As **HR Business Partner, **you will translate the (note business area) team strategies into an HR agenda and execution plan that will enable the delivery of business goals. You will identify and execute talent, total rewards, capability building and cultural initiatives, in partnership with the HR COE’s, that increase PPG performance. This HR business partner will play an integral role by providing program leadership on HR-wide talent initiatives that drive business outcomes. Do you enjoy constructing and delivering a strategy that builds the talent and capability of the organization? **Key Responsibilities** - Act as strategic partner and trusted advisor to the business leadership, connect (regional and global - modify as needed) leadership teams and deliver improved talent quality (i.e., bench strength, focused assessment and development, career and succession planning, diversity). - Translate the business/functional and corporate strategies into the HR agenda, enabled by data and analytics. - Identify and execute strategic capability building that will result in improved performance of the function. - Ensure Global execution of HR strategy/initiatives, challenging to balance local business and program needs, while understanding and communicating a ONE PPG message. - Collaborate with business leaders to plan, improve, and flawlessly execute annual talent processes (e.g., annual talent assessment, rewards, and executive succession and talent planning processes). - Champion and support diversity and inclusion initiatives to drive awareness and accountability and customize strategies where needed. - Field day to day inquiry from employees within scope of responsibility that may not be handled by Tier 1 PPSC level service. - Maintenance and approvals of escalations in workday. Overall ownership of data integrity for populations serviced. - Resolution of payroll and other administrative issues employees are unable to solve via typical service channels or escalations from employee representative groups (e.g. Works Councils or Local Unions) - Providing accurate and timely response on matters of employee/labor relations to relevant stakeholders. These may include investigation, dispute resolution and resolution of typical policy matters. Coordinate actively with E/LR COE for expert guidance as needed. - Managing social partner relationships (unions/works councils) in partnership with the business and L/ER COE. Partner with the business and country/ regional LR/ER COE in preparation for CLA negotiations. - Coaching/advising local leaders to drive engagement with their teams. - Identifying needs & opportunities in Total Rewards that can drive performance & engagement; consulting and sharing feedback with Total Rewards teams. Ensuring execution of Total Rewards, Talent, DE&I;, and E/LR COE strategy and program deployments - Consulting local leaders on organizational needs & workforce capabilities relating to skill development, org structure, and staffing needs; sharing feedback with Talent team to solve business problems - Ensuring delivery of PPG and specific local processes. - Utilizing data and insights to drive decision-making and proactively solving for trends **Qualifications** - Bachelor's Degree in HR or related, with additional education or certifications preferred. - (modify number of years according to level) years+ Human Resources experience; prefer high level of expertise in specialist areas including organizational development and design, recruitment, talent development, compensation and benefits, employee, and labor relations, etc.