About this role

HR Manager

Strategic Partner:

Steers and manages Strategic Workforce Planning, HR Planning & Controlling (KPI scorecard, HC structure) and derives appropriate measures (e.g., recruiting, retention, etc.)
Participates in HR Reviews & Audits and implements required actions
Steers, consults and communicates Organizational Changes
Drives the implementation of Corporate HR Initiatives in the Location (i.e.. Culture development, Diversity)
Ensures alignment and consistent application of HR processes, policies and resources in area of responsibility
Ensures compliance to local employment regulations
Follows up with labor market trends and develops and implements appropriate HR related measures accordingly.
Enables human resources training and development and ensures a strong talent base for the organization
Represents the organization in the local community (i.e. employee representatives, spokesmen committee, local union, HR related legal actions)
Leads own HR organization which includes setting vision, defining strategy, managing budget, allocating resources, creating global networks, etc.
Appropriately balances responsibility as both a business and employee advocate
Ensures the Safety and Health of all employees at the location (Leave it for country adaptation as it depends on the location structure)

Change Agent:

Advises and supports management in effective organizations to meet future challenges of the business
Implements people-related measures to support roll out of change projects
Defines and implements HR change projects
Consults and guides the organization through times of significant changes (e.g. restructuring, fusion) and supports organizational development

Functional Responsibility:

Ensures proper alignment with respective Country/Division Centers of Expertise to apply processes and provide solutions/programs in the different process function clusters (i.e.. Recruiting, Employer Branding, TMOD, Learning & Training, Leadership Architecture, Feedback Landscape, Compensation & Benefits) for a successful local implementation, (monitored with appropriate KPI's, in line with audit requirements).

Employer Branding, Recruiting & Staffing:

Ensures the successful Employer Branding / HR communications and Recruiting activities for the location in corporation with the CoE/Shared Services it applicable

Talent & Performance Management:

Ensures organizational effectiveness at local level by designing and deploying appropriate measures (e.g. talent development, reorganization, new organization build-up)

Learning & Training:

Steers Competency Management, Training Design, Training Delivery, Vocational Training Management (if applicable

Compensation & Benefits:

Triggers and supervises the annual Salary review respecting Budget/Legal requirements
Ensures global consistency in job evaluations and market benchmarking for Executives and Senior Executives in collaboration with BU's & Division HR where applicable
Seeks for approval of annual executive merit and variable compensation in collaboration with Division HR (re-assign)

Labor & Employee Relations:

Manages collective relationship to Union & Employee Representatives, Labor Relations & Legal, Employee Relations according Legal requirements
Ensures compliance to all relevant regulations

Health:

Ensures that the working conditions within the area of responsibility respect the health management regulation and well being.
Acts as an ambassador for health and well being initiatives

Quality:

Ensures high quality of processes, data management and tools u under local responsibility (e.g. use CBS approach)
Ensures accuracy of employee data

Reporting:

HR continuous improvement of processes and IT systems:

-Ensures lean administration of respective processes and policies by using internal or external services

Leadership:

-Develops own HR Organization and Local HR Talents

Broad Business Experience ( experienced several HR Roles and minimum 2 years experience of: Cross-divisional move or external company experience or international experience or Corporate or SSC experience/ shop floor experience), with 5 year or more years of working experience in HR
Project and/or Process

Project leader experience in strategic HR projects. Has experience managing a budget and costs. Has demonstrated tenacity / persistence (successfully managed a change process, turn around, start up, severe organizational conflict etc.). Experience in HR processes (e.g. staffing, organizational development). People market trends including cultural and political trends. Local related legal knowledge( e.g. Tax, Labor, Contracts). Understanding of relevant organizational structures, various functions and interfaces, culture, internal networks, politics and history within the organization as well as of key processes and tools (e.g. Project and Change Management Tools, etc. That drive the organization)
Leadership

Has demonstrated ability to work effectively within a matrix organization (influencing without traditional authority). Leadership Experience (minimum 3 years in leading people).
Intercultural / International

HR Manager