Senior Regional HR People Partner

Senior Regional HR People Partner (NAM) As a Senior HR People Partner, you will be at the heart of our people experience—empowering leaders, supporting employees, and bringing HR initiatives to life in partnership with the COE’s where they matter most: on the ground. In this role, you will be responsible for the operational execution of HR responsibilities for a specific site, region, country (or geography). You will be an advisor to People Leaders and employees on local HR topics, providing coaching and support on a regular basis and offering expert guidance on employee relations, compliance with local laws and policies, workforce planning, and change initiatives. This role will also be a People Leader supporting team members within the HR function. Your work will directly shape a positive, inclusive, and safe workplace culture while enabling People Leaders to lead with confidence and clarity. With a strong focus on proactive support and problem‑solving, you’ll ensure our people feel heard, supported, and set up for success every day. Key Responsibilities People Leader Enablement Enable People Leaders to solve problems by leveraging central tools and HR standards. Coach and support People Leaders for complex issues. Partner with People Leaders to promote an inclusive, safety‑first culture. Participate with local senior leadership teams as HR representative and advise on HR related matters. Employee Experience Focus Foster a positive culture by embedding GEV values in local HR initiatives in partnership with the COE’s; focus on enhancing engagement and the overall employee experience. Represent the employee voice by sharing employee insights and people data with HRBPs and People Leaders. Guide requests through appropriate self‑service channels while educating employees on new ways of working. Local Support & Employee Relations Act as the local HR expert to People Leaders, HRBP and COE’s. Proactively manage employee relations issues and address everyday grievance matters to minimize the escalation of issues. Collaborate with the COE’s to resolve sensitive matters (e.g., determine a corrective action post an investigation, analysis of ER cases to develop appropriate actions). (If no local/dedicated labor relations role): Advise and support labor relations/unions and works councils’ activities/ issues (e.g., wage/contract negotiations) and conduct work that requires local expertise or onsite presence (legal / regulatory or market / community). Ensure compliance and enforcement of local regulations/laws/policies, while providing people leaders with the appropriate level of support needed for effective decision‑making. HR Strategy & HR Process Activation Own the local employee experience by executing the workforce and talent agenda established by HR Business Partners. Lead local HR projects and change initiatives with on‑the‑ground expertise. Execute and support People Leaders and employees with various HR initiatives across the talent lifecycle including culture and new HR process introductions. Provide inputs to decisions within the HR discipline, ensuring alignment with organizational goals and compliance requirements based on local knowledge and expertise. People Leadership Provide people leadership to multiple HR Partners within a similar geography. Align leadership to the GE Vernova People Leader Expectations, role model the GE Vernova Way principles and create the conditions for employees to do the same. Country Hat Responsibilities The Country Hat responsibilities apply to certain roles. If the job title specifies “Country Hat”, the role will additionally be accountable for: Lead team through emergency situations and report. Act as liaison between business units and COE/global teams, providing guidance on requirements for local activation in country. Ensure consistent implementation of HR policies within business segments. Drive cross‑business collaboration on key initiatives. Build GEV HR community in country. Minimum Qualifications Bachelor’s degree from an accredited college or university. Minimum of 5 years work experience in Human Resources function with responsibilities such as recruiting, training, compensation, benefits, employee development or performance management. Desired Characteristics Excellent problem‑solving skills; ability to make independent decisions, manage conflicting priorities in a fast‑paced environment. Expert knowledge of local labor laws and government requirements with demonstrated experience in application of HR policies. Detail‑oriented with excellent organizational & documentation skills. Applies solid judgment ensuring integrity, compliance, & confidentiality. Strong interest in innovative HR solutions and process improvement. Additional Information Relocation Assistance Provided: Yes. Seniority level: Mid‑Senior level Employment type: Full‑time Job function: Human Resources Industries: Electric Power Generation #J-18808-Ljbffr