Strategic Partnership – develop a deep understanding of the BU’s business priorities; advise and challenge senior managers and leadership on organizational decisions, talent strategy, and performance; actively contribute to leadership committees and discussions on the evolution of the operating model; handle sensitive employee relations cases (harassment, misconduct, grievances, dismissal); serve as a key point of contact for all employees to offer advice on career development, performance management and conflict resolution.
Change Management – identify and anticipate the human impact of transformations (restructuring, cultural shifts, digitalisation); design and lead change‑management plans that cover communication, capability building and stakeholder engagement; ensure employee buy‑in and sustained engagement throughout transition phases; measure change effectiveness and continuously adjust the approach based on feedback and data.