Kenvue 目前正在招聘 a：
我们做什么
在 Kenvue，我们意识到日常护理的非凡力量。我们以一个多世纪的传统为基础，植根于科学，是标志性品牌的品牌 - 包括您已经熟悉和喜爱的 NEUTRGENA®、AVEENO、TYLENOL®®、LISTERINE®、JOHNSON'S® 和 BAND-AID®。科学是我们的热情所在;关心就是我们的才能。
我们是谁
我们的全球团队由 ~ 22,000 名才华横溢的员工组成，他们的职场文化中，每个声音都很重要，每一个贡献都受到赞赏。 我们热衷于洞察， 创新并致力于为我们的客户提供最好的产品。凭借专业知识和同理心，成为 Kenvuer 意味着每天有能力影响数百万人。我们以人为本，热切关怀，以科学赢得信任，以勇气解决——有绝佳的机会等着您！加入我们，塑造我们和您的未来。有关更多信息，请单击 here.
Role reports to：
ERLR Head Asia位置：
Asia Pacific, South Korea, Seoul, Seoul工作地点：
混合你会做什么
Employee Relations & Labor Relations (ER/LR) Specialist is responsible for leading the delivery of Employee Relations and Labor Relations services within the country. The ER/LR Specialist is responsible for the effective management of employee relations matters (grievances, discipline, conflict resolution, performance management) measured by resolution of service requests within defined time periods, levels of accuracy and quality standards. The ER/LR Specialist provides comprehensive labor relations support including but not limited to building positive relationship with labor authorities and managing labor risks. The ER/LR Specialist will drive proactive initiatives to increase ER/LR awareness among employees and enhance ER/LR capability for managers. Additionally, they will support any ad hoc workforce events (M&A, Divestitures, restructuring etc.) requiring ER or LR involvement.
The People Business Partner (BUHR) part of the role includes providing generalist HR leadership and support to the People Solutions group.
ER/LR Roles & Responsibilities:
- Case Management: Manages ER/LR cases for designated workforce groups while providing daily support, advice, and counsel to business leaders and managers on HR policies, grievance resolutions, discipline management, performance, reduction in force and workforce events.
- Investigation & Reporting: Conducts investigations for ER/LR workplace relations issues and Hotline complaints, including providing investigation summary reports and managing the grievance process. Utilizes standard tools and guidelines to research and investigate employee concerns, identify policy violations, and evaluate findings.
- Guidance & Coaching: Coaches and partners with managers to address performance-related issues, including implementing performance management processes. Offers guidance on disciplinary matters related to non-ER investigations.
- Support for People Managers: Acts as the primary support resource for people managers by providing direct intervention and hands-on assistance in resolving employee performance-related challenges.
- Labor Relations Strategy: Provides insights and guidance on Labor Relations strategy to ensure compliance with labor regulations while managing associated risks.
- Policy Review & Compliance: Reviews and revises HR local country policies to align with labor regulations as necessary.
- Training & Development: Delivers employee relations training focused on appropriate workplace behaviors and performance management initiatives.
- Industry Insights & Networking: Gathers insights on industry trends related to employee relations and identify opportunities for improvement. Builds an external professional network to stay informed about workplace and marketplace dynamics.
- Proactive Practices & Collaboration: Supports the design, development, and implementation of proactive employee relations practices, programs, and policies for the market or region. Collaborates with the ER/LR regional or global leaders to implement regional or global policies or guidelines in the country.
- Research & Policy Enforcement: Ensures appropriate actions are consistently administered while acting as a steward for the company, escalating matters of concern as necessary to protect the company's interests.
People Business Partner Roles and Responsibilities:
- Business Partnering: Serves as the primary HR business partner for managers in the assigned business units.
- HR Strategy Execution: Assists with the implementation of the HR strategy in support of the short-term and long-term business goals.
- Organization Management: Implements effective strategies to enable the organization to thrive through periods of change, e.g. acquisition, internal growth, restructuring.
- Talent and Capability Development: Provides group and one-on-one coaching with managers and employees to support talent development, business decision-making, human resources management, problem solving and performance management.
- Succession and Career Management: Partner with the HR leadership team to implement global succession planning and career management strategies.
- Recruitment: Lead recruitment efforts to attract top talent that aligns with our company culture and business goals.
- Reward Structures: Ensure that reward programs support business growth while complying with local laws, practices, and industry benchmarks.
- Learning and Growth Agenda: Implement key processes and capabilities that foster learning and development within business units.
- HR Solutions Implementation: Support the rollout of HR solutions that align with overall business direction and enhance operational efficiency.
- Culture/Change Management: Assists with employee communication initiatives.
- Performance Management: Provides advice on performance matters.
Required Knowledge, Skills and Abilities:
- 8-10 years HR experience with a minimum of 5 years in Employee and Labor Relations Employee Relations & Labor Relations or HR Generalist with experience researching, investigating, and addressing employee misconduct and performance management, reduction in force, providing guidance management on ER/LR matters and HRBP
- Knowledge of a country’s employment relations laws and practices and ability to handle ER issues in autonomy, or with the supervision of a manager for more complex issues
- Knowledge of labor relations laws and practices and ability to prepare all regular LR meetings with autonomy + ability to lead alone simple LR regular meetings
- Experience in diagnosing, isolating, and resolving complex issues and recommending and implementing strategies to resolve problems
- Detail-oriented (especially with effectively managing employee relations issues & investigations)
- Strong HR Business Partnering and Organizational Development experience
- Proven success in establishing relationships and collaborating with a virtual team
- Enthusiastic team player with a strong drive to create a positive work environment
- Strong relationship management, coaching and collaboration skills.
- Analytical strategic thinker with strong skills in influence, negotiation, facilitation, written and verbal communication, and presentation.
Qualifications:
- Bachelor’s or master’s degree with specialization in Employee and Labor Relations / Industrial Relations / Law Degree / Human Resource Management
- Certification in Korean Labor Law is a must.
- Strong verbal and written communication skills in English.
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