HR Manager & Business Partner

At Cadence, we hire and develop leaders and innovators who want to make an impact on the world of technology.

exp : 12+yrs Job Summary

• Lead the cultural Integration of the newly acquired company with Cadence including but not limited to alignment of policies, processes, systems, compensation and Benefits etc.
• Play a pivotal role in advising Cadence HR on the smooth and seamless integration.
• Advisor to business unit(s)employees and management with primary focus on implementation of organizational changes and rolling out and supporting COE-driven programs including resource and talent planning, employee development, performance and reward, employee engagement.
• Advises local managers on retention, employee relations and other people related solutions.
• May participate in global HR initiatives and may take the lead on designated HR projects within the business unit(s)
• Effectively collaborate with HR colleagues globally to share best practices, resolve business issues, and implement HR programs and processes.
• Good understanding of state labor laws and other statutory compliances.

Organization Design

• Works to understand different stakeholder needs and partners in the development and execution of recommendations to help improve organizational deficiencies.
• Understands company policies/procedures.
• Works with employees and managers to ensure policies and procedures are followed.

Resourcing and Talent planning

• Understands the business unit’s staffing goals and may coordinate with recruiter(s)and business unit to support the achievement of business unit staffing goals.

Employee Development

• Identifies specific employee development needs and advises managers on solutions Implements/delivers identified solutions.

Programs and Process Management

• Understands HR programs/processes; advises business unit(s) management and employees on timelines and process; tracks progress and follow-ups to ensure deadlines are met.
• May partner with training.

Culture Engagement/driving Culture.

• Responds to specific engagement challenges and advises managers on individual solutions.

Employee Relations

• May be first point of contact for advice on individual employee relations issues.
• Advises managers on handling individual employee relation challenges and conflicts in line with local legislation and Cadence HR policies.

Regional –Ensures that policies, practices, and benefits are communicated and understood on the site

Education : MBA or equivalent

Exp : 12+yrs or relav

Job Summary

• Lead the cultural Integration of the newly acquired company with Cadence including but not limited to alignment of policies, processes, systems, compensation and Benefits etc.
• Play a pivotal role in advising Cadence HR on the smooth and seamless integration.
• Advisor to business unit(s)employees and management with primary focus on implementation of organizational changes and rolling out and supporting COE-driven programs including resource and talent planning, employee development, performance and reward, employee engagement.
• Advises local managers on retention, employee relations and other people related solutions.
• May participate in global HR initiatives and may take the lead on designated HR projects within the business unit(s)
• Effectively collaborate with HR colleagues globally to share best practices, resolve business issues, and implement HR programs and processes.
• Good understanding of state labor laws and other statutory compliances.

Organization Design

• Works to understand different stakeholder needs and partners in the development and execution of recommendations to help improve organizational deficiencies.
• Understands company policies/procedures.
• Works with employees and managers to ensure policies and procedures are followed.

Resourcing and Talent planning

• Understands the business unit’s staffing goals and may coordinate with recruiter(s)and business unit to support the achievement of business unit staffing goals.

Employee Development

• Identifies specific employee development needs and advises managers on solutions Implements/delivers identified solutions.

Programs and Process Management

• Understands HR programs/processes; advises business unit(s) management and employees on timelines and process; tracks progress and follow-ups to ensure deadlines are met.
• May partner with training.

Culture Engagement/driving Culture.

• Responds to specific engagement challenges and advises managers on individual solutions.

Employee Relations

• May be first point of contact for advice on individual employee relations issues.
• Advises managers on handling individual employee relation challenges and conflicts in line with local legislation and Cadence HR policies.

Regional –Ensures that policies, practices, and benefits are communicated and understood on the site

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