HR Solutions Partner

Role Purpose   The HR Solutions Partner provides high‑quality, generalist HR partnership to managers, enabling them to lead their people effectively and deliver business outcomes. The role delivers core HR processes with accuracy and consistency, resolves day‑to‑day workforce and ER matters, and delivers talent, learning, reward and workforce activities.  Acting as a trusted advisor, the Solutions Partner builds strong relationships with senior managers, offering coaching, policy guidance and practical support rooted in deep HR discipline knowledge. They generate and interpret people insights, highlight workforce risks and trends, and support Strategic Workforce Planning by translating data into actionable plans.  The role champions process simplification and digital optimisation, finding opportunities to improve how work gets done and supporting the adoption of global HR tools, offerings and AI‑enabled processes. They play a meaningful role in building capability through learning, inclusion and leadership development initiatives, and drive team effectiveness and engagement at the function level.  Working closely with HRBPs, HR Services and CoEs, the Solutions Partner ensures a seamless  experience and connects managers to the right expertise at the right time.  This role reports to the Global HR Solutions Director/Solutions Manager, and works closely day to day with the Global HR Business Partners. Key Responsibilities   Deliver generalist HR support to managers , providing policy interpretation, coaching and guidance on employment matters, workforce concerns, performance, attendance, reward and talent processes.   Execute HR processes and annual people cycles  (Performance Development, RPD, reward cycles, talent forums, data submissions, performance processes) accurately, consistently and on time for their assigned business areas.   Lead day ‑ to ‑ day operational HR activities , including resolving manager queries, supporting case navigation, and ensuring compliant, consistent application of HR frameworks.   Manage workforce concerns cases , including coaching managers, identifying and managing risk and escalating appropriately to HRBP/ER if risk profile increases.   Deliver talent, compensation, and employee initiatives, including reward assessments, preparing people insights for talent review and workforce planning    Execute Strategic Workforce Planning (SWP) activity  business area, including gathering inputs, preparing data and actions, and partnering with the HRBP to operationalise plans.   Provide accurate people data, insights and reporting  to support decision‑making and highlight workforce risks, themes or trends.   Find opportunities for streamlining operations and improving digital capabilities, proposing improvements and supporting deployment of new tools/AI-enabled processes.    Contextualise global CoE offerings  (L&D, Inclusion & Diversity, Reward, Talent, Wellbeing) for their business area and support adoption.   Deliver learning, inclusion & diversity and leadership development initiatives , translating enterprise offerings into meaningful plans for the function and coaching managers on capability uplift needs.   Lead or facilitate team effectiveness interventions, culture discussions and engagement sessions below LT level.  Maintain strong cross ‑HR collaboration, coordinating with HRBPs, HR Services, CoEs and other Solutions colleagues to ensure seamless service and a “One HR” experience.    Build business understanding and stakeholder relationships , becoming a trusted partner for senior managers and a reliable connector into HR.   Essential for the role Bachelor’s degree in Human Resources, Business Administration, or a related field is required. 7–10 years of dynamic HR experience, with demonstrat