The Human Resources Business Partner will provide HR leadership to the assigned business and functional leaders to drive talent and organizational strategies to maximize shareholder value. The selected HRBP will actively collaborate with the leadership team and provide consult on, and in some cases execute HR operational excellence, including but not limited to, change management, communications, organizational design, process improvement and talent management.

Key Responsibilities:

25% - Learning Solutions

Lead Learning solutions activities in country

Accountable for Learning Consultation with business managers to build learning strategy in response to business priorities

Promote & drive Zone priority learning programs

Build & maintain a Network of Internal & External trainers within the country

Be a key champion in the Transformation of the Schneider Learning Culture in the country while promoting

Activate & deploy country trainings with relevant parties (existing trainings or country specific training)

Participate in Regional Learning Community collaboration calls (weekly) & share country best practices

Review and conduct learning evaluation and/or business impact studies to demonstrate behavioral and/or performance change

20% - Employee and Leadership Engagement

Through various behavioral change methodologies, transition front line and senior leaders to effectively manage the total employee experience (TEE) using the HR model .

Roll out and drive initiatives that positively impact engagement levels in the business (e.g. HR Model and TEE lifecycle resources)

Produce analysis, report packs and related announcements for cascading to population groups (Employees, Leadership Teams and People Managers)

Align People and leaders toward SE’s People Vision

20% - Functional HR Business Partner

Partners with functional organization leaders driving talent management strategies in the function.

Builds an effective relationship with function leaders and consults on business strategy to enhance strategic direction.

Identifies and advises on organizational needs that impact roles, people, and processes.

15% - Communication and Project Management

HR policy changes or deployment

Workspace for the Future transition to employee owned committees

Communication liaison to Taiwan organization for various deployments occurring in country that include announcements and communications as required

10% - Metrics Management

Full circle management of assigned HR KPIs including communication, consolidation, reporting and follow up:

(e.g. high performance culture, strategic workforce planning, engaged workforce, human capital reporting, time to productivity).

10% - Global HR Projects

Support Global deployment projects to achieve strategic goals as outlined by strategy. Duties include:

Build project plans

Liaise with HR Operations or other organizations

Set up meetings with stakeholders

Project delivery (in some cases may be contributor only)

Follow up on actions with action owners

Additional General Responsibilities:

· Collaborates with other HR Business Partners and HR functions to develop and propose solutions to organizational challenges

· Works closely with people managers and employees to improve work relationships, build morale, increase productivity and retention.

· Ensures alignment in of operations and policies toward Taiwan Labour practices

· Maintains a strong knowledge of current HR practices and trends and apply them to the business.

· Applies analytics and metrics to business challenges.

· Ensures that a strong leadership and coaching culture permeates the organization.

· Leverages and promote existing feedback mechanisms to continuously increase levels of employee engagement and commitment.

· Manages specific projects as determined within the regional and country HR structure.

· Experience in facilitating and implementing organizational design changes with business leaders and employees.

· Effective communication and facilitation skills and exhibited ability to work with individuals at all levels of the organization.

· Strong change and project management skills; demonstrated success managing projects that drive behavioral changes.

· Ability to leverage structure of a highly matrixed and/or global structure.

· Ability to utilize HR systems and analytics to evaluate alternative solutions, conclusions, or approaches to problems in making decisions and submitting proposals.

· Ability to function independently coupled with the willingness to make decisions based on available data.

Bachelors Degree in Human Resources, Business or related.