About the position The Regional HR Business Partner partners with local leaders, managers and employees, aligning HR strategies with business objectives to drive employee engagement, manager effectiveness and local/regional development. This is done through a broad range of responsibilities, including but not limited to manager enablement, employee relations, HR program support and more. The RHRBP ensures alignment with company and business unit strategy, local employment law and global HR policies and practices.

Responsibilities

• Partner with Global BPs, fellow Regional BPs, COEs and local leaders, managers and employees to plan for and execute HR programs, initiatives, etc.
• Act as the subject matter expert on US labor law.
• Lead or contribute to site HR activities/events.
• Collaborate with teams outside of HR on cross-functional projects and shared work, e.g., onboarding a new employee, which involves HR, IT and Workplace Operations.
• Collaborate with Global HRBPs, Talent & Culture team and other HR COEs on HR program readiness, leadership/manager support and execution.
• Review and analyze regional and country-level employee engagement results. Prepare country/regional reports, share with Global HRBPs and local leadership/management. Support improvement efforts.
• Develop knowledge of Progress's various organization and build relationships with key stakeholders. Use insights to Identify needs, make recommendations and implement agreed upon solutions within the business and/or HR team, often working in close collaboration with a Global HRBP.
• Support leaders and managers in driving progress and accountability towards strategy execution, team goals, etc.
• Advise and support managers and employees through performance assessment/feedback program execution.
• Advise and support leaders and managers on managing under performance.
• Act as the knowledge resource and advisor to managers during the annual merit cycle, promotion planning, and ad hoc role and compensation requests.
• Facilitate New Manager Orientation and New Manager Assimilation sessions as needed. Work with the Talent & Culture team to update content based on local legislation and cultural nuances.
• Act as the primary point of contact for employee relations issues, providing guidance and support to managers and employees on policies, procedures, and conflict resolution. Consult and collaborate with Global HRBPs, internal legal, compliance and other teams when needed.
• Support legal team on employment related legal matters.
• Play a key role in various aspects of the M&A lifecycle. These may include review of the target company's HR-related documents and practices, understanding and preparing required employment documentation, job and terminations and integration.
• Collaborate closely with the HR Services team on transactional/operational HR responsibilities, primarily as an escalation point.
• Identify areas for process and program improvements. Drive improvement directly in areas owned by the BP team and/or through feedback and support to the owning team.
• Participate in company enablement and efforts to incorporate AI technology into how we do what we do.

Requirements

• Bachelor's degree in relevant course of study
• 3+ years in a regional HR role; experience in other aspects of HR a plus
• Experience working with all levels of leaders and employees; strong relationship-building skills
• Experience handling complex employee relations matters
• Strong communication skills, both written and verbal
• Able to manage multiple responsibilities, projects, etc. at one time
• Can flex between teamwork - true team player managing their own work priorities and also willing to pitch in to help the team - and working autonomously
• Experience working in a global organization, collaborating across time zones and cultures
• Excited about learning and exploring how AI technology can benefit Progress, the HR organization and help you in your day-to-day work

Benefits

• Medical, dental, vision, life & disability, and financial benefits (including 401(k) retirement savings plan.
• Tuition Reimbursement program.
• Additional voluntary benefits including crucial illness/hospital indemnity, identity theft protection, auto & home insurance, legal, and pet insurance.
• Competitive salary, bonus, and best-in-class Employee Stock Purchase Program (ESPP) with a 27-month lookback
• Flexible paid vacation time, paid day off for your birthday, and company holidays.
• A variety of leave plans, including Parental Leave.
• Employee Assistance Program (EAP) and an employee well-being program focusing on physical, mental, and financial health.