HR Business Partner Production

Job Information

The HR Business Partner EMEA (HRBP) supports employees and managers in all aspects of the employee-life cycle in the EMEA region. The HRBP is responsible for aligning the HR initiatives, solutions and strategies with the business strategies and goals, and acts as a trusted advisor in a by supporting and advising on human resources-related activities and projects, including headcount planning, performance management, organizational changes, and talent development.

• Job Purpose: OperatiAonal and strategic partner to Managers and business leaders
• Parent Job Description: Director People Partners EME

Role & Responsibility

Organisational Design (25%)

• Partner with leadership to align workforce planning with long-term business strategy; analyse future skills needs and shape workforce design to support growth and transformation.
• Consult and support Managers, Director and VPs in organisational design and org changes to ensure that the organisational setup reflects the business strategy.
• Lead and support the implementation of organizational changes. 
• Provide thought leadership regarding organizational and people-related strategy and execution.
• Review of job descriptions.

Talent Management (20%)

• Shape talent strategy by identifying critical roles and future leaders; partner with executives to embed succession planning into business strategy; build leadership pipelines that ensure organizational resilience.
• Consult and Support Supervisors and Managers on Performance Management and employee development.
• Lead the succession planning process for the assigned business area and ensure effective follow-up on action items.
• Partner with Learning & Development to work on value-added programs in areas of training, development, career mobility, and job performance.
• Review and calibration of MBO results.

Compensation & Benefits (10%)

• Drive the design and governance of the internal salary structure to ensure fairness, equity, and market competitiveness within the business area, partnering closely with Compensation & Benefits to align with overall HR and organizational strategy.
• Work with C&B to make salary adjustment.
• Conduct merit process for responsible business area.
• Support C&B in job evaluation processes.

Employee Relations (20%)

• Oversee and drive employee disciplinary processes, ensuring fairness, compliance, and alignment with company policies, in close collaboration with Country HR Operations
• Support Managers in disciplinary processes and advise them of the options provided by labour law.
• Handle employee’s complaints / Grievances (i.e. harassment, bullying) and ensure prompt actions and resolutions.
• Manage performance reviews and run redundancy processes.
• Manage internal transfers (e.g. get approval for offers, update job descriptions).
• Support onboarding of new employees.
• Conduct exit interviews with leavers.
• Manage Employee and position data in the HRIS system.
• Provide guidance and counsel to employees and managers to internal policies and procedures.

Employee Engagement (15%)

• Co-develop, support, and execute employee engagement initiatives (e.g., engagement surveys and follow-up actions) in partnership with the business, fostering accountability and shared ownership for building a high-engagement culture.
• Providing feedback and cooperating with the Employer Branding Manager to further develop and continuously improving the Employee Value Proposition (EVP).
• Monitor, analyse, and interpret HR metrics, providing actionable insights and recommendations to senior management to support data-driven workforce and business decisions.
• Provide insights to help improve retention and engagement (amongst others).

Recruitment (10%)

• Support in selection and interview process for vacancies in the responsible business area.
• Working with Acquisition Team to anticipate future skills and recruitment 

Job Requirement

Education and Qualifications:

• Required: Bachelor’s degree in business administration, human resources or in a related field.

Experience:

• 5-7 years of experience of HR business partnering in an international environment.
• Strong knowledge of employment laws principles and regulations across multiple EMEA countries.
• Demonstrated ability to build relationships and influence at all levels of the organization.
• Experience in managing organizational changes and organisational design.
• Good knowledge about the various other HR functions (e.g. Talent Management, C&B, HR Administration, Payroll, Employer Branding, Talent Acquisition).

Skills:

• Excellent problem-solving and conflict resolution skills.
• Demonstrated experience working successfully in a matrix environment.
• Good business acumen and understanding how the business agenda drives people initiatives and future organizational needs.
• Fluent in English and ideally in another EMEA Language.
• Strong analytical and strategic planning skills.
• Strong Coaching skills
• Resilient personality.
• Excellent communication and negotiation capabilities.
• Experience to analyse data and work with KPIs.
• Proficiency in MS Office, especially Excel and PowerPoint.
• Basic Project Management knowledge

Travel requirement: 10-25%