About the Role
As an HR Business Partner (HRBP), you will work closely with business leaders and line managers across various sites or countries to align people strategies with business priorities. This role is essential in shaping the employee experience, driving organizational performance, and fostering a culture of learning, inclusion, and engagement. Please note that this is a 4-month contractual role (fixed-term engagement).
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Key Missions
Your key responsibilities will include:
- Partnering with business leaders and line managers to understand business strategy and translate it into a people agenda.
- Driving workforce planning, organizational design, and talent actions to enable business growth.
- Participating in business planning processes and providing HR insights and recommendations.
- Working closely with managers and BU Controllers to understand key financial metrics and cost drivers.
- Playing an active role in the business budgeting process by partnering on workforce planning, training cost planning, and aligning HR investments with financial targets and evolving business needs.
- Building strong partnerships with cross-functional teams, including Finance, Legal, IT, and Global HR teams, to ensure integrated business and people solutions.
- Enabling and supporting line managers in succession planning, career development, and improving goal-setting and feedback practices across their teams.
- Identifying skill gaps and collaborating with the Regional HR Head, BU HR, Talent & Development COE, and business leaders to drive upskilling and reskilling initiatives.
- Enabling a high-performance culture by embedding strong performance management practices, addressing underperformance, and developing top talent.
- Championing diversity, equity, and inclusion by embedding inclusive practices into hiring, development, and engagement processes.
- Overseeing the employee experience throughout the full lifecycle: onboarding, growth, development, reward, recognition, and exit.
- Partnering with managers and location leaders to drive local employee engagement initiatives based on feedback from surveys, 1:1 connects, and other listening channels.
- Promoting a culture of inclusion, psychological safety, and wellbeing.
- Monitoring employee sentiment and proactively addressing signals to improve retention and satisfaction.
- Supporting organizational changes by managing people impact, planning, communication, and capability building.
- Guiding and coaching managers in handling employee relations matters fairly and consistently.
- Ensuring compliance with local labor laws, internal policies, and ethical practices.
- Identifying people risks and contributing to mitigation plans.
- Driving execution and adoption of core HR processes such as objective setting, performance reviews, compensation, engagement surveys, and talent reviews.
- Collaborating with the Regional HR Head, BU HR, COEs, and HR Operations to ensure seamless delivery of HR services and programs.
- Continuously improving local HR processes to meet evolving business and employee needs.
- Utilizing people data and analytics to inform decision-making and shape HR priorities.
- Providing local insights and workforce trends to influence local, regional, and global HR and business strategies.
- Leveraging HR technology and systems to enhance efficiency, data visibility, and decision-making.
- Leading and overseeing all HRBP activities.
- Rolling out Global HR Programs.
- Providing guidelines, directions, and leadership support to local HR teams.
- Proposing and implementing HR/Business Programs/initiatives.
- Conducting HR activities for a medium size/complex scope (country/multi-country, BU subset).
Profile & Other Information
This role will require you to seize opportunities in a fast-paced environment where you should expect the unexpected.
