HR Director - People Relations Partner

The People Relations Partner supports employees through all aspects of the entire employee life cycle. This role aligns HR activities with business goals to ensure compliance with policies and processes. It also provides practical coaching, employee development, change management, and driving organizational effectiveness to build high-performing teams and promote a healthy and inclusive culture. 

Reports To: Human Resources Strategic Business Partner and/or Local Leadership 

• Strategic business partner
  • Provide strategic thinking and practical coaching for leaders in developing high-performing teams. 
  • Coordinate HR activities within the team/organization – HR Lifecycle, performance improvement, deployment, recruitment, etc. 
  • Represent the alignment of team/organization decisions with the core values and employee value proposition of Duracell. 

  • Lead local leadership in organizational structure initiatives and consult with Strategic Business Partners and Talent Development Partners as required. 

     

• Talent Acquisitions
  • Manage the full recruitment process and partner with Strategic Business Partner and Global Solutions- Recruitment as needed. 
  • Manage the relocation process for employees in alignment with the Mobility experts. 
  • Manage work visas for employees as required and approved. 
  • Manage employee contracts in partnership with PRP Leader, legal, etc. where applicable. 
• Employee Development 
  • Partner with Talent Development to evaluate and assess the developmental needs of all employees. 
  • In partnership with Talent Development Partners and Global Solution Leaders- lead the local activities and communications for: 
    • Succession Planning – facilitate local leadership's succession planning process and partner with Talent Development on company-wide planning. 
    • Career Discussions- prepare managers for career discussions and employee development plans. 
    • Talent Reviews – facilitate reviews for local leaders and partner with Talent Development for segment/sector review sessions to provide local talent information.
  • Connect with Talent Development Partner to identify adequate resources and training (internally or externally) to support individual development.   
  • Use established training methodologies and tools for learning – SLII, Performance Management, Compliance, 360 assessments, Simpli5, and Enneagram to establish a baseline of self-awareness for employees and support high-performing teams. 
• Performance Management 
  • Provide employees with coaching to ensure consistent, effective job performance. 
  • Lead the local activities and communications in partnership with Talent Development Partners and Global Solution Leaders for: 
    • Goal Setting – provide local HR support to managers and employees to establish yearly goals. 
    • Salary Planning – provide local HR support to managers to support compensation budgets to include Mercer data for planning. 
    • Mid-year Reviews – ensure managers are prepared for mid-year review discussions. 
    • End of Year Performance- ensure managers are prepared for year-end performance evaluations and discussions. 
    • Annual hourly performance reviews 
• Employee Relations
  • Proactively ensure a safe and productive work environment for all employees. 
  • Manage all aspects of escalated employee concerns and Alert lines. 
  • Coach and guide managers on addressing employee concerns.  
  • Coach and guide managers on underperforming employees regarding disciplinary actions, performance improvement plans, and termination in compliance with company policies and local laws/regulations. Ensure employee documentation and policies meet external and internal requirements.
  • Manage local Labor Relations (collective bargaining activities) where applicable
• Organizational Health  
  • In partnership with the leadership team, create a culture that aligns with the company values, and strategy as well as an environment for employees to thrive. 
  • Guide leadership in areas of diversity and inclusion, belonging and wellbeing, employee engagement, respectful workplace, etc.
  • Lead the deployment of the Glint Survey and annual action plans to improve employee engagement. 
• Community Relations 
  • Manage and participate as needed in local activities supporting company focus and local community. 
• Contractor/Temporary Employees Management  
  • Lead the process for managing contractors. 
  • Manage invoices and billing as required by local leadership. 
• Compensation Management 
  • Salary management- ensure new hires and employees' compensation is equitable for roles and responsibilities and local laws/regulations/guidelines.
  • Coach and guide managers and employees on compensation matters 
  • EU/Asia/LA provides Mercer compensation data management as requested. 
  •  
• Administration of employee benefits 
  • Employee Benefits- selection of programs, benchmarking, and administration (Europe, Africa, Asia and Latin America) 
  • HR Connect support to employees and guide them to additional resources as needed. 
  • Workers Compensation 
  • Employee Assistant Program Referrals 
  • Compliance- ensure all employee benefits are administered in compliance with company policies and local laws/regulations/guidelines. 
• Technology – Support all site employee on how to effectivly use HR Connect 

Duracell HR Competencies

• Organization Knowledge- understand the teams and organizations supported to include the intricacies of internal structures, practices, processes, and collaborations throughout the company.

Advanced (Leading)

• Exhibits an extensive understanding of the diverse business units within the company, adeptly recognizing their strategic importance and impact on organizational performance.     

• Evaluates internal client group's organizational systems, processes and performance metrics critically, identifying areas for optimization, redesign or transformation to enhance effectiveness and agility.

• Builds strategic partnerships and alliances across the organization, leveraging cross-functional collaboration to drive strategic initiatives.

• Demonstrates an in depth knowledge of the internal client groups' organizational dynamics, actively influencing cultural change where necessary.

• Engages in organizational diagnosis and change management efforts, applying insights to facilitate organizational development and growth.                                                                                                                                       

• Proactively identifies practices that other parts of the organization have implemented successfully and replicates them with their internal client group.

• Strategic HR Expertise-understand the HR objectives and processes required throughout the employee life cycle and the ability to add value to the business through strategic support.

Advanced (Leading)

• Possesses a comprehensive understanding of strategic HR principles and methodologies.

• Contributes to the design and lead the implementation of HR strategies that directly contribute to business success.

• Is able to anticipate and address HR challenges proactively, mitigating risks and maximizing opportunities.

• Utilizes HR analytics and metrics to measure the impact of HR initiatives on organizational performance.

• Collaborates effectively with cross-functional teams to integrate HR strategies into broader company objectives.

• Seeks opportunities to enhance HR practices and processes to better support organizational goals.

• Coaches managers and leaders on managing with empathy, mitigating bias and modeling inclusive and equitable behaviors and practices to build a productive work environment".

   

• Consultative Coaching- provide strategic and organizational guidance to stakeholders with the supportive elements of coaching.

Advanced (Leading)

• Masters a wide array of coaching models and techniques, synthesizing theoretical knowledge with practical expertise to deliver highly effective coaching interventions tailored to the unique needs of individuals and organizational challenges.

• Demonstrates ability to effectively coach and advise employees, managers and leaders at various organizational levels to best leverage performance management and enhance employee engagement                                                           

• Cultivates deep and enduring collaborative relationships with all stakeholders of the coaching relationship, serving as a trusted advisor and catalyst for personal and professional growth               

• Actively contributes to business initiatives by offering insights and perspectives that drive innovation and problem-solving.

• Exhibits a strategic mindset, proactively identifying synergies between coaching initiatives and business imperatives, and leveraging coaching as a strategic tool to drive innovation, performance, and organizational excellence.                                                                                                                         

• Engages in reflective practice and continuous improvement to refine coaching skills and enhance effectiveness strategic priorities and organizational goals.                 

                                                                    "

• Principle-based Problem solving- critically and creatively identify, interpret, and address complex problems in support of company goals, principles, and policies.

Advanced (Leading)

• Exhibits expertise in complex problem-solving techniques, leveraging systems thinking and scenario analysis to navigate ambiguity and uncertainty.

• Synthesizes information from multiple sources and disciplines, integrating diverse perspectives to develop holistic solutions that optimize outcomes.

• Facilitates problem-solving workshops and cross-functional collaboration sessions, fostering creativity and consensus-building among stakeholders.

• Advises senior leadership on strategic problem-solving initiatives, translating business challenges into actionable insights and recommendations.

• Conducts rigorous impact assessments to evaluate the effectiveness of solutions and inform continuous improvement efforts.

• Coaches junior employees on efficient problem-solving techniques

• Interpersonal Savviness- adeptly understand self, and others' perspectives, effectively communicate to build strong relationships, and navigate social dynamics.

         Advanced (Leading)

• Models exemplary professionalism in all interactions, demonstrating impeccable integrity, ethical decision-making, and a commitment to excellence.

•  Possesses a high level of emotional intelligence, effectively managing emotions, building strong relationships, and influencing others with empathy and authenticity.

• Communicates with impact and influence, leveraging advanced communication strategies such as storytelling, persuasion, and active listening to drive engagement and alignment.

• Leads with vision and purpose, inspiring others to achieve ambitious goals, navigate change, and embrace innovation.

• Fosters a culture of approachability and trust, creating psychological safety and encouraging open dialogue and feedback across all levels of the organization.

• Serves as a mentor and coach, guiding others through challenges, providing constructive feedback to support their growth and development and promoting a culture of inclusion, diversity, and belonging.

• Adapts leadership styles and communication approaches with agility, tailoring messages and strategies to resonate with diverse audiences and cultural contexts.

• Employee Experience Management- assess and shape organizational culture through an understanding of what impacts attitudes toward the organization and employees day to day experiences

         Advanced (Leading)

• Possesses an in-depth understanding of how organizational culture influences employee attitudes and behaviors on a day-to-day basis.

• Is highly skilled in analyzing survey data to uncover nuanced insights into employee experiences and sentiments.

• Designs surveys that delve into specific aspects of organizational culture and employee experiences.

• Demonstrates the ability to identify both macro and micro-level factors that impact employee perceptions and attitudes.

• Proactively initiates and collaborates with leaders to implement initiatives that shape and improve organizational culture for better employee experiences.

• Talent Acquisition -identify business needs, attract viable candidates, and select the best talent to fulfill organizational needs and objectives. 

         Advanced (Leading)

• Demonstrates mastery of the talent acquisition process, including strategic workforce planning and employer branding.

• Develops and implements innovative recruitment strategies to attract top talent, leveraging market insights and industry best practices.

• Conducts comprehensive talent assessments, utilizing tools such as behavioral interviews and competency-based evaluations.

• Acts as a trusted advisor to hiring managers, providing strategic guidance on talent acquisition strategies and market dynamics.

• Leads cross-functional initiatives to enhance the organization's employer brand and improve the candidate experience.