Responsibilities
HR Business Partnering
- Understands the requirements of the HR roadmap and works to ensure its delivery
- Builds relationships easily by establishing an understanding of the business set up for each department, having a clear idea on business objectives and how these affect team members
- Works closely on a daily basis with departmental heads to understand operational issues and to anticipate and resolve any issues
- Applies pragmatic solutions and offers innovative ideas to resolve issues
- Guides managers through the HR processes
- Works with the relevant manager(s) to lead on any restructures, insourcing, outsourcing or redundancies
- Works with the line manages to identify training needs for team members
- Builds a succession plan with line managers for each department, identifies gaps or areas of risk to the organisation and provides solutions
- Takes as a proactive rather than a reactive approach to their work
- Collaborates with HR team members and seeks specialist advice as needed (payroll, talent acquisition etc)
- Remains up to date on legal changes and embeds changes to policy and processes as cascaded from group HR
- Responsible for regularly reviewing the administrative processes and identifying efficiencies and areas for improvement
- Keeps up to date on key changes that may affect HR, understands current trends, best practice and innovations.
- Escalates issues or concerns to the SVP - Group HR Director
- Operates in a confidential, collaborative and consultative manner whilst offering fair challenge, when appropriate to find the right solution
Employee relations
Ability to lead and guide on investigations, disciplinary, grievance or capability processesGuides managers to effectively managing issues with a view to a quick and pragmatic and informal resolutionIs a skilled communicator and can resolve conflict easilyIs fully familiar with Germany employment legislation and can articulate or interpret legal meanings easily, to managers and employeesBuilds a strong working relationship with the workers councilRecruitment
Engages with hiring managers to ensure the role has been correctly scoped; reviews the JD and offers suggestions as neededLiaises with the Talent Acquisition lead (if appropriate)Is familiar with competency based interviews and selection methodsGuides, coaches and trains interviewers in how to conduct a professional Global Blue interviewEnsures that job requisition forms are completed correctly and monitors the progress of open vacanciesOn-boarding
Responsible for ensuring that the on-boarding process has been carried out effectivelyReviews the output of any vetting or background checking that has been undertaken and takes appropriate actionHas oversight of all the basic HR processes and ensure that they have been completed properlyResponsible for ensuring that the HR induction has been undertaken for all new hires and that operational inductions have been set upEnsures that probationary periods are monitoredData and analytics
Has a good level of competency and knowledge of WorkdayRuns reports and manipulates data easily through the use of strong excel skillsHas the ability to present information in a clear way, extracting data and using it effectively with the end userProactively sets up processes and makes improvements and changes to existing reports so that information is presented correctlyUses stats to manage and monitor departmental KPI’s and for keeping the SVP HR informed as and when requiredPrepares reports as and when requiredGovernance
Responsible for reviewing all relevant policies and procedures on an annual basisRegularly audits processes and data (Workday) to ensure accuracy and complianceLiaises with the SVP - Group HR Director regarding changes to any policy and procedure and agrees timelines for rolloutFully aware of SOX and the HR teams obligations to ensure complianceOversees the preparation of payroll workpapersManages team activities and ensures junior members work within the standard processesLeads by exampleOff-boarding
Ensures that exits from the company are carried out in a timely and professional mannerConducts exit interviews, shares information with the relevant manager(s) and produces quarterly analysis reports to measure attritionResponsible for the timely execution of leavers from the system, providing notification to IT, security and payroll to remove the individual from all systemsDivision of work
Operational HR – 60%Administrative HR – 20%Team development – 10%Global implementation HR – 10%Main KPI’s
ER casesMeasurement of monthly attritionManagement of vacanciesAudits – 100% accuracy for SOX, Workday data, GDPR etcCompetencies
Detail consciousSkilled communicatorTenaciousCompleter / finisherSkills
Strong Workday knowledgeProficient in power-point, excel and wordFluent in German and EnglishEffective manager of time and prioritiesExcellent knowledge of Germany employment legislationBroad HR generalist skill setProven coaching, mentoring skillsQualifications and education requirements
A minimum of 4 years plus working as a HR Generalist / HRBPBachelor degree (preferably in Human Resources)Please note that job descriptions are subject to change and the above is a reflection of the core responsibilities. JD’s will be reviewed on a regular basis to ensure they remain current.