Your Scope

Key responsibilities as HR Business Partner for some Group (Corporate) Departments:

• First point of contact for advice in a broad range of HR related topics. Including recruitment, contract negotiation, HRIS, talent & development and on/off boarding, social regulations of new employees. 
• Where necessary, work in partnership on projects to aid continuous improvement and implement improvement programmes (e.g. changes to working practices, organisation changes and business “excellence” or lean programmes). 
• Coordinating performance management cycle, managing learning & development and succession planning.  
• The Group HR Business Partner is seen as a person of confidence for employees and management.  
  • Enhances employment relations.
  • Advise and support managers with regard to the definition of the objectives for their team and support them with the implementation of the HR Key Performance Indicators in order to offer support for the realisation of the organisational goals.  
• Implement and communicate the HR policies of the organisation, taking into account the global and Group policies and act as a contact person for questions on this subject in order to guarantee the global policy of the organisation is complied with and adjust if necessary.  
• Actively participate/lead different HR projects which are raised and rolled out cross border; collaborate on a continuous evaluation and optimisation of the different practices in order to support the execution of projects in an innovative way.  
• Support different branches and line managers with regard to the recruitment of new employees in order to place the right person on the right job and to be able to work with an optimally balanced work force.  
• Support the personnel administration and advise on questions with regard to social legislation in order to provide the employees and the management with the regulations in conformity with legislation.  
• Ensure you are well-informed about the evolutions and developments related to new HR developments and that your knowledge is up-to-date within the context of evolutions in order to ensure one's credibility can be strengthened by offering a service that is continuously based on updated In coordination with local HR Managers and BP’s, ensure full leverage of our talent acquisition.
• Guarantee continuous improvement concerning TA practices. You act as a process/practice expert internally and externally. You train, facilitate our hiring community in adopting new practices. 
• Guide the talent acquisition automation with related process inputs. 
• Follow external trainings/Workshops to remain up to date.
• Active participation in the group wide HR Community.