Head of Human Resources Germany IM

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Job Function:

Human Resources

Job Sub Function:

HR Business Partners

Job Category:

People Leader

All Job Posting Locations:

Neuss, North Rhine-Westphalia, Germany

Job Description:

Internal job posting: December 15 - December

Location: Germany - Neuss

Contract: Full Time

Overall Purpose of the role:

As a Business Unit provide strategic HR partnership to the leadership team & country, contribute to shaping business strategy, and drive aligned outcomes in these focus areas:

• Leverage internal and external insights to diagnose and design organizations optimized to achieve strategic goals.
• Design and deploy data-driven talent strategies that curate the talent and capabilities required to deliver.
• Shape and steward our culture and employee experiences that will attract, inspire, and retain top talent.
• Accelerate performance through leadership coaching and team effectiveness.
• Partner across our OneHR model to deliver on talent and organizational strategies.

You will be responsible for:

Business Intimacy:

• Create and deploy the HR agenda for the business teams, aligned with HR, business, and shared services strategies and ensure integration of HR priorities into business plans.
• Evaluate appropriate business, financial, or other drivers across multiple functional groups/countries/regions to inform HR solutions (e.g., track performance, diagnose capability gaps).
• Execute significant organizational design efforts, inclusive of legal reviews, preparing managers to lead notifications, developing and executing notification/exit plans.
• Develop a trusted partnership or coaching relationship with a leader either internally (e.g., business leader) or externally (e.g., non-profit leader) that enhances the leader's impact.

Business strategy:

• Partner with business leadership to provide strategic context to overall communications plan (led by comms, business leader, or business admin).
• Support A&D activity (e.g., due diligence, integration)
• Lead organizational design efforts to position business for the future.
• Execute significant organizational design efforts, inclusive of legal reviews, preparing managers to lead notifications, developing and executing notification/exit plans.
• Guide and support development of change plan to prepare organization to return to fully functioning state with maximized effectiveness (post-notification); diagnose and design solutions for post–org design execution.

Organizational Capacity:

• Identify critical business capability needs and partner with business leaders to develop and execute appropriate strategies to strengthen the organization
• Partner with a business or HR to recommend a strategy that anticipates and addresses future changes in business conditions.

Talent strategy and management:

• Create and deploy competitive talent strategy to attract, develop, reward, and retain talent, including robust succession-planned pipeline and critical capability building (e.g., digital):

• Own and drive talent management for the business/function/geography; set and action priorities, develop talent talk rhythm aligned to global calendar; inclusive of alignment on talent pools and measurement of progress via talent metrics (e.g., retention, movement, diversity representation).

• Partner with Talent Acquisition to define strategy to source and acquire talent in critical capability areas, ensuring diverse slates.
• Lead succession planning for EC/GOC critical business/function roles, as appropriate; assess pipeline strength and develop plans to strengthen as needed.
• Execute Inclusion strategy.
• Partner across OneHR model to assess current state and enhance capability through buy/build/borrow strategy in partnership with Talent Acquisition/Access and J&J Learn.
• Execute workforce planning efforts (including assessment of org, followed by assessment of talent) in alignment with overall business strategy to ensure business appropriately resourced to deliver commitments (e.g., product launch).
• Support career planning and pathing efforts as part of overall talent strategy.
• Lead talent planning exercises deeper within organization, focused on critical capabilities.
• Identify and diagnose talent needs of the business through strong business and analytical acumen and effective analysis.

Leadership coaching and effectiveness:

• Develop onboarding plan for new leaders.
• Coach leaders on employee performance, stakeholder interactions, and team effectiveness.
• Consult on disciplinary actions as a result of ER investigations and supporting associated employee/manager coaching.
• Develop trusted partnerships and coaching relationships with leaders and teams to build leadership capabilities and enhance leader impact.
• Partner with business leaders on team effectiveness program options and identification of facilitators.
• Ensure meaningful engagement, development, energy, and effective performance of team.

Culture and engagement:

• Advise to business Credo Action/Engagement Teams as well as BERGs.
• Partner with business leaders to shape culture and employee engagement strategies guided by Our Credo insights, employee sentiment etc.
• Identify, define, and help build key mindsets/behaviors for the business in partnership with business leaders.
• Drive culture of Our Credo, growth, collaboration, and inclusion within teams.

Business strategy & Execution:

• Partner with business leadership to provide strategic context to overall communications plan (led by comms, business leader, or business admin).
• Support A&D activity (e.g., due diligence, integration) when applicable.
• Lead organizational design efforts to position business for the future.
• Execute significant organizational design efforts, inclusive of legal reviews, preparing managers to lead notifications, developing and executing notification/exit plans.
• Guide and support development of change plan to prepare organization to return to fully functioning state with maximized effectiveness (post-notification); diagnose and design solutions for post–org design execution.

Qualifications/Requirements:

• Required Minimum Education: Minimum of a Bachelor's Degree in Human Resources or related field.
• Required Years of Related Experience: 8+ years of professional experience, including managerial experience coaching and leading talent; minimum of 5 years of progressive HR or HR-related experience required.
• Must be an enthusiastic teammate with a proven commitment to build a positive work environment required.
• Experience managing, planning, and implementing projects and business support initiatives is required.
• Must have relationship management, coaching and collaboration skills required.
• Influence, shaping solutions, negotiation and partnership skills are required.
• Experience using data to influence senior business leaders required.
• Must embody strong interpersonal, consultative and facilitation skills required.
• Ability to understand and integrate internal and external business drivers and financial metrics to drive talent outcomes for the business is required.
• Experience with innovative change efforts, including developing and implementing detailed change management plans is required.
• Strong MS office and related talent management technology tools skills are required.
• Experience supporting multiple business functions and working in various industries, preferably within large, complex organizations is preferred.
• Experience of driving strategic change to meet changing business needs and exploring new business models is required.

The anticipated base pay range for this position is 129,600 to 224,365 EUR.

Required Skills:

Preferred Skills:

Business Alignment, Coaching, Developing Others, Employee Retention, HR Business Partnership, HR Strategic Management, Human Resources Consulting, Human Resources Law, Inclusive Leadership, Interpersonal Influence, Leadership, Leading Change, Organizational Change Management, Problem Solving, Tactical Planning, Talent Management