**The Role**:**PURPOSE**The main purpose of this role is to (1) advise line managers on medium to complex HR matters (e.g. performance management), (2) provide end-to-end HR Advice to Line Managers and follow up support as necessary, (3) liaise with HR experts to get input on complex cases in order to provide informed guidance.**ACCOUNTABILITIES**- Responsible for delivering HR advice to employees and line managers; supporting managers with HR-related cases.- Provide seamless end-to-end resolution of HR queries to line managers and employees. Queries may include, but not limited to: Exit/ Redundancy management; Policy guidance; Absence management; Leave, Retirement, Performance Management- Support Line Managers with Organizational Management related to organizational changes and resourcing.- Support Line Managers with local and global policy queries.- Support with the execution of global/local change initiatives.- Upon request, provide insight to line managers through analysis of data from Workday and other HR Systems.- Responsible for delivering great employee experience through pro-actively addressing employee and line manager needs.- Provide coaching and feedback to line managers, equipping to line managers to deal with HR related matters in a correct and compliant way.- Supports the execution and timely delivery of critical business change initiatives. This includes, but not limited to: Country-specific organization redesign implementation; business/function ramp-up or demobilization events, requiring cross-HR co-ordination e.g. Talent, Integrated Resourcing and International Mobility.**SKILLS**- Diagnostic and investigation skills- Advocacy and inquiry - able to ask quality questions to get to the root of the issue- Problem solving and decision-making skills- The ability to coach and offer advice/alternatives, as opposed to just providing answers.- Skills in having effective contracting conversations with the ability to manage expectations- Comfort in being assertive and courage to challenge or lead difficult conversations- Partnering skills, and business understanding- Ability to recognize where a line manager may need high touch support, e.g. new to role/Company or unconvinced that they will act on the advice provided that may create risks.- Project Management including strong stakeholder management, ability to identify and articulate intent, scope, process, critical success factors and timelines**BEHAVIOURS**- WOW Attributes: Contracts, Knowledgeable, Accountable, Curious & Caring- Employee Centric and Service Excellence mindset**KNOWLEDGE**- Understanding of the Canadian landscape, population, and both local and global policies would be considered assets; Good understanding of HR Model, and where to find specialist knowledgeAn understanding of policy intent with knowledge of when exceptions should be applicable**Disclaimer
