About Global Water Solutions

Global Water Solutions (GWS) is a leading global manufacturer of pressure tanks and water enhancement products, committed to providing clean, safe and accessible water around the world.

Operating across multiple countries, GWS is committed to building a capable, engaged and high performing workforce through effective leadership, employee development, fair performance management and consistent people practices.

We are seeking an analytical, commercially aware and people focused HR professional to join our Global Human Resources team in Hosur, Tamil Nadu, India.

This role will have primary responsibility for Global Performance Management, Learning and Development, Career and Succession Planning, Employee Development and Global Employee Relations.

The successful candidate will combine strong HR judgement with excellent data analysis, advanced Excel skills, programme management capability and the confidence to advise managers on performance, development, employee relations and organisational effectiveness.

The role will also contribute to bonus and reward analysis, annual salary review processes and global HR projects, ensuring that performance data and employee development initiatives support GWS's business objectives.

As part of a small, collaborative HR team, the successful candidate will also provide backup support for Talent Acquisition and Global Payroll & HR Operations when required.

The Role The Global Performance, Learning & Employee Relations Specialist will design, coordinate, analyse and continuously improve the processes used to evaluate employee performance, identify development needs, strengthen leadership capability and support career progression across GWS.

A key responsibility will be ensuring that learning and development activities are linked to job requirements, performance reviews, competency gaps, business priorities and future workforce needs.

The role will maintain a global training skills matrix, analyse training effectiveness, coordinate learning initiatives and manage training budgets.

It will also provide global support for employee relations matters, including grievances, disciplinary processes, performance improvement plans, workplace concerns and the consistent application of HR policies, in consultation with the Senior Global People Strategy Manager and relevant local HR colleagues.

The successful candidate must be comfortable working with sensitive information, advising managers objectively and translating employee data into meaningful recommendations.

Key Responsibilities

Global Performance Management (Primary Responsibility)

- Coordinate the global performance management cycle, including annual and periodic performance reviews, probation reviews, goal setting, assessment deadlines and completion tracking.
- Maintain the performance management framework, documentation, templates, guidance and supporting procedures.
- Work with managers to establish clear performance objectives aligned with job requirements, business targets and organisational priorities.
- Support the consistent application of performance ratings and assessment criteria across subsidiaries.
- Analyse performance review outcomes to identify high performers, development needs, performance gaps and recurring organisational issues.
- Provide guidance to managers on performance conversations, objective setting, feedback, improvement plans and follow up actions.
- Coordinate Personal Improvement Plans or Performance Improvement Plans (PIPs), ensuring that objectives, measures, support,review dates and outcomes are properly documented.
- Monitor improvement plans and follow up with managers to ensure that agreed actions are completed.
- Identify trends in performance results and recommend targeted interventions, learning initiatives or management support.
- Support the development of a culture of accountability, constructive feedback, continuous improvement and professional growth.
- Prepare management reports on performance outcomes, completion rates, rating distributions and development priorities.
- Work with the Talent Acquisition Specialist and Global HR Administrator to ensure that performance related information used for appointment decisions, salary reviews and bonus calculations is communicated accurately.

Learning & Development Strategy
- Coordinate the global learning and development programme in alignment with GWS's business strategy, workforce priorities and organisational capability requirements.
- Review training needs across all employees, considering performance assessments, manager feedback, competency gaps, job requirements, regulatory obligations and future business needs.
- Develop and maintain a structured annual learning and development plan.
- Identify appropriate learning solutions, including internal training, external courses, technical training, online learning, coaching, mentoring and on-the-job development.
- Work with managers to establish development objectives and ensure that training activities address identified business and employee needs.
- Coordinate training providers, internal subject matter experts, learning platforms and training schedules.
- Monitor participation, completion rates, employee feedback and learning outcomes.
- Evaluate whether training activities improve employee capability, job performance and operational effectiveness.
- Recommend improvements to learning methods, course content, delivery approaches and training investments.
- Promote a culture of continuous learning and encourage employees to take ownership of their career development.
- Ensure that training records are maintained accurately in BambooHR or other designated systems.

Training Skills Matrix, Analytics & Budget Management
- Develop, maintain and periodically review a global training and skills matrix covering employees, roles, competencies, required training and completed training.
- Map critical technical, qualified, leadership, compliance and role specific competencies against job requirements.
- Identify skill gaps, mandatory training requirements, expiring certifications and development priorities.




- Work with managers to validate competency requirements and establish measurable training objectives.
- Analyse training data using Excel and other appropriate reporting tools.
- Prepare reports on training hours, participation, expenditure, completion rates, learning effectiveness, outstanding requirements and competency gaps.
- Compile, manage and monitor the annual training budget, including forecast expenditure, actual costs, variances and anticipated future requirements.
- Evaluate the cost effectiveness of training programmes and recommend appropriate allocation of resources.
- Provide data to support manpower planning, succession planning and organisational capability decisions.
- Present training and skills analysis to the Senior Global People Strategy Manager and relevant business stakeholders.
- Maintain reliable supporting documentation for management reporting, audits and annual planning.

AI-Enabled Learning & Training Platforms
- Assist with the evaluation, implementation and ongoing development of AI-enabled learning and training platforms.
- Support the integration of digital learning tools into the global employee development framework.
- Work with internal stakeholders to identify suitable use cases for AI-supported training, personalised learning pathways, skills assessment and learning recommendations.
- Assist with the preparation of training content, platform guidance, implementation plans and employee communications.
- Monitor platform participation, user engagement, learning outcomes and system generated reports.
- Help employees and managers understand and use approved learning technologies effectively.
- Review AI-generated learning recommendations and training outputs for relevance, accuracy and alignment with company requirements.
- Ensure that employee data and confidential information are handled appropriately when using AI tools.
- Recommend improvements to digital learning experiences and training analytics.

Career Development & Succession Planning
- Support the development and maintenance of global career development and succession planning processes.
- Work with managers to identify critical positions, key competencies, potential successors and future capability requirements.
- Assist in identifying high potential employees and suitable development pathways, using objective criteria and documented assessments.
- Develop career development frameworks and support employees in identifying realistic progression opportunities.
- Coordinate individual development plans linked to performance reviews, career aspirations and business requirements.
- Recommend development activities for employees preparing for greater responsibility or specialist roles.
- Support talent review discussions, succession planning meetings and related management reporting.
- Monitor the implementation of development plans and follow up on agreed actions.
- Encourage internal mobility, knowledge sharing and the development of future leaders.
- Maintain appropriate confidentiality when handling succession, potential and career related information.

Coaching, Mentoring & Team Development
- Coordinate coaching and mentoring initiatives across GWS's international subsidiaries.
- Support the establishment of mentoring frameworks, objectives, participant matching and progress reviews.
- Assist managers in developing effective feedback, coaching and employee development skills.
- Promote team building initiatives that strengthen communication, collaboration, trust and cross functional relationships.
- Support leadership development and management capability programmes.
- Identify opportunities to improve teamwork, employee engagement and organisational effectiveness.
- Work with managers to address development needs arising from team assessments, performance reviews and employee feedback.
- Evaluate the effectiveness of coaching, mentoring and team development initiatives.

Global Employee Relations (Core Responsibility)
- Provide global HR support and coordination for employee relations matters across GWS's subsidiaries, in consultation with the Senior Global People Strategy Manager and appropriate local HR representatives.
- Advise managers on the consistent and fair application of company policies, procedures and established employee relations practices.
- Support the handling of employee grievances, disciplinary matters, workplace concerns, interpersonal conflicts and other employee relations issues.
- Coordinate the documentation, investigation process, meeting arrangements, records and follow up actions for employee relations cases.
- Support managers in preparing for formal employee discussions, performance related meetings and disciplinary processes.
- Assist with mediation, conflict resolution and constructive communication where appropriate.
- Ensure employee concerns are handled objectively, promptly, confidentially and with appropriate sensitivity.
- Identify patterns in employee relations cases and recommend preventative measures, management training or policy improvements.
- Support the development, review and communication of global HR policies, procedures and employee guidance.
- Maintain appropriate case records and prepare management reports on case types, trends, outcomes and recurring risks.
- Escalate complex, high risk or legally sensitive cases to the Senior Global People Strategy Manager and obtain appropriate local legal or specialist advice where required.
- Ensure that local employment legislation, consultation requirements and subsidiary specific procedures are considered before action is taken.
- Support initiatives to strengthen employee engagement, workplace culture, fairness and employee wellbeing.

Bonus, Reward & Performance Related Compensation Analysis




- Support annual performance related salary review and bonus processes through accurate data analysis.
- Analyse performance ratings, achievement percentages, eligibility criteria and approved bonus rules to support variable pay calculations.
- Use Excel to calculate or validate performance weighted bonus outcomes and prepare supporting analysis.
- Review proposed performance related increases against internal remuneration principles, approved budgets, relevant market benchmarks and applicable company policies.
- Work with the Global Talent Acquisition Specialist to provide performance and development insights relevant to recruitment, internal progression and compensation decisions.
- Work with the Global HR Administrator to validate salary information, employee eligibility, payroll inputs and final bonus calculation data.
- Identify anomalies, inconsistencies or unusual results and escalate them for review before recommendations are finalised.
- Prepare clear reports showing performance outcomes, proposed increases, bonus distributions and budget implications.
- Ensure that compensation recommendations remain subject to the required approvals and do not exceed delegated authority.

HR Reporting, Excel & Data Analysis

Advanced Microsoft Excel skills are essential.

The successful candidate will be expected to:

- Use complex formulas, nested IF statements, lookups, pivot tables and other relevant Excel functions.
- Analyse large datasets relating to performance, training, skills, employee relations, career development and compensation.
- Prepare dashboards, trend reports and management summaries.
- Reconcile performance and training information across HR systems and spreadsheets.
- Identify patterns, anomalies, development priorities and areas requiring management intervention.
- Validate source data and calculations before sharing information.
- Use approved AI-enabled analytical tools where appropriate, ensuring that outputs are checked for accuracy and confidentiality is maintained.

Shared HR Responsibilities & Backup Support
- Provide backup support for Talent Acquisition, recruitment reporting, onboarding and offboarding activities when required.
- Provide backup support for the Global HR Administrator on designated HR administration, payroll-related data preparation and employee records.
- Assist with annual HR projects, employee surveys, engagement initiatives, policy updates and internal audits.
- Contribute to the continuous improvement and standardisation of global HR processes.
- Support colleagues during periods of absence, high workload or critical project deadlines.
- Maintain professional relationships with managers, employees and HR colleagues across different countries and cultures.

What We Are Looking For

Essential Requirements

- Degree or equivalent qualification in Human Resources, Business Administration, Organisational Psychology or a related discipline.
- Approximately 3–5 years of relevant experience in HR, performance management, learning and development, employee relations or a comparable HR specialist role.
- Practical experience coordinating performance reviews, employee development plans, training programmes or employee relations matters.
- Strong understanding of performance management, coaching, employee development and fair HR practices.
- Experience supporting grievance, disciplinary or workplace relations matters, with the judgement to recognise when specialist advice or escalation is required.
- Advanced Microsoft Excel skills, including nested IF formulas, lookups, pivot tables, data analysis and performance-related calculations.
- Demonstrable ability to analyse data and translate findings into practical recommendations.
- Experience preparing training plans, tracking training completion or identifying development needs.
- Strong written and spoken English.
- Experience with HRIS platforms and employee data management; BambooHR is desirable.
- Excellent organisation, communication, stakeholder management and project coordination skills.
- Ability to handle confidential employee information with discretion.
- Ability to work independently while providing reliable backup support to colleagues across the global HR team.

Desirable Requirements

- Experience in a multinational organisation with multiple subsidiaries.
- Experience developing training skills matrices, competency frameworks or succession plans.
- Experience managing training budgets and analysing learning effectiveness.
- Familiarity with digital learning management systems and AI-enabled training platforms.
- Experience coordinating mentoring, coaching, leadership development or team building programmes.
- Experience analysing employee engagement, retention and employee relations trends.
- Familiarity with reward structures, bonus calculations and annual remuneration review processes.
- Knowledge of employment legislation and employee relations practices across multiple jurisdictions.

Personal Attributes The successful candidate will be analytical, approachable, objective, commercially aware and comfortable dealing with sensitive employee matters.

They will demonstrate strong judgement, integrity, discretion, attention to detail and the confidence to challenge managers constructively where necessary.

They will enjoy developing people, improving organisational capability and using data to support fair, consistent and effective HR decisions.

Working Hours & Flexibility

This is a full-time position based in Hosur, Tamil Nadu, India, with an expectation of eight working hours per day.

Flexible working hours will be required to support international subsidiaries, including occasional early starts or later finishes for meetings, employee discussions, training sessions or global projects.

Where essential activities take place outside the employee's usual working hours, reasonable adjustments to the working day should be agreed with the manager, including an earlier finish where operationally practical.

Why Join GWS?

This role offers the opportunity to shape global employee development, strengthen leadership and performance practices, support fair and consistent employee relations and contribute directly to the long-term capability of an international organisation.

📌 Global Performance, Learning & Employee Relations Specialist (Tamil Nadu)
🏢 Global Water Solutions
📍 Tamil Nadu