HR Business Partnering Generalist

at  EXPERIAN

Company Description
Experian is the world’s leading global information services company, unlocking the power of data to create more opportunities for consumers, businesses, and society. We are thrilled to share that FORTUNE has named Experian one of the 100 Best Companies to work for. Also, for the last five years, we’ve been named in the 100 “World’s Most Innovative Companies” by Forbes Magazine.
Job Description

• Be the owner of the new employee orientation, including orientation delivery, scheduling, and presenter coordination. Ensure the orientation is according to local needs and aligns with the corporate model and philosophy. Serve as the first point of contact for new hires first 90 days.
• Serve as the first point of contact to all leaders in labor law questions and issues, benefits, best practices, internal policies, data, reports, labor individual agreements, and basic payroll questions.
• Generate safe spaces to listen to employees suggestions, escalations, or concerns.
• Conduct essential employee-related investigations, such as attendance, performance, policy violations, employee escalations, or concerns.
• Collaborate with the HR manager with escalations from managers and employees.
• Create and or review disciplinary actions and termination letters. Safeguard all legal evidence of employees files supporting the terminations.
• Act as a sponsor/promoter of the regional, local, and business-specific recognition programs.
• Lead the educational process for new leaders regarding labor law, policies, benefits, Payroll, compensation, employee management, and other HR functions needed.
• Communicate HR initiatives to managers and or employees in writing, participation in staff meetings and or formal presentations.
• Ensure on time and accurate employee changes through Oracle/People Portal Manager actions act as the HR approver, and support investigations or additional follow-up.
• Create Ad Hoc reports based on HR metrics such as turnover rate, exit interviews, headcount, promotion rates, career development opportunities, Global Pulse Surveys, eNPS, GPTW, Vacation Accruals, Performance Management actions (disciplinary actions, PIP, Action Plans, Coachings).
• Analyze HR metrics above and own, present, or support business-specific initiatives that will help improve such metrics.
• Support employees offboarding along with the leaders, including asset recollection, system termination, reporting to local HR Team, and Payroll.
• Periodically meet with business unit leaders and support staff in 1on1 sessions, skip-level meetings and round tables.
  Qualifications