alignment with location processes and record retention policy
Ensures data availability and quality of the audit/compliance related records (i.e. record of compensation decisions, training certificates, exit interviews)
Ensures legal compliance and trigger actions if needed due to labor requirements
Takes over administrative tasks if it comes to customization and deviations from the standard
Collects and provides change requests towards HRO and CoEs to ensure effective HR it systems 
Manages training compliance for internal and external audit purposesCompensation & Benefits' Leads execution of leave of absence administration for area of responsibility
Leads payroll processing administration for plant
Supports annual local market salary benchmarking process and provides recommendations for changes
Supports compensation analysis process and provides recommendations to include administrative processesing, supervisor and employee consultation
Supports annual benefits open enrollment process in collaboration with HR team
Support benefits related questions and escalations to COE as requiredHealth' Leads local health and wellness initatives in collaboration with plant leadership  
Acts as an ambassador for health and well being at work initiatives
Leads health and wellness KPI tracking and reporting measures 
Ensures compliance with environmental, health, and safety regulations (to include safety audits other safety measures as required)HR continuous improvement of processes and IT systems' Supports and provides recommendations for areas of continuous improvement within the areas of HR
Leads continuous improvement projects as required The expected annual salary range for this role is $76,390 - $89,870 a year depending on experience. This position is also eligible for a variable incentive program.