This role is responsible for acting as a trusted HR partner to managers and employees, providing expert support on employee relations, performance, talent, and organizational effectiveness. The position combines strategic business partnering with hands-on HR operations, ensuring compliance, enhancing the employee experience, and driving continuous improvement across people processes.

Business Partnering & Manager Support

• Serve as the first point of contact for employees and managers regarding HR-related queries. Act as a trusted HR partner for managers, building strong relationships and understanding the needs and challenges of their teams.
• Advise managers on performance management, conflict resolution, and difficult conversations. Support and guide managers in the effective management of their teams, including leadership, performance, development, engagement, and complex Employee Relations matters.
• Provide guidance to managers on internal policies, procedures, and people management best practices.
• Offer ongoing support to employees regarding workplace experience and career development matters.

Employee Relations

• Manage employee relations cases, ensuring compliance with current labor laws and regulations.
• Lead disciplinary processes, internal investigations, and employee termination procedures. Advise managers on Employee Relations matters, supporting them in handling sensitive situations while ensuring a consistent and appropriate approach.
• Prepare employment-related documentation, including disciplinary actions, contractual changes, and employment terminations.
• Act as a mediator in workplace disputes, providing balanced, business-oriented solutions. Support the prevention and resolution of employee relations issues by balancing business needs with employee concerns.
• Ensure the consistent application of internal policies and procedures.

People Analytics & Data

• Leverage HR data, metrics, and insights to understand team dynamics and support informed decision-making by managers and business leaders.
• Analyze trends related to turnover, absenteeism, engagement, performance, mobility, talent, and other key people metrics, identifying areas requiring attention.
• Monitor the impact of HR initiatives and actions, using available data to evaluate effectiveness and recommend improvements.

Talent, Performance & Employee Experience

• Support performance management processes by partnering with managers to define expectations, provide feedback, drive employee development, and address underperformance issues.
• Contribute to talent, development, engagement, and recognition initiatives aimed at enhancing the employee experience.
• Gather feedback from employees and managers to identify opportunities for improving employee experience, engagement, and team effectiveness.

Employment Administration, Payroll & Compliance

• Provide guidance on the application and interpretation of collective bargaining agreements and labor legislation.
• Ensure the correct implementation of corporate policies and employment obligations.
• Participate in internal audits and employee-related documentation reviews.

Projects & Continuous Improvement

• Participate in and/or lead HR projects and initiatives aligned with business needs.
• Analyze people data, trends, and employee feedback to identify risks, opportunities, and emerging workforce needs.
• Identify opportunities to improve HR processes and procedures, promoting more efficient ways of working.

HR Transformation, Technology & Continuous Improvement

• Drive the effective adoption of HR tools and digital solutions, enabling managers and employees to use them confidently and independently.
• Identify opportunities to digitize, simplify, and standardize HR processes, reducing manual work and enhancing the employee and manager experience.
• Promote the use of self-service tools, increasing autonomy for activities that do not require direct HR intervention.
• Explore and encourage the responsible use of AI and emerging technologies in HR to improve efficiency, data analysis, and the overall employee experience.

Requirements

• Bachelor's degree in Labor Relations, Law, Human Resources, Psychology, or a related field.
• 3-5 years of experience in a Human Resources Generalist or HR Business Partner role.
• Solid knowledge of employment law and employee relations practices.
• Experience managing disciplinary processes, terminations, collective bargaining agreement interpretation, and manager coaching.
• Knowledge of payroll processes and HR administration.
• Ability to handle confidential information with discretion and professionalism.
• Excellent communication, negotiation, and influencing skills.
• Advanced English proficiency, both written and spoken.

Key Competencies

• Employee and business-focused mindset.
• Ability to build trusted relationships with managers and employees.
• Strong emotional intelligence and mediation skills.
• Critical thinking and problem-solving ability.
• Strong organizational skills and attention to detail.
• Ability to manage multiple priorities effectively.
• Self-motivated, proactive, and capable of working independently.

IQVIA is a leading global provider of clinical research services, commercial insights, and healthcare intelligence to the life sciences and healthcare industries. We create intelligent connections to accelerate the development and commercialization of innovative medical treatments to help improve patient outcomes and population health worldwide. Learn more at https://jobs.iqvia.com.

IQVIA is committed to integrity in our hiring process and maintains a zero tolerance policy for candidate fraud. All information and credentials submitted in your application must be truthful and complete. Any false statements, misrepresentations, or material omissions during the recruitment process will result in immediate disqualification of your application, or termination of employment if discovered later, in accordance with applicable law. We appreciate your honesty and professionalism.

At IQVIA, we believe that diversity, inclusion, and belonging empower our mission to accelerate innovation for a healthier world. We create a culture of belonging by valuing the perspectives of all talented employees worldwide and providing them with the opportunity to power smarter healthcare for everyone, everywhere. When our talented employees bring their authentic selves and their diverse experiences to work, they enable us to accomplish extraordinary things. Multifaceted thought processes spark innovation. Multi-talented collaboration harnesses innovation to deliver superior outcomes. Likewise, as part of this culture, IQVIA is committed to ensuring effective equality between women and men, integrating it as a strategic principle in its corporate and human resources policies.