Sep 17, 2019Full time
Our client is looking for a person who will be a key member of the Global People Operations Partner Team. The primary of this role is to support the operations to drive all aspects of performance management and to develop a culture of continuous improvement that delivers for our client and drives global initiatives. Key areas of focus include Engagement & Communication, Retention & Recognition, Wellness, Performance, Learning & Development and Sense of Purpose. Additionally this role acts as the conduit with the Country HR Team to ensure that the Global Account is aligned to jurisdictionally required processes in relation to HR, TA, Payroll and Communications and with particular reference to adhere to practices in relation to Labour Code and/or Works Council Practices. Responsibilities : Performance Management: Create a culture that encourages the continuous improvement of individuals’ skills, behaviour and contributions in line with Global Account requirements. Partners with people managers to ensure the application and embedding of performance management process. Coach and mentor people managers where performance issues have been identified. Employee Relations: Coordinates the effective and timely management of employee relations issues with people managers in line with local jurisdictional requirements as consulted by the Country HR Team. Provide advice, guidance and support to people managers with investigations, disciplinary and grievance procedures having consulted with the Country HR Team to ensure that that local practice is followed. Feeds into the development of HR policies and practices ensuring compliance with relevant statutory legislation and industry best practice. Talent Management, Career & Succession Planning: Identify, retain and develop talent through use of supporting staff retention programs. Develop and deliver and consult with local HR Team for HR solutions to drive career development, succession planning and talent retention. Facilitate and manager Talent Calibration and Success Plans for assigned business areas. Client Engagement: Facilitates Client facing Talent QBR’s. Supports SDM with MBR’s and QBR’s. Metrics, Reporting & Projects: Report on key metrics such as headcount, attrition, internal movement and performance on a regular basis. Ability to carry out effective root cause analysis and create solutions Consult with local HR-Team to support in the delivery and implementation of key HR projects and initiatives and monitors effectiveness. Employee Engagement & Wellbeing: After consulting with local HR-Team and applying local guidelines design, develop and contribute to the annual employee engagement/wellness plan. Partners with operations to ensure that employee engagement and the employee journey are a factor in people plans. Identify influence points in the employee journey and develop strategies to support overall employee experience. Agent of Change & Communication: Participate and develop effective internal communication strategies with local HR Team and implementation plans. Drive change to improve the employee journey in line with business goals and objectives. Project Management: As a HR Implementer Support function you will identify complex organizational challenges and think systemically. Identify and offer multiple creative solutions and drive implementation Prepare presentations and data/insights analysis working with other HRBPs and subject matter experts as required Personal Development & Continuous Improvement: Engage in and take ownership of personal development and career planning. Find ways to do things better for you, the team, company and the client. Foster the right environment for idea generation. Listen to ideas to improve from team and bring those ideas forward. Identify and address learning needs in the team. Collaboration & Team Work: Build strong, relationships with your peers, colleagues and Operations Support colleagues, be mindful of impact of cultural differences to build the right culture Gain trust from existing teams, manage and lead by example Recognise the part you play in the team and contribute to its success. Be responsible for own actions where applicable and lead by example. Collaboratively work as part of the Team in all locations to design and drive improvements with HR strategy, policies and procedures Requirements : Ideally HR Degree or equivalent third level qualification in HR related area 3 years prior experience working as a HR Business Partner in a similar environment Strong working knowledge of German Labour Law and employment practices Fluent (C1) written and spoken English A proven track record in strong business partnering and collaboration with senior business leaders in a fast moving business is a must, as is the ability to pick up ad hoc operational responsibilities Excellent communication, presentation and interpersonal skills Demonstrated relationship management and business partnering skills Strong consulting and advanced negotiating skills Strong team building skills and influencing skills Ability to influence all levels in the organization and client.