Description At Pearson, we’re committed to a world that’s always learning and to our talented team who makes it all possible. From bringing lectures vividly to life to turning textbooks into laptop lessons, we are always re-examining the way people learn best, whether it’s one child in our own backyard or an education community across the globe. We are bold thinkers and standout innovators who motivate each other to explore new frontiers in an environment that supports and inspires us to always be better. By pushing the boundaries of technology — and each other to surpass these boundaries — we create seeds of learning that become the catalyst for the world’s innovations, personal and global, large and small. Pearson is an Equal Opportunity and Affirmative Action Employer and a member of E-Verify. All qualified applicants, including minorities, women, protected veterans, and individuals with disabilities are encouraged to apply. Overview HR Generalist provides specialist Employee Relations support and guidance under the direction of the HR Team Leader HUB. Main activities/responsibilities Service Delivery:   • Partners with other Hub HR Generalists (as required) to deliver key service delivery initiatives and programs for assigned BU. These programs include, but are not limited to: reorganisation/RIF,   • Organise any appropriate program component (e.g. meeting logistics for a large multi-BU RIF) Employee Relations:   • In consultation with HR Team Leader, investigates ER cases thru resolution. Responsible for the timely recording, documentation and resolution of ER cases.   • Coach managers and employees on Performance Management matters   • Provides consultation and advice to local line managers on a broad range of HR topics including but not limited to: off-cycle salary adjustments, local employee engagement/morale and other emergent issues   • Supporting local onboarding and offboarding in conjunction with PPS as required (e.g. acting as authorized I-9 agent, escalation from PPS of questions from leavers, etc)   • Handling local emergent issues (serving on local Incident Mgmt teams, etc) Performance Management:   • Coach and support managers with all performance management matters, such as Performance Improvement Plans (PIP) and ongoing performance feedback   • Identify trends and escalate HR Team Leader; follow-up with further analysis, as appropriate Qualifications, experience and person specification   • Relationship Management with HR Team Leaders and other Hub HR Generalists to ensure a coordinated result with regard to Pan-BU initiatives and well planned and executed service delivery to meet individual BU service needs   • Consultative and Influence skills to appropriately support SDD / Team Leader leadership team to fulfil business requirements   • Strong Employee Relations experience, not limited to performance improvement` plans, investigations, conflict resolution, and coaching. Understanding of US employment law.   • HR experience and a good working knowledge of programs such as talent cycle, performance assessment cycle, engagement survey, exit interview reporting, recruitment reporting, etc.   • Ability to collaborate successfully across Hub teams   • Experience of successfully partnering with HR Business Partners   • Experience of successfully partnering with line managers   • Analytics - Analysis and critical thinking that allows us to make informed business decisions with confidence.   • Role models Pearson values; Brave, Imaginative, Decent, Accountable Capabilities: Influences Without Authority   • Conveys messages and clear outcomes to diverse audiences using the most effective channels in an easily understood, convincing and actionable manner.   • Identifies stakeholders, seeks input and actively listens to build support and identify best solutions. Builds Relationships   • Creates relationships with peers quickly and confidently, building trust and win-win partnerships.   • Proactively networks with other teams to discuss common issues and share knowledge. Outcomes-oriented   • Differentiates between outputs and outcomes, working with a focus on achieving desired outcomes.   • Understands the intended outcomes of own work and how they contribute to Pearson’s broader objectives. Performance Management   • Establishes clear goals and performance assessment frameworks for managers and employees   • Supports line managers and employees on their own and their team's performance issues   • Ensures robust data is in place to support goal reviews and encourages differentiation of employee feedback / rating Talent Management   • Applies Talent principles to coach and advise managers on rating potential of individuals in Performance Dialogue.   • Applies Pearson’s talent principles in other key HR activities such as recruitment and selection.   • Supports talent reviews and succession planning.