About Nintex:
At Nintex, we are transforming the way people work, everywhere.
As the global standard for process intelligence and automation, we're trusted by over 10,000 public and private sector organizations across 90 countries. Our customers, from industry giants like Amazon, Coca-Cola, and Microsoft, rely on the Nintex Platform to accelerate their digital transformation journeys by managing, automating, and optimizing business processes quickly and efficiently. We improve their lives through the technology we build.
We are committed to fostering a workplace that supports amazing people in doing their very best work every day. Collaboration is constant, our workplace is fun, the environment is fast-paced, and we value our people’s curiosity, ideas, and enthusiasm. Driven by passion and accountability, we take initiative, measure progress, and deliver results. Our culture fosters innovation and problem-solving, fueled by curiosity and a commitment to thinking big. Together, we move with agility, prioritize customer needs, and build unity through empathy, leaving a positive impact wherever we go.
About the role:
The Regional Human Resources Manager is responsible for overseeing HR operations and ensuring compliance with employment laws and company policies within their assigned region. They play a key role in supporting managers within their region by providing guidance on HR policies, employee relations, and best practices to foster effective team management. They work closely with managers to assist in performance management and ensure alignment with organizational objectives. They also ensure compliance with employment laws and company policies, supporting a positive workplace culture while enhancing HR consistency and effectiveness across the region.
The HR Manager will represent their region and translate regional needs to the Global HR team. They will collaborate with the Centers of Excellence (CoE) to identify growth opportunities, to engage and retain employees through HR initiatives, and to aid in establishing an efficient organizational design.
As the regional HR leader, they will handle regional SLT and Key Manager relationships.
Your contribution will be:
HR Service Delivery and Partnerships
- Delivery a high level of customer service to all employees and managers, ensuring responsiveness and thoroughness to all responses and advice.
- Maintain in-depth knowledge of Country, Federal, State, and Local employment law, and regulation.
- Proactively manage and resolve employee relations issues; ensure manager and employee compliance with company policies and procedures; thoroughly investigate employee-relations issues and HR complaints and escalate complex or high-risk situations as needed. Be able to make decisions based on experience, only engaging legal counsel on complex matters.
- Have a deep understanding of Benefits with the ability to provide advice and guidance to the HR Admin/Generalist on the general administration of the programs. Where applicable, have experience in setting up Benefit plans and working with review boards and brokers.
- Be the main point of contact for all in region immigration. Own proof of right to work checks across the region including auditing for changes in status including expiry dates, change in working conditions Manage and update visa details including dates in UKG. Understand the most common employee visas and provide advice and guidance to employees and managers. Work with employees and Immigration Agents to deliver a seamless and timely experience. Keep the ER tracker updated with in progress visas.
- Build effective relationships with managers in your region, to help them to effectively manage their teams.
- Responsibility for the day-to-day running of HR Teams in their allocated region.
- Measure and monitor trends and the impact of key HR metrics and dashboards to drive HR needs planning including contributing to the QBR where required
- Work in collaboration with the XE team to drive initiatives and support cross functional projects.
Workforce Planning
- Work with the HPBPs to provide assistance on implementing workforce planning by sharing regional specific information relevant to
- Support the delivery of career frameworks with managers assisting in building career paths
- Support HRBPs when gap identification to compare the future model and the existing organization, identify requirements including any skills not currently housed in the workforce.
- Support translating business strategies and objectives into a HR roadmap; garner support and identity ownership for that roadmap
- Partner with Talent Acquisition locally to ensure alignment on talent plans
Talent Management
- Develop and deliver training, in a confident manner. Ensuring presentations are clear, well-rehearsed and all follow up documentation is completed.
- Support delivery of HR CoE generated programs, ensuring that feedback and business perspectives are provided back. Leverage the COEs to develop and implement programs that foster employee engagement
- Coach leaders on people-related matters including talent assessment, development and succession, effectiveness, and high-performing team dynamics.
- Enhance manager development & management throughout the year by providing coaching, mentoring, and timely feedback.
Performance Management
- Support the performance management cycle with managers to deliver timely advice including guidance on formal verses informal feedback, supporting PIP development and delivery
- Ensure execution of regular performance reviews, organizational leadership reviews, and succession planning (in conjunction with Talent Management strategy)
- In partnership with HR CoEs, deliver the implementation of effective systems and practices of performance management
- Build participation from manager group in completion of Quarterly Check-ins in Culture Amp ensuring they are completed across the region along with Anytime Feedback.
Team Leadership and Development
- Track team metrics, KPIs and OKRs, ensuring the team are aware of their performance.
- Build and manage the overall capabilities of the local HR team to ensure the team can deliver on their OKRs and KPIs.
- Complete Quarterly Check-ins on-time and provide actionable, timely feedback.
- Review team Culture AmpDashboard and action on feedback/needs of the team.
- Maintain Individual Development Plans for all team members.
- Partner effectively with the Global HR Business team, provide mentorship and guidance to those in the global team.
To be successful, we think you need:
- 5 years minimum experience in an HR Manager or Business Partner role
- 3 years minimum experience in high-tech industry
- University degree in Human Resources, Psychology or another related field
- Experience with HR practices and legislation in the region particularly Europe & Middle East
- Experience working with Sales teams
- May have experience as a part of a global HR team
What’s in it for you?
Nintex has a hybrid working model, enabling us to build culture, learn, and grow together. We intentionally connect and collaborate, while emphasizing flexibility with a blend of at-home and in-office work. This role is a hybrid role in our local Nintex office.
While our offerings differ from country to country, we offer our entire global workforce an array of exciting perks and benefits, including
- Global Gratitude and Recharge Days
- Flexible, paid time off policy
- Employee wellness programs and counseling resources
- Meaningful peer recognition and awards
- Paid parental leave
- Invention/patenting assistance
- Community impact, paid volunteer time, and opportunities
- Intercultural learning and celebration
- Multiple tools through which to learn and grow, and an incredible global community
View more about our benefits here: https://www.nintex.com/wp-content/uploads/2023/01/Global-Perks-and-Benefits.pdf.
