Description
We’re here to enhance the working experiences of our people from when they join the business up to the point they leave. We’ll co create local people plans as well as delivering the people strategy, focussing on things such as end-to-end employee lifecycle experience, performance management, retention, succession planning, engagement and team development.
We know that different areas of the business need different things at different times, so we’ll focus on working with local and external stakeholders, building what we need, when we need it.
We’ll keep people at the top of the agenda.
What are you accountable for?
Strategic HR planning:
- Primary support for strategic people initiatives: first line support on key / strategic people partnering initiatives and workstreams across assigned business area
- Developing local people plans: create and implement tailored people strategies that align with the specific needs and goals of the business
- Contributing to broader people strategy: participate in the planning and implementation of the broader people strategy at brand and divisional level
- Active participation in strategic projects: actively engage and contribute to the strategic projects of the division or location, ensuring active participation and involvement in all aspects of the initiatives
- Process improvement feedback: provides feedback on processes, articulating opportunities for improvement
Organizational development:
- Driving team effectiveness: improve team effectiveness by optimizing organizational design, offering advice and coaching, and facilitating team development initiatives
- Performance management: support in the performance management process, ensuring its effective local implementation and acting on key actions and insight generated
- Performance management support: supports the Lead people Partner and Senior People Partner in the leadership of the performance management process and its local implementation and with any key actions and insights that are generated
- Development planning support: assists business leaders in assigned business area(s) in creating the right development plans for employees, but also in creating performance improvement plans
- Collaboration for employee experience: work together with divisional HR (Director, Head of PP, Lead PP, PP teams and other HR teams) to ensure a great employee experience for our Cluj employees and stakeholders
- Facilitation of people policies: assists in the review, development and successful implementation of progressive people policies, processes and plans to drive continuous engagement and embed a performance culture across the organisation
- Process improvement: monitoring and reviewing HR processes, identify inefficiencies and implement improvements to ensure HR processes move towards best practice and are aligned globally
- Problem solving: solves problems and identify root causes of various complex issues and contributes to the quick design of implementable solutions
- Identify industry trends: recognizes industry trends and applies / creates "best practice" solutions
- Change management: Contributes to organisation transformation and change programmes, including restructuring, redundancy consultation, variation of contracts
Talent management:
- Talent development: support the development of our people across the division to ensure we’re attracting and retaining top talent
- Talent management process: drives HR’s involvement in the Talent Management process including facilitating review sessions, succession planning and identifying employee skills/development gaps
- Key talent initiatives: work with the talent team to drive key talent, succession & L&D initiatives localizing solutions based on the needs of the business area
Compensation and benefits:
- Compensation process: drives the year-end compensation process together with business leaders, ensuring consistent and fair decisions are made
- Support in compensation and benchmarking: supports the assigned business area in the FCR process, salary reviews, right employee position vs benchmarking
- Efficiency in compensation oversees and identifies efficiencies in FCR process, salaries, bonus, employee position and benchmark
Employee relations, culture and coaching:
- Coaching managers: coach managers on team management, living company values and delivering to the highest standards
- Employee engagement: work proactively using available data and tools to drive local engagement plans and enhance the employee experience
- Organizational culture: promote and cultivate the organization's culture, ensuring it aligns with the company's values and strategic goals
- Partners with the business leaders: partners in assigned business area(s) to ensure that employees are treated in an equitable and consistent manner and in line with the Company policies and practices. Finds the right balance between the business needs and employee advocacy
- Provides consultation to managers on employee engagement strategies with their teams
HR operations, compliance and analytics:
- Collaboration with Reward, Finance & People Operations: works with these teams to interpret and share with business reporting information/analytics on headcount, diversity, turnover, etc., to support effective business decision-making
- Using data and metrics: use data and key metrics to understand how to add value to the employee experience
- Analyses and reports on HR information: build reports as required (headcount, turnover, diversity etc) to support the development of people strategies & solutions and effective decision-making, ensuring all internal and external reporting requirements are met through the provision of accurate and comprehensive information
- Compliance: maintain compliance with employment law provisions, company policies and guidelines
Collaboration and communication:
- Swarming on challenges: Collaborate with the rest of the people team to address major collective challenges, developing and iterating people-centric solutions to meet colleagues' needs
What skills do you need?
- Organisational and project management skills to ensure that the relevant People Leadership Team and key stakeholders in the business are informed of key milestones, potential risks and key learnings of any initiatives you are leading, if the case, or contributing to
- Effective communication skills and ability to establish relationships with people at all levels
- Ability to work in a highly complex and high pace environment
- Can communicate sophisticated problems and opportunities to stakeholders in assigned business area to gain ‘buy in’
- A passion for creating credible people solutions that are tailored and localised
- Change management, leadership development & consulting capabilities
- Experience of partnering with and influencing a management team
- Strong collaboration and establishing effective relationship skills
- Agile mindset – able to innovate, test, learn and adapt
- Strong collaboration and influencing skills
- Stakeholder management & ability to challenge
- Good level of business acumen
- Good problem solving and decision-making skills
- Stakeholder management & ability to challenge
- High degree of professionalism, maturity, and confidentiality
- Proficient level of English
- Strong understanding of local labor laws and HR best practices.
- Proficient in managing end-to-end HR processes.
What you can expect:
25 days of annual leave;
Sharesave scheme;
”Flexible Benefits” of your choice;
Private health insurance (includes dental insurance and health assessments);
Thousands of courses online through ‘Udemy'
Ways of working:
Flexible working is our way of working! We're a diverse workforce and therefore a 'one size fits all' approach isn't necessarily best. Whatever your personal needs may be, let's have a chat and see how we can accommodate them;
We thank all applicants for their interest, however only the suitable candidates will be contacted for an interview.
By submitting your application online, you agree that: your details will be used to progress your application for employment. If your application is successful, your details will be used to administer your personnel record. If your application is unsuccessful, we will retain your details for a period no longer than two years, in order to consider you for prospective role within the company.
