We are Progress (Nasdaq: PRGS), the trusted provider of software that enables our customers to develop, deploy and manage responsible, AI-powered applications and experiences with agility and ease. We’re proud to have a diverse, global team where we value the individual and enrich our culture by considering varied perspectives because we believe people power progress. Join us as a Regional HR Business Partner and help us do what we do best: propelling business forward.
Overview: The Regional HR Business Partner partners with local leaders, managers and employees, aligning HR strategies with business objectives to drive employee engagement, manager effectiveness and local/regional development. This is done through a broad range of responsibilities, including manager enablement, employee relations, HR program support and more. The RHRBP ensures alignment with company and business unit strategy, local employment law and global HR policies and practices. At the Senior RHRBP level, the role acts as the HR site leader and plays a lead role in ensuring collaboration amongst G&A functions at the location(s) the RHRBP supports.
In this role, you will:
Regional/Country/Site Success
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Partner with Global BPs, fellow Regional BPs, COEs and local managers, leaders, etc. to execute HR programs, initiatives, etc. for business divisions within the region. These are most often characterized by a high level of complexity, numerous teams, and a deep organizational structure.
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Act as the subject matter expert on local/country/regional labor law
- Lead regular connects with local leadership team
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Lead regular connects between G&A functions responsible for the site/country/region
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Support Marketing with “best employer” surveys by delivering data needed to drive these surveys and in other ways as requested
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For Regional BPs designated as the HR site leader, carry out any additional responsibilities.
Employee Engagement & Support
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Identify needs, make recommendations and execute training for local populations. Support the Organizational Effectiveness team and other COEs by delivering training rollouts.
- Review and analyze regional and country-level employee engagement results. Prepare country/regional reports, share with local leadership/management. Collaborate with local leadership and G&A functions to develop and execute action. Support leaders in driving progress and accountability.
- Own and execute remote work and relocation requests, leveraging existing processes
Manager Effectiveness
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Deliver New Manager Orientation and, upon request, New Manager Assimilation. Work with the Organizational Effectiveness team to update content based on local legislation and cultural nuances.
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Advise and support managers and employees through performance management program execution (Amplify Snapshots and Amplify quarterly check-ins)
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Advise and support line managers on managing under performance in assigned countries
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Act as the knowledge resource and advisor to managers during the annual merit cycle, twice yearly promotion cycle and ad hoc requests
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Consult with and guide managers on employee probation period end-dates (following automated Workday notification)
Employee Relations
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Act as the primary point of contact for employee relations issues, providing guidance and support to managers and employees on policies, procedures, and conflict resolution.
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Consult, collaborate and inform Legal, Internal Audit when needed. Engage Global HRBP on matters relating to C-staff or C-staff directs for context, as well as collaboration and communication throughout.
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Handle all voluntary and involuntary offboarding responsibilities in cooperation with the HR Operations team
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Support Legal team on legal claims brought by active and former employees
Mergers & Acquisitions
Play a key role in all aspects of the M&A lifecycle. This represents a wide range of responsibilities, from review of the target company's HR-related documents and practices, to understanding and preparing for immigration cases, to offers and terminations, to onboarding and integration.
HR Organizational Excellence
Identify areas for process and program improvements, drive improvement in areas owned by the BP team and/or provide feedback to the owning team; participate in improvement solutioning, when needed, in cooperation with Operations
In addition to the responsibilities noted above, the senior HRBP:
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Independently review and successfully resolve high-complexity issues and situations by: conducting in-depth analysis of the case, proposing potential solutions (incorporating innovation and best practices in the field of Human Resources), providing arguments for the advantages and disadvantages of each solution, including their value/budget implications, aligning the approach with the stakeholders and leaders responsible for decision-making, and managing the change and implementation of the solutions.
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Act as the HR site leader and play a lead role in ensuring collaboration amongst G&A functions at the location(s) the RHRBP supports.
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Act as mentor to team members, supporting the development of Human Resources specialists, sharing expertise, best practices, and advice for the execution of their responsibilities and the resolution of complex cases. Lead or participate in training new employees.
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Share local/country/regional expertise with other members of the HRBP organization and beyond.
Your background:-
Bachelor's degree in relevant course of study
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6+ years in a regional HR role; experience in other aspects of HR a plus
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Experience working with all levels of leaders and employees
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Experience in effectively presenting to groups, facilitating meetings, etc.
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Experience handling complex employee relations matters
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Strong relationship-building skills
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Strong communication skills, both written and verbal
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Able to manage multiple responsibilities, projects, etc. at one time
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Works well within a team and as autonomously
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Experience working in a global organization, effectively collaborating across time zones and cultures
If this sounds like you and fits your experience and career goals, we’d be happy to chat. What we offer in return is the opportunity to experience a great company culture with wonderful colleagues to learn from and collaborate with and also to enjoy:
Compensation
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Competitive remuneration package
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Employee Stock Purchase Plan Enrolment
Vacation, Family, and Health
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30 days of earned leave
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An extra day off for your birthday
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Various other leaves like marriage leave, casual leave, maternity, and paternity leave
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Premium Group Medical Insurance for employees and five dependents, personal accident insurance coverage, life insurance coverage
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Professional development reimbursement
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Interest subsidy on loans - either vehicle or personal loans
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Health club reimbursement
Apply now!
