People Partner

[Purpose Statement]

Support execution of Human Capital Strategy via application of HR initiatives, tools and processes within client group(s). Partner with client group leaders to deliver human capital solutions aligned with department/function performance goals and business strategy.

[Key Responsibilities]

People Services

• Responsible for providing HR guidance/support to client group(s) in most of the following areas: competency development, succession planning, talent management, talent acquisition, labor relations, employment law compliance, employee relations, employee engagement, change management and process improvement.
• Coaches and consults with people managers on performance management, development, morale, employee relations and organization effectiveness, helping to determine root causes and recommending appropriate next steps.
• Provide guidance and direction to people managers to ensure consistent, equal and fair treatment of all employees.  Consult with managers to ensure the consistent application of and adherence to company policies and procedures.
• Establishes and cultivates internal relationships with key stakeholders such as HR Centers of Excellence, HR Business Partners and/or broader HR Operations team to drive consistencies and execute on initiatives to support the business.
• Present, train and/or facilitate workforce development programs as relevant.  Support communication on and utilization of performance management tools & processes and compensation & rewards programs.
• Introduce, lead and influence change management initiatives with people managers to address issues that will enhance overall performance and build the overall human capital capability of the organization.
• Conduct and manage investigation of complaints and concerns that could result in legal ramifications; assess the severity, involve appropriate individuals and facilitate appropriate action based on policy and practice.

HR Operations & Benefits Administrations (Korea)

• Work independently and apply advanced payroll principles and knowledge to ensure standard operating procedures are followed; ensure compliance to all local legislative requirements related to payroll.
• Design and implement payroll audit processes and methodology; manage the payroll vendor payroll to ensure efficiency and accuracy
• Responsible for timely and accurate processing of payroll by the vendor
• Responsible for health and welfare programs, sales compensation, executive compensation and benefits, base pay and incentive plan administration.
• Prepare personnel costs for budgeting and analyze compensation and benefits spend versus plan.
• Represent Total Rewards and/or serve as project manager on specified initiatives.
• Review existing and proposed statutory requirements governing compensation and benefit administration and recommend appropriate course of action.
• Maintain and manage Korea HR systems and develop/add functions in the system according to benefits change or local regulations.

[Qualifications & Requirements]

• Bachelor’s degree in Business, Human Resources or related discipline or equivalent experience
• Minimum 5-8 years of related HR work experience in an MNC environment; at least 10 years of total work experience in HR or related field
• Language - Strong proficiency in both the English and Korean languages
• Prior experience in pharmaceutical, medical device and/or healthcare related industries will be highly preferred
• Prior payroll processing experience is a must
• Strong knowledge of local employment legislation
• Trustworthy and reliable, able to keep confidence and engage the right people at the right time
• Effective communication skills that balance business and employee needs
• Resilient and Adaptable. Is comfortable working with ambiguity, open-minded and possess flexibility to adapt and refine approaches to thrive in an evolving environment
• Strong drive for results. Is hands-on with strong follow up skills; possess a healthy sense of urgency
• Technologically savvy; possesses strong computer skills in Microsoft Office applications and technology/portals commonly used in HR

[Quality System Requirements]

In all actions, demonstrates a primary commitment to patient safety and product quality by maintaining compliance to the Quality Policy and all other documented quality processes and procedures.

For those individuals that supervise others, the following statements are applicable:

• Assures that appropriate resources (personnel, tools, etc.) are maintained in order to assure Quality System compliance and adherence to the BSC Quality Policy.
• Establishes and promotes a work environment that supports the Quality Policy and Quality System.

[Job Scope and Leveling Guideline]

Functional Knowledge

• Requires in-depth conceptual, practical and technical and/or functional knowledge of principles and theories in own job function and general understanding of related job functions
• Has experience in applying this knowledge in a variety of situations to accomplish work

Business Expertise

• Applies understanding of key business drivers in the context of the organization's industry and how closely related teams integrate with others to accomplish their objectives and drive efficiencies

Leadership

• Supports team members by setting an example, coaching and providing feedback and guidance
• May lead small projects or project steps with manageable risks and resource requirements

Problem Solving

• Solves a range of problems of varying scope and complexity, generally applying existing solutions, while exercising autonomy to propose alternatives understanding their impact on the business or apply judgment based on experience to develop new solutions
• Works independently guided by company policies, guidelines and procedures, receiving guidance on complex and unprecedented problems

Impact

• Impacts quality and effectiveness of customer, operational, project/program or service activities within own team and other related teams
• Exerts some influence on the overall objectives and long-range goals of the organization

Interactions (and Communication)

• Exchanges complex information with others, potentially guiding and persuading others
• Regularly participates in discussions and presentations in small, cross-functional meetings, logically presenting information to convey key messages

The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified. Job-specific training requirements associated with responsibilities and tasks personnel perform are established and demonstrated through their individual learning plan.
Ensure awareness and promote a work environment that supports implementation of the EHS and Energy Policies as relevant to the position.

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