• Act as a thought partner to functional leaders and team managers; align people strategy to business priorities and operating model. • Lead quarterly people reviews on organizational health, capability, risks, and priorities. • Coach managers on performance, feedback, development, difficult conversations, conflict resolution, and change readiness. • Design and deliver bi-monthly manager enablement (toolkits, playbooks, rituals). • Own the performance cycle (goal setting, calibration, PIPs) and talent processes (succession, HiPo identification, development plans). • Partner on workforce planning (skills, capacity, org structure, spans/layers) and compensation/levelling inputs with Talent/People Ops/Finance. • Run engagement rhythms (surveys, pulses, listening loops, onboarding experience, team effectiveness sessions) with leader-owned action plans. • Improve clarity and ways of working (operating principles, RACI/decision frameworks, role clarity). • Serve as an escalation point for employee issues; manage employer cases (investigations, corrective actions, PIPs) in partnership with Legal as needed. • Interpret and apply People policies consistently; ensure compliance with regional labor laws via People Ops/Legal. • Manage offboarding (voluntary/involuntary) end-to-end, ensuring respectful, compliant processes and actionable exit insights. • Analyze engagement, performance, and workforce data; spot trends, risks, and opportunities; benchmark where relevant. • Build simple, usable dashboards and concise leadership reports in collaboration with People Ops. • Support org/team level change: stakeholder mapping, leader readiness, comms planning, risk assessment, and post change reinforcement. • Partner with Internal Comms on clear, audience-appropriate messaging and leader toolkits. • Champion ABBYY’s values; foster an inclusive, high-performance environment. • Co-design and continuously improve scalable frameworks, policies, and tools across the People lifecycle with People Ops/L&D/Comms.