HR Partner, ANZ

Human Resources

| Contractor

| Job Id: 19497

ExperiencedWhy Join Us?

As the world’s leading vendor of Cyber Security, facing the most sophisticated threats and attacks, we’ve assembled a global team of the most driven, creative and innovative people. At Check Point, our employees are redefining the security landscape by meeting our customers’ real-time needs and providing our cutting-edge technologies and services to an ever-growing customer base.If you want to be part of the fascinating and fast growing Cyber Security industry, where your unique talent and value will be recognized, join us now and become a part of the success story that secures tens of thousands of organizations of all sizes around the globe.Key Responsibilities

About the RoleWe are looking for a HR Partner to manage the entire employee life cycle in Australia and New Zealand (ANZ) region. In this key role, you will have the opportunity to collaborate with our business leaders in building the talent acquisition and employee development strategy. Working in a matrix environment, you will influence and execute HR initiatives to support the organization growth and transformation, making sure that our market share in the local cybersecurity landscape keeps growing. If you are an agile individual with a collaborative mindset; someone who places our internal and external customers at the center of all of we do, we want you on our sideMajor ResponsibilitiesMain responsibilities will include:Act as a trusted advisor to the business in all HR related matters within ANZMain point of contact for managing the full employee life cycle from recruitment to the full spectrum of Human resource operations.Provides talent acquisition strategies (from identifying to attracting the right talents); HR policy guidance and interpretation as well as designing and implementing relevant HR programs to promote employee development, retention and DEIProvides HR policy guidance and interpretationManage and resolve employee relations mattersMaintains in-depth knowledge of legal requirements related to day-to-day management of employees and partner with the legal department as and when requiredPartner and support the Managers on business transformation, workforce planning, performance management and succession planningWork with Learning Team to promote reskilling and upskilling of workforcePromote company’s reputation as “great place to work”Qualifications

Desired Background:3-5 years of relevant HR Recruitment / Partnering / Generalist experienceGood understanding of ANZ employment laws and regulationsExperience working in supporting sales organization in IT industry would be a plusDemonstrated ability to effectively resolve employee issues and stakeholder managementAbility to learn new technology, work independently and in a team in a dynamic environmentAbility to navigate ambiguity and constant change, yet able to set priorities and deliver to commitments against a defined strategyWhat you'll get in return:Exposure to exciting and award-winning technologies in the Cyber Security industryOpportunity to fulfill your potential by rolling out creative ideas and projectsWork with and build a long-lasting relationship with a team of brilliant peopleIf this sounds like an ideal role for you then why wait? Apply nowApply for this Position

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for recruitment purposes.Please confirmVoluntary Self-Identification of Post-Offer Protected Veterans

1)This company is a Government contractor subject to the Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended by the Jobs for Veterans Act of 2002, 38 U.S.C. 4212 (VEVRAA),which requires Government contractors to take affirmative action to employ and advance in employment: (1) disabled veterans; (2) recently separated veterans; (3) active duty wartime or campaign badge veterans; and (4) Armed Forces service medal veterans.These classifications are defined as follows:A "disabled veteran" is one of the following:

a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation)under laws administered by the Secretary of Veterans Affairs;

ora person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval, or air service during a war, or in a campaign or expedition for whicha campaign badge has been authorized under the laws administered by the Department of Defense.An "Armed Forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval, or air service, participated in a United States military operation for whichan Armed Forces service medal was awarded pursuant to Executive Order 12985.Protected veterans may have additional rights under USERRA - the Uniformed Services Employment and Reemployment Rights Act.In particular, if you were absent from employment to perform service in the uniformed service, you may be entitled to be reemployedby your employer in the position you would have obtained with reasonable certainty if not for the absence due to service.For more information, call the U.S. Department of Labor's Veterans Employment and Training Service (VETS), toll free, at

1-866-4-USA-DOL .2)As a Government contractor subject to VEVRAA, we are required to submit a report to the United States Department of Labor each year identifying the numberof our employees belonging to each specified "protected veteran" category.If you believe you belong to any of the categories of protected veterans listed above, please indicate by checking the appropriate box below.If you are a disabled veteran it would assist us if you tell us whether there are accommodations we could make that would enable you to perform the essentialfunctions of the job, including special equipment, changes in the physical layout of the job, changes in the way the job is customarily performed, provisionof personal assistance services or other accommodations for your disability.3)Submission of this information is voluntary and refusal to provide it will not subject you to any adverse treatment.The information provided will be used only in ways that are not inconsistent with the Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended.4)The information you submit will be kept confidential, except that (i) supervisors and managers may be informed regarding restrictions on the work or duties ofdisabled veterans, and regarding necessary accommodations; (ii) first aid and safety personnel may be informed, when and to the extent appropriate, if you havea condition that might require emergency treatment; and (iii) Government officials engaged in enforcing laws administered by the Office of Federal ContractCompliance Programs, or enforcing the Americans with Disabilities Act, may be informed.5)Check Point has prepared an Affirmative Action Program to implement the affirmative action provisions of the Vietnam Era Veterans' Readjustment AssistanceAct of 1974, as amended. It is our policy to base all employment decisions on the principles of equal employment opportunity, and to take affirmative to employand advance in employment protected veterans. The company will ensure that its human resources programs are administered without regard to an individual's statusas a protected veteran, and that employment decisions are based on valid job requirements. As appropriate the Company will make a reasonable accommodation tothe known physical or mental limitations of an otherwise qualified disabled veteran unless we can show that the accommodation would impose an undue hardship onthe operation of our business. We will also ensure that employees and applicants will not be subjected to harassment of any kind because of their status as aprotected veteran. Information on the Veterans Affirmative Action Program is available for review by employees and applicants in the office of our EEO Official,Fiona Nguyen - HR Partner, during our regular business hours of 9:00 a.m. to 5:00 p.m.Voluntary Self-Identification of Disability - Form CC-305

Why are you being asked to complete this form?

Because we do business with the government, we must reach out to, hire, and provide equal opportunity to qualified people with disabilities. *To help us measure how well we are doing, we are asking you to tell us if you have a disability or if you ever had a disability.Completing this form is voluntary, but we hope that you will choose to fill it out.If you are applying for a job, any answer you give will be kept private and will not be used against you in any way.If you already work for us, your answer will not be used against you in any way.Because a person may become disabled at any time, we are required to ask all of our employees to update their information every five years.You may voluntarily self-identify as having a disability on this form without fear of any punishment because you did not identify as having a disability earlier.How do I know if I have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.Disabilities include, but are not limited to:BlindnessDeafnessCancerDiabetesEpilepsyAutismCerebral palsyHIV/AIDSBipolar disorderMultiple sclerosis (MS)Missing limbs or partially missing limbsPost-traumatic stress disorder (PTSD)Impairments requiring the use of a wheelchairIntellectual disability (previously called mental retardation)Reasonable Accommodation Notice

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities.Please tell us if you require a reasonable accommodation to apply for a job or to perform your job.Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.Voluntary Self-Identification of Disability* Section 503 of the Rehabilitation Act of 1973, as amended.For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number.This survey should take about 5 minutes to complete.

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