HR Business Partner
vor 2 Wochen
**JOB TITLE**: HR Business Partner
**LOCATION**: Germany (home-based)
**REPORTS TO**: VP People & Culture
**DEPARTMENT**: Corporate Operations > HR
**JOB SUMMARY**:
In conjunction with the VP, People & Culture, responsible for planning, aligning, and implementing the organization's human resource strategy to the product lines to achieve their current and future business objectives. Providing oversight of human resource (HR) functions including: Organizational Effectiveness, Workforce Planning and Talent Management, Total Rewards, Employee Relations, and Health and Wellness in a global, shared services context. Provide support and guidance to people leaders to ensure consistency with the organization's overall HR strategy.
**ROLE & RESPONSIBILITIES**:
**HR Operations & Strategy/Subject Matter Expert for Europe**
- Organizational Effectiveness_
- In conjunction with VP, People & Culture, implement organizational structure.
- In conjunction with the VP, People & Culture, develop and advocate strategies to enhance employee engagement and experience.
- In partnership with business leaders, supporting and defining the cultural engagement and change management initiatives, particularly focused on initiatives to link our EU countries to the greater business. Promote ongoing feedback mechanisms for employees to influence the continuous improvement of our employee experience.
- Identify and assess HR risk factors and develop initiatives that will minimize or mitigate impact on the organization.
- Diagnose the team dynamics that are the root of team dysfunction and develop/implement team-based interventions designed to improve team effectiveness.
- Partner with line managers to conduct job analyses for new jobs or job re-design and ensure alignment to organizational strategy.
- Craft clear communications that enhance employees’ affiliation with the organization and evaluate their success.
- Act as a change champion for the organization
- Workforce Planning and Talent Management_
- In conjunction with managers, measure gaps in current talent needs and create a future-focused workforce plan.
- Execute the workforce plan with sound project management principles; Provide oversight of the talent acquisition lifecycle and ensure alignment with organizational strategic objectives.
- Coach leaders to hold effective career development conversations, provide positive and constructive feedback, and to recognize and engage team
- Execute measures to retain top talent including stay and exit interviews.
- In conjunction with the Marketing & Communications team, ensure employer branding initiatives are effective, complete, forward-thinking and represent Alimentiv well; Measure the impact of talent attraction initiatives and identify/advocate changes to senior leadership that will make the organization more desirable to prospective employees.
- Develop and provide oversight of an objective and equitable performance management system that aligns individual performance objectives with organizational strategic goals; Coach managers in how to set goals and expectations with employees and analyze gaps between individual performance and expectations.
- Support managers in the succession planning process; In conjunction with the VP, People & Culture develop and implement an effective program for the early identification and tracking of leadership talent.
- Total Rewards_
- Support the Total Rewards Data Specialist (TDRS) in developing and executing equitable and effective total rewards structures.
- In conjunction with TDRS, support the annual merit increase, universal bonus program and promotion cycle.
- Employee Relations_
- Act as the expert on EU legislation and provide support and guidance to HR product line support and People Operations team in set up and administration of programs and policies.
- Support Diversity, Equity, and Inclusion initiatives.
- Conduct case investigations for manager-level employees; Manage conflict resolution and issue disciplinary action when required.
- Provide oversight of employee leaves/absence management and liaise with case management providers as needed.
- Provide support regarding involuntary/voluntary terminations.
- Health, Safety, and Wellness_
- Maintain knowledge of legislation, regulations, and standards regarding workplace health and safety and ensure organizational compliance.
- Support the Global Health and Wellness Committee as a HR Representative to ensure a safe and healthy workplace by encouraging safe work habits and education.
- Provide oversight of disability management.
**Professional Practice**
- Act with integrity and balance the interest of all parties in carrying out HR activities; Model ethical practices for staff.
- Adhere to HR legal requirements in carrying out all HR activities; keep current on changes to the laws that govern HR practices.
- Maintain awareness of broad economic, societal, technological, political, global, and demographic trends; Evaluate the credibi
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