We are Progress (Nasdaq: PRGS) - the trusted provider of software that enables our customers to develop, deploy and manage responsible, AI-powered applications and experiences with agility and ease.We’re proud to have a diverse, global team where we value the individual and enrich our culture by considering varied perspectives because we believe people power progress. Join us as an Senior Manager , HRBP and help us do what we do best: propelling business forward. Key Responsibilities: Provides leadership to managers and/or professional employees in multiple related disciplinesAccountable for the performance and results of multiple related teams and/or professionalsDevelop plans for area of responsibility, including business, production and/or organizational prioritiesDecision-making is guided by area objectivesEffective communication: Effectively communicates complex/difficult/sensitive information/concepts, anticipates potential areas of objection or friction; influences stakeholders at all levels of the organization; agent for change management.Listens actively to understand the specific situation of every case, requests the magnitude of the problem and root causeProject management and process design: Master’s in project management and process design defines that appropriate steps. Leads, develops and coaches the team leading project.Consulting and Facilitation: Coaches, mentors, rephrases (mirrors), provide feedback effectively, able to define the proper tool to use based on the situation and the audience.Able to facilitate workshops / sessions with diverse audiences and stakeholders. Excellent presentation skills Teamwork and culture: Creates respectful and collaborative team culture, acts as a role model and implements initiatives that support a collaborative mindset and Progress DNA.Regional/Country/Site Success Partner with Global BPs, fellow Regional BPs, COEs and local managers, leaders, etc. to execute HR programs, initiatives, etc. for business divisions within the region. These are most often characterized by a high level of complexity, numerous teams, and a deep organizational structure.Act as the subject matter expert on local/country/regional labor lawLead regular connects with local leadership team Lead regular connections between G&A functions responsible for the site/country/regionSupport Marketing with “best employer” surveys by delivering data needed to drive these surveys and in other ways as requestedFor Regional BPs designated as the HR site leader, carry out any additional responsibilities.Employee Engagement & Support Identify needs, make recommendations and execute training for local populations. Support the Organizational Effectiveness team and other COEs by delivering training rollouts.Review and analyze regional and country-level employee engagement results. Prepare country/regional reports, share with local leadership/management.Collaborate with local leadership and G&A functions to develop and execute action. Support leaders in driving progress and accountability.Own and execute remote work and relocation requests, leveraging existing processesManager Effectiveness Deliver New Manager Orientation and, upon request, New Manager Assimilation. Work with the Organizational Effectiveness team to update content based on local legislation and cultural nuances.Advise and support managers and employees through performance management program execution (Amplify Snapshots and Amplify quarterly check-ins)Advise and support line managers on managing under performance in assigned countriesAct as the knowledge resource and advisor to managers during the annual merit cycle, twice yearly promotion cycle and ad hoc requestsConsult with and guide managers on employee probation period end-dates (following automated Workday notification)Employee Relations Act as the primary point of contact for employee relations issues, providing guidance and support to managers and employees on policies, procedures, and conflict resolution. Consult, collaborate and inform Legal, Internal Audit when needed. Engage Strategic HRBP on matters relating to C-staff or C-staff directs for context, as well as collaboration and communication throughout.Handle all voluntary and involuntary offboarding responsibilities in cooperation with the HR Operations teamSupport Legal team on legal claims brought by active and former employeesMergers & Acquisitions Play a key role in all aspects of the M&A lifecycle. This represents a wide range of responsibilities, from review of the target company's HR-related documents and practices, to understanding and preparing for immigration cases, to offers and terminations, to onboarding and integration.HR Organizational ExcellenceIdentify areas for process and program improvements, drive improvement in areas owned by the BP team and/or provide feedback to the owning team; participate in improvement solutioning, when needed, in cooperation with OperationsIf this sounds like you and fits your experience and career goals, we’d be happy to chat. What we offer in return is the opportunity to experience a great company culture with wonderful colleagues to learn from and collaborate with and also to enjoy: Compensation Competitive remuneration packageEmployee Stock Purchase Plan Enrolment Vacation, Family, and Health 30 days of earned leaveAn extra day off for your birthdayVarious other leaves like marriage leave, casual leave, maternity, and paternity leavePremium Group Medical Insurance for employees and five dependents, personal accident insurance coverage, life insurance coverageProfessional development reimbursement Interest subsidy on loans - either vehicle or personal loansHealth Club reimbursement