HR People Partner

Job Information

Position Summary: 

The HRPP is responsible for the implementation of Human Resource strategies for his/her business unit across EMEA. Provides a broad range of Human Resources strategies & solutions to support the goals and objectives. 
Increase credibility with our partners & employees. Increase the capacity to impact and add value to the business. Is a partner for people in his/her area of responsibility. 
Is responsible for all the people cycle management for the assigned function/s (Planning, attracting, Developing, Retaining & Transitioning) for increasing Organizational performance.

Role & Responsibility

• The HRPP is responsible for aligning the HR initiatives and providing HR functional leadership, solutions, and strategies to support business strategies and goals.
• Promote initiatives to support a dynamic and competitive business environment, which is an essential part of organizational development.
• Engages with function heads and is responsible for the management of the full people cycle for the assigned function/s (Planning, attracting, Developing, Retaining & Transitioning) with the objective to increase Organizational performance:

1. Planning, the planning is comprised of:
   - Understanding the organizational/business strategy
   - Workforce Strategic Plan.
2. Attracting:
   - Providing feedback and cooperating with the Employer Branding  for developing and continuously improving the Employee Value Proposition (EVP)
   - Working with the Talent Acquisition team for covering the actual and future needs of the right people at the right time with the right Skills and the right cost (we talk about internal & external sourcing).
   - Collaborate with Comp & Ben, to have the appropriate Comp & Ben level for the different functions and markers
3. People Development, in cooperation with the Talent Development Manager, being focused on supporting or managing:
   - Development plans.
   - Identification of High & Low performers. Development Plans.
   - Identification of  people for participation in Mentoring, Coaching, MBA,.. programs.
   - Succession Planning 
4. Retaining:
   - Provides feedback to the C&B for building strategies, programs, solutions, .... to support recognition and rewarding of employees linked with performance, high potentials, as well as critical and highly specialized roles.
   - Retaining is also connected with EVP & Culture and people development, the other key element is the Compensation & Benefits Strategy
5. Transitioning, managing Internal transfers, retirement, terminations, leavers, ....
6. Employee Relations:
   - Provides guidance and counsel to employees and supervisors relative to HR policies, programs, and processes to ensure that they are respected.
   - Supports managers in staff relations
   - Provides inputs to the HR Site Managers for the negotiations of Labor Agreements.
   - Handles employee’s complaints / Grievances (ie harassment, bullying) getting advice from the HR site Manager to ensure prompt actions and resolutions

Job Requirement

• Bachelor's in Human Resources
• Minimum of 5 years as HRPPs, including a good overview of all HR activities.
• Good business acumen, understanding how the business agenda drives people imperatives and future organizational needs
• Good organizational & strategical skills
• Strong Customer Orientation
• Excellent interpersonal skills; engages and builds effective relationships across the organization, flexible mindset
• High levels of resourcefulness, influence, and execution skills (strategy through implementation)
• Ability to balance the strategic with the practical with strong implementation and drive for execution.
• Excellent interpersonal, teamwork, and presentation skills, in addition to strategic and tactical communication skills.
• Proven skills working across country borders with the proper understanding and respect for cultural differenceDemonstrated experience working successfully in a matrix environment, achieving buy-in through relationship building and influence.
• Proven success in leading change initiatives.
• Action-oriented with a focus on results.
• The capacity to say no to initiatives or ideas that fall outside the company values’ parameters.