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About the Role  

We are recharging how HR delivers impact at NetApp.  

As an Individual Contributor within the People Consultant (PC) function, you will play a critical role in shaping and delivering global capability at the center of our next generation HR Operating model. This team is designed to elevate manager effectiveness, strengthen employee experience, and support a high achievement culture.  

This is a unique opportunity to help build and scale a new global function, contributing directly to business performance by enabling better people decisions and delivering high impact, employee and manager facing solutions.  

About the People Consultant Team  

The People Consultant team is chartered to empower and enable people managers through targeted coaching, proactively resolve employee relations risks, and seamlessly execute critical HR programs to foster a high-performing, compliant, and supportive workplace. Responsibilities include:  

• Elevate manager decision quality through expert coaching, performance management guidance, and real-time advisory on complex employee situations.
• Translate case insights into scalable solutions, working with the HR Leadership team to identify systemic gaps and drive improvements in policies, tools, training, and HR programs.  
• Act as a critical feedback loop for the business, surfacing trends and insights that inform Talent, HR, and business strategy.

What you'll do? 

Trusted Advisory & Coaching: Engage as a trusted advisor to coach managers and employees on sensitive work-related issues, including performance management, conflict resolution, and the interpretation of company policy, culture, and values. 

Employee Relations: Triage and support managers and employees resolve issues that do not require formal investigation but are barriers, pose concern to morale or company culture. Work with legal on formal investigation close-outs to ensure that coaching and actions are completed in an effective and timely manner.  

Employee & Performance Management: Assist managers to navigate underperformance including effective documented coaching, drafting managing performance improvement plans, balancing speed, compliance, fairness, employee experience and business needs. 

HR Operations & Collaboration: Work closely with the HR Operations team to implement specific HR processes and transactions, supporting both complex employee and manager-generated requests. 

Cross-Functional Projects: Complete ad-hoc projects, as needed alongside cross-functional HR/Partner teams, occasionally taking the lead on specific projects/programs. 

Relationship Management: Establish, build, and maintain strong professional relationships with various business groups, including employees, people leaders, HR, and Legal. 

Basic Qualifications 

• Experience: 5+ years of relevant experience working in an employee relations, HR generalist, or HR business partner (HRBP) role. 
• Issue Resolution: Proven ability to make recommendations and help resolve complex, unique, and highly sensitive employment-related issues. 

Other Qualifications 

• Legal & Compliance Expertise: Excellent, demonstrable knowledge of current employment law, relevant employment standards, legislation, and best practices in Employee Relations policies, principles, and procedures. 
• Stakeholder Management: Able to advise a wide range of stakeholders on Employee Relations issues, effectively balancing legal compliance with overarching business needs. 
• Influencing Skills: Demonstrate effective influencing skills to provide swift resolution to complex and highly sensitive employee matters. 
• Collaborative & Independent: Ability to work autonomously while also being an active part of a team environment. Proven success in developing strong professional relationships with peers, managers, executives, and cross-functional teams. 
• Judgment & Decision Making: Ability to use sound judgment to problem-solve, make high-stakes decisions, and involve the necessary individuals at the appropriate time. 
• Champions Culture: Champions a high-performance culture by holding leaders accountable, reinforcing clear standards, and ensuring talent practices enable sustained business impact.