Job Opportunities API

*This position is fully remote/home based. Applications will be accepted from candidates based in the UK and the following US states: FL, IL, MA, MD, NY, PA, TX, VA. Role Summary PLOS is a nonprofit organization on a mission to drive open science forward with measurable, meaningful changes 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 but will concentrate on the United States. The role will be aligning HR initiatives with business objectives while managing the complexities of operating in different legal, cultural, and regulatory environments. As some of the workforce in the US is unionized (The Pacific Media Workers Guild affiliated to NewsGuild-CWA) this role requires an ability to manage and maintain our relationship with the Union. This position bridges business strategy with people management across multiple countries (Currently US, UK, Germany and Singapore) working to improve the business partnering model at PLOS alongside another Global People Business Partner based in the UK. 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 localized people strategies and plans that account for any regional or departmental differences. Multi-country compliance & employment law Maintaining expert-level knowledge of US employment law, labor regulations, and compliance requirements is critical as well as a working knowledge across the other jurisdictions we operate in. Ensuring handbooks, policies and procedures comply with local labor laws in each US State we operate in. Providing employment law guidance to managers and employees. Union Labor relations Proactively manage and maintain positive labor relations by interpreting and applying labor agreements, resolving disputes, and advising on labor-related issues. Collaborate with union representatives to negotiate labor contracts, ensuring fairness and compliance with legal requirements. Understand the organization’s goals and can represent these in union negotiations Assesses risks associated with union issues and offers mitigation options  Conduct investigations and handle grievances, arbitrations, and other labor-related matters Performance management & employee relations (non union) 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. Manage and maintain positive labor relationships. Apply labor agreements, resolve disputes and advise on labor related issues. Talent management and workforce planning Managing talent, including leadership development, and succession planning for assigned business groups and regions. Working closely with hiring managers and Directors to understand current and future resourcing needs, develop workforce plans aligned with business strategy, and ensure talent acquisition is coordinated across multiple countries. Analyzing workforce data and metrics to support data-driven planning decisions and identify gaps in organizational capability before they become critical issues. Organizational design, change management and culture Providing guidance on business unit restructures, organizational redesign initiatives, and major change management