Global People Business Partner

*This position is fully remote/home based. Applications will be accepted from candidates based in the UK.

PLOS is a nonprofit organization on a mission to drive open science forward with measurable, meaningful change in research publishing, policy, and practice. We believe in a better future where science is open to all, for all.

The Global People Business Partner is a trusted advisor to business leaders and senior management across all geographies outside the United States, aligning HR initiatives with business objectives while managing the complexities of operating in different legal, cultural, and regulatory environments.This position bridges business strategy with people management across multiple countries (Currently UK, Germany and Singapore) working to improve the business partnering model at PLOS.

Responsibilities 

Partnership and advisory 

• Act as trusted advisor to business leaders on talent strategy, organizational design, and people matters.  
• Provide input on critical decisions affecting workforce planning and organizational effectiveness.  
• Translating our global business priorities and objectives into localised people strategies and plans that account for any regional or departmental differences. 

 ​ Multi-country compliance & employment law 

• Maintaining expert-level knowledge of employment law, labour regulations, and compliance requirements across the jurisdictions we operate in.  
• Ensuring policies and procedures comply with local labour laws in each country of operation, staying  
• Providing employment law guidance to managers and employees.  

 Performance Management & Employee Relations 

• Implementing company-wide performance management processes, compensation reviews, and talent assessments. 
• Coach managers through complex employee relations matters, manage investigations, and provide guidance on challenging interpersonal workplace situations.  
• Working to improve work relationships, build morale, and drive retention and productivity improvements. 

 Talent management and workforce planning 

• Managing talent, including leadership development, and succession planning for assigned business groups and regions. 
• Working closely with hiring managers to understand current and future resourcing needs, develop workforce plans aligned with business strategy, and ensure talent acquisition is coordinated across multiple countries. 
• Analysing workforce data and metrics to support data-driven planning decisions and identify gaps in organizational capability before they become critical issues. 

 Organisational Design, change management and culture 

• Providing guidance on business unit restructures, organisational redesign initiatives, and major change management initiatives.  
• Working with senior leaders to structure teams effectively for scalability, agility, and performance while navigating different organisational cultures and regional business requirements. 
• Play a critical role in maintaining organisational culture and engagement across geographically dispersed teams who work in a remote environment. 

 Learning & Development Strategy 

• Identify upskilling needs, develop leadership capability programs, and ensure talent readiness initiatives address workforce development and talent priorities.  
• Build training and capability programs that align with training needs analysis. 

Knowledge and Skills 

• Substantial generalist HR expertise  
• Genuine business acumen 
• Expert-level knowledge of employment law, labour regulations, and compliance requirements across the jurisdictions we operate in.  
• Proven track record of implementing HR initiatives that drove busin