Enterprise Human Resource Business Partner

At Nielsen, we believe that career growth is a partnership. You ultimately own, fuel and set the journey. By joining our team of nearly 14,000 associates, you will become part of a community that will help you to succeed. We champion you because when you succeed, we do too. Embark on a new initiative, explore a fresh approach, and take license to think big, so we can all continuously improve. We enable your best to power our future.

**ABOUT THE ROLE
Serves as a trusted advisor in the role of an HR partner to the business for the assigned market, providing operational guidance and support across all Nielsen’s business units, ensuring the deployment of best-in-class HR practices as designed by our Centre of Excellence (COEs);

Accountable for compliance with all employment laws and regulations at the country level, and will also partner with Regional EHRBP Lead, South East Asia (SEA), and/or Global HRBP teams to provide input and align People actions with the larger business unit-specific talent strategies

**ROLE RESPONSIBILITIES**:

- Responsible as Country Lead role for the human resources function
- Interfaces with Regional EHRBP Lead, SEA, and/or Global HRBP teams to, provide input on Talent conversations and performance management processes and give visibility to talent needs
- Ensure continuity in career and development plans for high-potential employees
- Provide insight that may be helpful or necessary for the Regional EHRBP Lead, South East Asia (SEA), and/or Global HRBP teams, a holistic view of their organizations
- Accountability for local deployment and delivery of HR processes, projects, and change programmes as determined at a corporate / business / functional level, including policy and procedural compliance across the area and responsibility for Diversity and inclusion deployment, monitoring, and compliance
- Advise, guide, and coach line managers on their HR responsibilities, management behaviours and team management areas
- Drive the effectiveness of the HR delivery model, ensuring consistency and optimization of HR processes and approaches within the country.
- Guide local leaders and line managers to obtain support from the right areas
- Utilizing resources at a country or site level to ensure effective use of team resources
- Maintaining strong partnerships with all key stakeholders to enable integrated HR Service delivery
- Ensure accurate data management on all organizational changes and comply with approval & notification procedures
- Provide effective employee relations and a positive working climate locally, working closely with line management and liaising with the Global Employee Relations Lead, where necessary.
- Ensure Information and consultation processes are followed
- Be a champion for employee advocacy and engagement, acting on issues and informing the broader agenda
- Manage local components of projects and wider change programmes.
- Implement country or business unit-level organizational change/redesign
- Support wider business and HR change programmes
- Identify gaps and improvements in local HR services provision in line with HR strategy, suggesting initiatives for the local agenda where appropriate
- Manage local projects aligned to HR Business Operations priorities as required
- Interface with COEs (Talent Acquisition, Compensation and benefits, Talent, Engagement and development, and DE&I) to ensure a consistent approach to Nielsen’s Employment Value Proposition, Culture, Leadership, and Engagement initiatives at country level
- Identifies, designs, and delivers in the areas of onboarding, employee relations, total rewards, benefits, compensation, learning, engagement and internal communications
- Direct and guide line managers and associates to appropriate learning solutions; providing inputs to Regional EHRBP Lead, SEA, and/or Global HRBP, and TED COE
- Responsible for identifying, streamlining and providing effective & optimized HR services
- Partner with the Corporate Functions (Finance, Legal, Real Estate) to ensure integration of HR operations and policies into country-specific operational needs, such as budgets, compliance and regulatory requirements
- Crisis Management.

**QUALIFICATION & SKILLS**:

- Bachelor’s Degree in HR, Business Administration, or equivalent
- Broad knowledge and experience of the HR best practices across Talent Acquisition, Compensation & Benefits, Talent Management, Performance Management, Employee Relations, Employee Engagement, People and Organisation Development, and Employment Laws
- Min 5 years of Human Resources experience across different aspects of the HR function for large and/or Multinational Companies
- Knowledge of local employment laws, regulations, procedures, and employee relations issues
- Experience and knowledge in managing HR activities and resources; balancing conflicting priorities, and handling ambiguities
- Well-developed customer and relationship management skills, including credibility and influencing