Purpose
- Build the bridge between strategy and operations.
- Work closely with HR Operations (local/GBS) to process transactions in myHR and act as a gatekeeper to comply with local laws and regulations.
- Drive engagement, culture, and change initiatives on the ground in collaboration with business units.
- Work in tandem with local/regional or global HRBPs.
Main Responsibilities
Senior HR generalists manage operational HR tasks like HRIS transactions and provide frontline support to managers working closely together with HR operations and HRBPs.
- First contact for leadership in the same entity.
- Bridges process standards to local realities (labor law, works councils, compliance) for all HR transactions in charge.
- Responsible for process execution (incl. HRIS) on a local level and provide 360° manager support across applicable processes.
- Understands the business and supports with operational activities on a local level.
- Ensures effective and compliant use of HR guidelines, processes, and tools on a local level.
- Supports customization of HR product and service portfolio in alignment with HRBPs.
- Supports implementation of HR strategy & transformation.
- Supports strategic and operative HR projects.
- Supports change management and people aspects of business transformations, HR digitization, and change initiatives on a local, country/site, and/or cluster (depending on size) level.
- Informs managers about the performance cycle and steers them during execution to ensure timely completion of all forms.
HR Reporting & Analytics
- Annual Workforce Planning
- Conducts bottom-up HC planning process with managers regarding their cost center/department.
- Ensures all known personnel data changes are maintained in myHR before the planning cycle.
- Validates numbers; explains deviations (delays, turnover, absences)
- Supports HRBP if needed, e.g., with providing/collecting relevant data (headcount reports, attrition trends, hiring pipeline)
Org design & restructuring
- Manages the people transition and HR data change tasks.
- Supports the preparation and execution of local consultation.
- Involved in the execution of local reorganization activities from the HR transactional perspective.
- Understands the organization change intended and derives required needs to manage the people transition and HR data management needs for their own area of responsibility.
- Supports local change management measures.
- Supports employees and managers
Performance Calibration
- Informs managers about the performance cycle and steers them during execution to ensure timely completion of all forms (info about deadlines, follow-up, ad hoc questions, etc.)
- Supports HRBPs as needed, e.g., with data preparation (performance forms, ratings, supporting documentation)
Succession Planning, Talent Development
- Supports data preparation for talent and succession processes (profiles, readiness inputs, succession charts).
- Supports HRBPs and ensures execution of development plans.
- Updates HRIS with approved succession and development data as provided by HRBPs and COEs.
HRIS Transactions
- Day-to-day and 360° manager support.
- Key executor / approver of transactions.
Employee Relations
- First contact for leadership in the same entity.
- Routine consultation
- Routes inquiries to the appropriate HRBP and/or ER expert when needed.
Compensation, Benefits – salary round
- Supports data preparation and merit processing activities.
- Handles employee queries on salary changes
- Approves HRIS with salary decisions (where applicable):
- HRIS: Review & approve in- & out-of-cycle individual salary increases and share relevant details with GBS (e.g., for document creation or data entry/changes)
- HRIS: Request pay group changes & approve spot bonuses.
Position & Job Management
- Aligns on position details and conditions with managers (also for CWK ANU type).
- Oversees key activities (also within HRIS) related to job position changes:
- HRIS: Oversee and validate relevant job changes, transfers, promotions, and replacements by aligning with managers & respective employees.
- HRIS: Aligns on position attributes with managers.
- HRIS: Aligns & requests transfers.
- HRIS: Review changes in JD.
Talent Acquisition & Onboarding
- Drives local attraction and recruitment (unless there is a TAP).
- Supports employer branding activities (country-specific activity).
- Prepares and conducts second/further interviews and leadership reviews.
- Negotiates and agrees on contract/employment conditions with candidates (salary, start date, etc.)
- Onboards new employees and participates in local onboarding events.
- HRIS Inv. according to processes (e.g., approving positions, aligning on position attributes, etc.).
Talent Mobility
- Aligns with leaders regarding movements (incl. SOWs or any subsequent amendments to align with relevant parties)
- Syncs performance ratings across primary/secondary contracts.
- Might be consulted for secondary employment details or terminations (by advisors/GBS).
Employee lifecycle-related topics & data management
- Bridges process standards to local realities (labor law, works council, compliance) for all HR transactions in charge (sitting in job relationship for respective positions)
- Acts as a gatekeeper to comply with local laws and regulations and ensure data quality.
- Consults managers for all employee lifecycle-related activities, if needed.
- Performs related activities in myHR (i.e., initiate & approve changes in employee characteristics).
- Answers AskHR topic-related inquiries from employees.
Absence Management
- Analyzes HR KPIs and derive improvement measures on local level in close collaboration with respective HRBPs.
- Oversees phased returns.
- Direct HRIS involvement not foreseen.
Exit Management
- Ensures compliant terminations by aligning with relevant managers and ER and executes relevant activities.
- Performs farewell conversations for managers in job relationships.
- HRIS: verify/approve entries related to voluntary and involuntary terminations.
Reporting & Analytics
- Supports BPs to develop solutions, coordinating with CoEs.
Why work at Olympus
At Olympus, we are committed to fostering a high-performing culture, a collaborative environment, and empowering everyone to shine. Our shared values—integrity, empathy, long-term view, agility, and unity—form the foundation of our culture and guide our behavior. These values ensure that our people feel they are making a meaningful difference every single day.
What we are looking for:
Education:
- A bachelor's degree in Human Resources, Business Administration, or a related field is required.
- Postgraduate qualification or HR membership certification preferred.
Experience:
- Minimum 3–5 years of experience in an HR generalist, HR advisor, or HR operations role.
- Experience working with HRIS systems and managing employee data and transactions.
- Demonstrated experience supporting employee lifecycle processes and HR operations.
- Exposure to workforce planning, recruitment, and employee relations support.
- Experience working in a matrixed or multinational organization preferred.
Apply Now:
To submit your interest in this opportunity, select Apply for this job.
Want to know more
Confidential discussions are welcome; contact our Talent Acquisition Partner.
Olympus is an Equal Opportunity Employer.
We are deeply committed to fostering a respectful, fair, and welcoming workplace for all individuals, perspectives, and lifestyles. We believe in fostering a nondiscriminatory, inclusive work environment where everyone feels a sense of belonging, in full compliance with legal standards. Empathy and unity are core to our company culture, empowering employees to contribute fully and flourish. We warmly encourage all who wish to bring their talents to Olympus to apply.
