People & Culture (HR) Manager

Job Summary

Required Qualifications

• •Experience as an experienced P&C generalist
• •Comfortable advising leaders and managers
• •Managing employee relations matters
• •Improving processes
• •Reviewing data
• •Implementing global P&C initiatives
• •Ensuring essential day-to-day P&C activities are delivered effectively
• •Acting as the principal P&C partner to local leadership and management teams
• •Taking ownership of substantive P&C responsibilities
• •Managing and developing the P&C Assistant & Office Manager
• •Building knowledge and expanding advisory responsibilities
• •Having overall oversight of office management
• •Acting as the Bulgarian implementation lead for significant global P&C programmes
• •Translating global frameworks into effective local practices
• •Driving manager adoption
• •Providing local insight during programme design and implementation
• •Providing expert advice on Bulgarian employment law and local employment practices
• •Ensuring local policies, processes and employment practices meet statutory requirements
• •Aligning with the global P&C framework
• •Leading employee relations matters including performance, conduct, grievances, disciplinary processes, sickness absence, workplace conflict and termination
• •Managing cases fairly, consistently and with appropriate documentation, judgement and sensitivity
• •Supporting managers in addressing concerns promptly
• •Monitoring legislative developments
• •Recommending required changes to contracts, policies, processes or working practices
• •Maintaining accurate case records
• •Ensuring the local operation remains compliant and audit ready
• •Overseeing the complete employee lifecycle
• •Ensuring employment documentation, P&C records and employee data are accurate, complete and maintained within required timescales
• •Overseeing payroll inputs and employee changes
• •Reviewing material payroll changes, bonus calculations and supporting documentation
• •Ensuring leave and absence are administered consistently in accordance with local law and company policy
• •Strengthening local P&C processes, controls and service standards
• •Identifying opportunities to simplify, standardise or automate routine processes
• •Maintaining appropriate controls
• •Leading local performance-management processes
• •Coaching managers to handle feedback and underperformance promptly, fairly and constructively
• •Leading or supporting local talent reviews, succession planning and the identification of critical roles and single points of failure
• •Partnering with leaders to assess current and future workforce capability
• •Supporting the consistent application of the company's global job architecture
• •Identifying development requirements
• •Supporting the implementation of manager and employee development pathways
• •Partnering with Talent Acquisition on workforce planning, priority roles and recruitment requirements
• •Using workforce data to inform decisions concerning capability, retention, organisational health and investment
• •Ensuring the global job architecture is understood and consistently applied across recruitment, role design, career progression, compensation, performance and workforce planning
• •Leading local annual performance and salary-review processes
• •Ensuring manager recommendations are evidence-based, appropriately calibrated and completed within the global timetable
• •Using engagement, performance, compensation and workforce data collectively to identify organisational risks, capability priorities and appropriate interventions
• •Acting as the accountable Bulgarian P&C lead for the implementation, adoption and ongoing effectiveness of global P&C programmes
• •Translating global frameworks into locally compliant and practical processes
• •Ensuring alignment with Bulgarian employment law and operational requirements
• •Leading the local implementation of the company's job architecture
• •Ensuring roles, levels and job families are applied consistently
• •Leading the local implementation of employee engagement, performance management, probation, performance improvement, compensation benchmarking and annual salary-review processes
• •Ensuring local employee, organisational, compensation and performance data is accurate and appropriately maintained within relevant P&C systems
• •Building manager understanding and capability through clear communication, training, coaching and practical guidance
• •Reviewing sensitive, complex or disputed matters relating to performance ratings, promotion, salary positioning, job levelling or employee feedback
• •Monitoring local participation, completion, adoption and quality
• •Intervening where managers do not meet agreed expectations
• •Identifying local trends, risks, inconsistencies and capability gaps
• •Agreeing appropriate action with local leaders and the Chief People Officer
• •Allocating suitable implementation and first-line support responsibilities to the P&C Assistant
• •Providing appropriate training, supervision and quality assurance
• •Gathering local feedback and contributing recommendations to the continued improvement of global frameworks and systems
• •Supporting the development of a positive, inclusive, accountable and high-performing environment
• •Leading the local implementation of employee engagement, company values, culture initiatives and leadership expectations
• •Reviewing employee feedback and engagement data
• •Agreeing meaningful actions with local leaders
• •Promoting effective communication
• •Ensuring employees understand significant organisational and P&C changes
• •Providing employees with a credible and trusted route through which to raise concerns
• •Partnering with the P&C Assistant on local events, employee initiatives and workplace experience
• •Providing clear leadership, objectives and ongoing support to the P&C Assistant
• •Establishing a 12+ month development plan
• •Providing consistent coaching, case supervision, constructive feedback and practical learning opportunities
• •Creating opportunities for the Assistant to shadow employee meetings and contribute to global projects
• •Defining matters the Assistant can manage independently
• •Reviewing advice and case documentation until the required competence and judgement have been demonstrated
• •Gradually delegating appropriate advisory responsibilities
• •Conducting formal capability reviews
• •Maintaining high standards of employee-data accuracy and completeness
• •Producing and interpreting reporting covering headcount, turnover, absence, recruitment, performance and employee relations
• •Using Excel and other reporting tools to analyse trends and provide clear insights to leaders
• •Supporting HRIS implementation, testing, data validation and manager and employee adoption
• •Ensuring employee information is handled securely and in accordance with GDPR and local data-protection requirements
• •Maintaining accurate organisational structures and workforce information
• •Providing overall oversight of the Bulgarian office-management function in Sofia and Plovdiv
• •Ensuring the workplace supports employee wellbeing, productivity and a positive employee experience