Country HR Leader Dach

**Introduction**:
**Job description**:
A key member of the company's HR talent pipeline, the Country HR Leader provides functional expertise and leadership to the different businesses operating in the country, to ensure a highly engaged work force and drive business results.

In coordination with HRBPs, the Country HR Leader acts as a business partner to the business leaders managing teams within the country. The job holder leads all on sites HR areas (talent assessment, organization design, change management, risks analysis and mitigation, staffing needs, succession). He/She coaches and influences leaders building high performing teams and taking the best decisions.

On top of these duties, the Country HR leader also acts as HR Steward for any other employee that is administratively belonging to the supported legal entities. As HR steward, he/she will support operational requests and needs of these employees. He/she will work in close contact with the HR Business Partners in charge of these employees.

Talent assessment and calibration, effective change management and engagement to all levels of the workforce and acting as a challenging & connecting leader are all skills required for the position.

Additionnally, the HR leader collaborates closely with other functional leaders (HR COE, Safety, TPM, etc)

The position is 80% based in Mönchengladbach region, and 20% in Düsseldorf region.

**1.** **Safety, Health and Environment**
- Provide a safe and secure work environment for all employees, contractors and visitors in conjunction with the company's Safety vision to drive Zero recordables injuries
- Ensures a clear and effective measurement system is followed and used to drive results; rewards and celebrates safe behavior and achievements; ensures accountability
- Lead proactive safe behavior and participation of operators in site Safety programs: Hazard ID, Behavioral Based Safety Observations, AWH (Accidents waiting to happen), Safety yellow tag process and risk identification

**2.** **Knowing the customers**
- Continuously elevates the customer perspective of self and others by knowing our products, manufacturing and selling processes
- Successfully influences leaders and all employees to make the best business decisions
- Accountable for the systems that ensure capability and skill required to meet or exceed customer expectations.

**3.** **Continuous Improvement and Engaged Organization**
- Owns business partner relationship with Sites/Country Leadership team and employees, fostering positive employee relations. Facilitates balance of challenge and connection with team to grow individual & team capabilities
- A true Organization Designer, demonstrates the skills to develop & implement site-wide Human Capital Strategy, enabling successful execution of plant business strategy
- Drive and consult plant 3-year strategy, partnering with Finance & Operations site, concentration on: growth, product line flexibility, and manufacturing automation to eliminate cost while increasing efficiencies
- Owns and drives the sites communication strategy & execution. Assesses effectiveness
- Champion of employee engagement including annual engagement system. Leads annual site survey, data collection, communication, and resulting actions
- Develop and maintain constructive industrial / employee relations
- Ensure that effective reward and recognition systems are in place to attract, retain and motivate employees
- Determine HR KPI’s, follow up and report on trends versus target performance

**4.** **HR Functional Excellence**
- Accountable to lead all Human Resources functional areas to ensure satisfy near term performance (right people in the right roles) and longer term succession needs to deliver sustainable results:

- talent acquisition, calibration and development (up to band 5)
- organization design,
- change management,
- effectively understanding problems and diagnosing root causes,
- implementing innovative solutions
- workforce planning and creating succession pipelines
- Utilize data analytics to influence site labor cost strategy and predict staffing needs within Primary and Staff workforces
- Act as a business partner and coach to the site leader to ensure optimal organizational design to deliver operational strategy and ensure a pay for performance culture
- Coaches leaders up, down and across the organization with confidence and candor so that they are capable and accountable to own, improve and accelerate business results by:

- Executing differentiated performance management and compensation
- Improving assessment, selection, calibration, development and retention of best talent
- Creating the right work environment to ensure a safe, engaged and productive employee base
- Leading through effective change management practices
- Assesses team performance and facilitates interventions proactively
- Creates and implements optimal organization design and structure to enable the strategy
- Ensures complian