HR Business Partner
Job Summary
The HR Business Partner serves as the central contact for all non-shared HR topics, acting as a strategic partner to business units. This role balances the needs of both management and employees while driving organizational transformation and HR initiatives. Key responsibilities include talent management, performance guidance, change management, and ensuring policy compliance.
Responsibilities
- Serve as strategic HR advisor for business units
- Drive change management and HR transformation projects
- Oversee talent acquisition and performance management
- Manage employee relations, conflicts, and investigations
- Ensure compliance with HR policies and local labor regulations
Required Skills
- Strategic Workforce Planning
- Change Management
- Performance & Talent Management
- HR Policy & Compliance
- Stakeholder Management
Job Details
Strategic Partner
- Enables both the short-term and long-term strategy of the local business clients in line with corporate policies related to human relations, organizational and employee development.
- Guides employees and supervisors in HR related matters, acting as a consultant for decision-making.
- Consults with Centers of Expertise (CoE) regarding HR processes such as Compensation & Benefits to address business needs.
- Ensures consistent application and compliance of defined HR Policies, Programs, and Procedures.
- Actively identifies gaps, proposes, and implements changes to cover risks.
Change Agent
- Accompanies and implements business change projects within the area of responsibility.
- Introduces and implements new HR services, systems, and processes.
- Leads and implements HR projects and participates in broader business projects.
- Consults and guides the organization through significant changes such as digital transformation.
Recruiting & Staffing
- Implements and supports Employer Branding road maps.
- Collaborates with Recruiting departments for sourcing and selecting candidates.
- Supports International Mobility policies for both Impatriates and Expatriates.
Talent & Performance Management
- Acts as a talent scout and drives succession planning aligned with business needs.
- Guides managers and employees in performance management processes in accordance with legal and company regulations.
- Derives trends in development needs and supports onboarding and local talent development programs.
Learning & Training
- Drives nominations for Leadership & Talent Development Programs.
- Drives competency management by identifying gaps and proposing training measures.
- Manages Vocational Training and acts as a Learning Business Partner where applicable.
Compensation & Benefits
- Executes Job Evaluation based on local and corporate policies.
- Consults on Compensation Policies, Programs, Benefits, and Pensions.
- Steers and facilitates annual Salary Reviews.
Employee Relations
- Acts as the primary point of contact for employee and manager relations.
- Maintains Union and Employee Representative relationships as required.
- Manages conflict resolution, harassment, and discrimination complaints, including internal investigations.
- Represents the company before external parties such as courts or authorities if assigned.
HR Administration & Services
- Collaborates with HR Operations to ensure effective delivery of payroll and data administration.
- Ensures employee data accuracy and compliance with audit requirements.
- Monitors time management and legal labor compliance.
Reporting & Process Improvement
- Evaluates performance according to defined Key Performance Indicators (KPIs).
- Summarizes local organizational reporting and publishes results.
- Collects and provides change requests for HR IT systems to ensure continuous process improvement.