People Operations

• Partner closely with business leaders to align the organization’s people strategy with overall business objectives.
• Work across business lines and geographies, supporting senior and mid-level leaders in shaping, developing, and executing HR strategies that drive organizational effectiveness and business success.
• Establish and maintain strong relationships with business leaders, influencing key business decisions.
• Advocate and co-own all Global People and Culture programs and initiatives for knoell, including communicating the business value of HR initiatives and managing/enhancing employee lifecycle processes.
• Provide day-to-day performance management guidance to leaders, including coaching, counselling, pay management, career development, and disciplinary actions; work with business leaders to address significant people and cultural issues.
• Be accountable for the company’s and people’s growth, support recruiting efforts for respective client groups, and, where appropriate, support the internal recruiting organization.
• Identify and manage risks related to people topics, advising on long-term mitigation measures.
• Provide expertise in technical and regulatory aspects of employment, including hiring, termination, performance management, and rewards; partner with the legal department or external legal counsel as needed.

Global People Partner

• Cultivate organisational culture – Developing and implementing initiatives to foster a strong organisational culture that drives high performance and employee well-being.
• Drive employee engagement – Designing and executing comprehensive engagement strategies and programs to boost employee effectiveness and create a positive environment.
• Learning & Development Initiatives – Implementing our L&D strategy by designing training programs on leadership and technical skills in close collaboration with our key leaders.
• Oversee talent management & development – Designing and executing talent programs, including coaching, mentorship, and career planning.
• Promote leadership development – Enhancing leadership capabilities across the organisation to drive innovation and growth.
• Support HR's overall strategy – Contributing to the development of HR initiatives aligned with business objectives to ensure the organisation achieves its goals.
• Data analysis and decision making – Leveraging data-driven insights to inform strategic actions and improve overall organisational performance.

People & Culture Manager

• Provide effective advice and support in a timely and proactive manner to key business stakeholders / senior management
• Manage and support business stakeholders in all People cycles such as salary reviews, performance reviews and engagement action planning
• Address and resolve high-level employee issues, including grievances, appeals, and complex disciplinary issues and dismissals
• Own and deliver complex and cross-functional projects and drive progress towards business goal
• Engage and coordinate with key stakeholders on data collection and policy implementation

People and Culture Partner

• Work closely with our Talent Acquisition team to recruit for open positions and attract key talent to our business
• Ensure a first-class employee orientation and onboarding experience for new and acquired employees
• Conduct employee and manager onboarding training
• Support managers and employees throughout their first 90 days, including probationary reviews
• Work closely and in collaboration with the HR Coordinators and HR Systems Coordinators in managing employee onboarding and offboarding processes
• Manage the employee offboarding process, including conducting professional experience through tailored outplacement support, pre-retirement planning and exit interview discussions
• Review and update HR policies in line with changes in legislation and corporate HR strategy
• Advise managers on the application of HR policies and procedures to ensure internal and external compliance
• Manage disciplinary, grievance, performance improvement and redundancy processes
• Manage employee absenteeism in accordance with local policy
• Manage employee engagement activities including employee surveys, recognition programs, cultural development and corporate social responsibility activities
• Act as an adviser who builds organizational capabilities and partners with internal stakeholders to maximize team performance
• Manage the implementation of employee development and career plans to support talent optimization, succession planning and employee retention
• Work closely with managers to conduct training and development needs analysis and coordinate development initiatives
• Provide HR support for the annual performance and salary reviews, bonus and goal setting cycle
• Manage HR reporting for payroll purposes
• Support the development and updating of HR documentation such as policies and employee handbooks
• Develop and review employee contracts, job descriptions and HR documentation
• Ensure all employee files are updated with any changes, and relevant parties are informed
• Manage monthly HR and headcount reporting, dashboards, training and turnover reports
• Work closely with our HR Systems Coordinators to update and manage the HRIS systems
• Work closely with the payroll team to ensure correct salary payments are processed
• Maintain employee personnel files
• Take part and lead HR projects as required
• Attend HID and ASSA ABLOY HR training and meetings as required
• Work closely with the wider European and global HR People Partnering teams and HR centers of excellence
• Attend global and regional HR meetings

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Global People Partner

People & Culture Manager

People and Culture Partner

HR People Partner