Human Resources Generalist

Hewlett Packard Enterprise•San Juan, PR

3d•Hybrid

About The Position

Human Resources Generalist This role has been designed as ‘Hybrid’ with an expectation that you will work on average 2 days per week from an HPE office. Who We Are: Hewlett Packard Enterprise is the global edge-to-cloud company advancing the way people live and work. We help companies connect, protect, analyze, and act on their data and applications wherever they live, from edge to cloud, so they can turn insights into outcomes at the speed required to thrive in today’s complex world. Our culture thrives on finding new and better ways to accelerate what’s next. We know varied backgrounds are valued and succeed here. We have the flexibility to manage our work and personal needs. We make bold moves, together, and are a force for good. If you are looking to stretch and grow your career our culture will embrace you. Open up opportunities with HPE. Job Description: Job Family Definition: Provides a full range of HR support and program implementation activities across multiple businesses, functions, and geographies. Delivers programs and policies developed globally that are specialized for local or regional requirements. Acts as a consultant and partner in driving and implementing organizational design, transformation, change management, talent management, total rewards, workforce planning, and employee relations strategies and policies. Ensures HR programs are implemented based on business-specific priorities and legal requirements at the country level. Collaborates across the HR organization to deliver an integrated portfolio of services to all employees. Systematically deploys policies and structures established by HR functions while delivering differentiated solutions based on unique business needs, local market pressures, and the competitive landscape. Supports talent acquisition efforts of staffing and recruiting, and partners with mergers, acquisitions, divestitures, and outsourcing (MADO) to ensure new employee integration success. Consults with managers and other stakeholders on employee relations issues. Interfaces with managers, employees, government agencies, and other external representatives in consultation and negotiations as necessary. Management Level Definition: Applies intermediate level of subject matter knowledge to solve a variety of common business issues. Works on problems of moderately complex scope. Acts as an informed team member providing analysis of information and limited project direction input. Exercises independent judgment within defined practices and procedures to determine appropriate action. Follows established guidelines and interprets policies. Evaluates unique circumstances and makes recommendations.

Requirements

First-level university degree or equivalent experience.
Typically 2-4 years related experience in human resources functional area or HR Generalist role.
Developed knowledge of human resources.
Basic legal knowledge of the local environment.
Developing business acumen.
Strong communications skills.
Strong quantitative and qualitative analytical skills.
Ability to respond independently to moderately complex inquiries.

Nice To Haves

Accountability
Active Learning
Active Listening
Bias
Business
Business Objectives
Business Strategies
Change Management Strategies
Coaching
Communication
Creativity
Critical Thinking
Design Thinking
Empathy
Follow-Through
Growth Mindset
HR Programs
Human Resources (HR)
Intellectual Curiosity (Inactive)
Long Term Planning
Managing Ambiguity
People Management
People Strategies
Personal Initiative

Responsibilities

Provides intermediate level of customer support to employees and managers for complex Contact HR cases; escalates as necessary.
Develops program delivery and presentation materials to support program delivery and implementation.
Analyzes employee data to provide research for human resources programs and reports findings to support HR program development and delivery.
Develops a broad understanding human resources programs and a working knowledge of the business.
Identifies implementation obstacles within businesses.
Represents HR to internal stakeholders.
Support new employee onboarding, including orientation scheduling, document collection, and completion of required compliance forms.
Audit employee personnel files for completeness and compliance, and ensure confidential records are organized and securely maintained.
Support employee engagement initiatives (surveys, recognition programs, events).
Support the implementation of new HR programs and process improvements.