Beschreibung
As a member of both the HR Global Operations & Quality and HR International leadership teams, the Human Resources Business Parter (HRBP) collaborates with business leaders, managers and employees across the division/function to oversee end-to-end people management processes in the areas of performance management, talent management and development, leadership coaching, culture, organizational design, employee relations, and change management in order to drive business results. They are responsible for building strong business acumen, client relationships to effectively drive business accountability in the end-to-end people management processes.
Key to this role’s success is collaborating with global HR Centers of Excellence (CoEs) and global HRBPs provide guidance to leaders in support of strategy to enable the growth and scalability of the business. Driving HR alignment of the business and country strategies and organizational capabilities for multi-year growth for manufacturing plant(s), service and repair center(s) and HR management responsibilities for multiple countries in Europe.
Roles & Responsibilities
Strategy and Talent Management
Provide strategic partnership to the business, influencing people and culture decisions through connection to and knowledge of the business, markets, priorities and strategic plans
Review and implement organization and talent strategies to ensure a robust pipeline of talent for the business
Work with Talent Management COE and business leaders to facilitate sessions to articulate and grow leadership capabilities within the function
Provide group and one-on-one coaching with managers and employees to support leadership development, engagement interventions, business decision-making, and problem solving.
Identify learning and development needs and work with the Talent Management COE in creating awareness, developing and implementing programs. Facilitates and rolls out training programs as needed
Performance Management and Employee Relations
Provide advice and counsel to managers and employees on all performance-related issues, including training managers on the execution of the annual performance management cycle and advising on performance plans
Facilitate the resolution of performance and employee relations related issues.
Ensure consistent application and compliance of human resources policy and employment laws and regulations.
Organization Design and Change Management
Recommend organization design solutions to meet business needs, while achieving optimal organizational performance and efficiencies
Develop and implement effective change management strategies to enable organizational success in periods of transition
Participating in and able to lead HR change initiatives
Compensation Planning
Partner with the business and Compensation on the roll out and maintenance of Integra’s job architecture framework
Partner with the business to execute on the annual salary planning process
Make recommendations on compensation decisions using available tools and resources (market and internal data) and with alignment with Compensation COE, when needed.
Workforce Planning and Talent Acquisition
Partner with the business to assess resource needs based on strategic initiatives and direction. Communicate and create alignment with Talent Acquisition COE on recruiting strategies and to ensure proactive and optimal talent sourcing outcomes
Facilitate the selection of high performing and diverse talent to fill critical roles in the organization
Diversity and Inclusion and Culture
Serve as a culture and change management leader within the organization.
Promote diversity and inclusion initiatives to create a workforce that reflects our diverse customer base and fosters innovation.
Foster a positive workplace culture through effective employee engagement initiatives.
Implement strategies and fit-for-purpose plans in partnership with all stakeholders to create a high-performance culture
Compliance and Risk Management
Ensure compliance with unions and works council activities and regulations as relevant across the various countries
Be aware of evolving government influences on management policies, processes and practices
Ensure that the company is in strict compliance with all applicable laws and regulations concerning employment practices, employee health and safety, employee relations, etc.
HR Metrics and Reporting
Leverages HR metrics to assess the effectiveness of HR initiatives and drive continuous imp jid9750604a jit0729a jiy25a