Position Description
Field HR Consultants focus on providing operational and/or strategic HR general management support to business unit and field based business partners. The HR Consultant possesses a sound level of skill in all HR functional areas (i.e.， Staffing， Compensation， Employee Relations， Benefits， Learning & Development， Performance Management， etc.) The HR Consultant plays a pivotal role in the delivery and the management of human resources to a business unit， organization， or geographically dispersed group of employees. Although the consultant may not have in-depth knowledge of any particular HR function， he/she has the responsibility to spot issues/problems， proactively address concerns， and how to research a solution.
They apply their expertise to improve business processes and support critical business strategies， as they seek out opportunities to educate clients in the use of HR applications. In many cases people working in this area must consider global needs of the business and the global ramifications of their decisions.
Education and Experience Requirements
Typical requirements are a BS or MS in such as Business Administration， Industrial Relations， or Organization Behavior
5-7 years of HR experience.
Key Areas of Responsibility
Compensation/Performance Management
Interface with Compensation/Benefits/ Performance Management Practices on activities such as:
Development of supporting global processes and programs
Communication of compensation， benefits & performance management philosophy and programs
Development of organization proposals
Development of job evaluations & descriptions
Job valuations for positions not scored by CMJE
Drive salary administration activities:
Assist managers in compensation decisions
Provide internal benchmarking to help managers better make decisions of local salary issues that align with organization and company strategies
May act as liaison with local payroll organizations in implementing salary transactions
Interface with employees and managers to resolve key compensation and benefits issues
Consult with managers to facilitate the development， implementation and completion of performance improvement plans to ensure individual performance objectives are met
Partner with managers to recognize key/outstanding performers and ensure appropriate recognition/ motivation/retention plans are in place
Regulatory Compliance/Conformance
Ensures that Tereadata local practices and processes conform to all local and national regulations. In a field organization this may include working directly with workers councils， local labor administration offices and professional， charitable， and/or educational organizations.
Ensures that Company‘s field practices are compliant with local laws and customs
Learning and Development
Interface with Learning Practice to define organization learning requirements， develop rollout strategy， and communicate/implement development program.
Provide day-to-day coaching and counseling to managers and employees regarding skills development， career development， and learning.
Support global succession planning processes and related development initiatives
Employee Relations
Partner with managers and employees to drive the development and execution of employee survey action plans. May also serve as local coordinator in front-end planning of survey implementation
Ensure managers and employees understand and adhere to the company‘s dispute resolution process
Manage employee relation issues such as harassment， discrimination， or theft， in a manner that mitigates company risk and leads to successful resolution. Partners with Company legal counsel and local work councils as appropriate
Mediate disputes among employees in order to bring these to expedient resolution
Where appropriate， partner with local labor organizations to manage contract negotiations， labor relations， grievances， etc.
Maintain an ongoing communication plan with managers and employees， which facilitates goal clarity and motivates employees.
Planning
Partner with line managers to drive development and execution of the work plan.
Assess critical diversity requirements of an organization and drive processes and programs that lead to improvements. Influences line managers on need for diversity.
Develop and drive the execution of an organization‘s plans and programs that support regulatory compliance and conformance
Provide HR input and consulting on organization design initiatives that address changes in the business environment.
Develop and/or drive organizational retention initiatives.
Act as champion of change in the organization， sponsoring change initiatives in support of organizational evolution.
Staffing
Partner with line managers to develop succession plans for an organization
Manage the reduction-in-force (redundancy) activities to minimize organization risk.
Actively works with Staffing Practice on global staffing issues
Scope
Operationalizing programs， processes， and services that enhance the work environment for employees.
Developing and/or executing the workforce plans to ensure the human resources are properly aligned to meet business objectives.
Deploying compensation， benefit and performance management practices， programs， processes， and services that drive individual and business performance.
Assessing the individual and organizational development needs of business partners and deploying programs and services to enhance the skills and competencies of the workforce.
Championing regulatory compliance/conformance and diversity initiatives within the organization/geographic location.
Counseling/consulting with managers and employees on HR related issues in order to enhance organizational effectiveness.
Supporting deployment of global HR processes and programs.
Work Environment
Working Relationships
People working in this role interface with multiple functions， as well as multiple specialists， in developing and/or deploying quality HR practices， processes， programs， and services .
Challenges of Work
The challenges presented to people in this role include:
Understanding the unique and constantly changing business requirements of a rapidly growing organization within a global working environment.
Responding to constantly evolving environmental conditions and requirements (legal， political， social， economic) on a global basis.
Establishing strong working relationships with business partners that allow HR professionals to provide proactive support.
Balancing the needs of the organization with HR policies， procedures， and legal requirements.
Working effectively across cultures and countries to develop and deploy HR solution
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