Reporting to the HR Director, you will be a key member of the HR Business Partner function. Working closely with HR Experts and the HR Shared Services team, you will drive key HR initiatives that support the organization’s strategic and operational goals.
This role is responsible for delivering people strategies and solutions across both Direct and Indirect Labour workforces, ensuring alignment with business priorities. Your key stakeholders will include frontline employees, team leaders, functional managers, and senior leadership across departments such as R&D, Manufacturing, Technical, and Commercial functions.
Key Responsibilities:
- Strategic HR Partnering:
- Act as a trusted advisor to functional leaders and department heads, supporting both strategic and day-to-day HR needs across Direct and Indirect Labour workforces.
- Understand and anticipate business requirements to proactively drive change and improve organizational effectiveness.
- Workforce Engagement & Development:
- Lead and implement People Development strategies including training, upskilling, talent identification, and career pathing for all employee groups.
- Drive employee engagement, retention, and well-being initiatives to foster a productive and positive workplace culture.
- Talent & Succession Planning:
- Partner with leaders to implement robust succession and talent development plans for key roles across both direct operational staff and indirect functional roles.
- Provide insights and support on leadership development and workforce planning.
- Employee Relations & Compliance:
- Manage disciplinary, grievance, and conflict resolution matters with professionalism and legal compliance.
- Ensure full adherence to local labor laws, company policies, and ethical standards across all levels of the organization.
- Performance & Reward:
- Implement and manage the company’s performance management system to ensure fair and consistent evaluations across all levels.
- Review and monitor compensation and benefits structures to maintain internal equity and market competitiveness for both direct and indirect staff.
- HR Operations & Process Excellence:
- Serve as the single point of contact for local HR core processes and initiatives at the Business Unit level.
- Support continuous improvement of HR processes, tools, and systems, ensuring a seamless employee experience.
- Change Management & Culture Building:
- Lead cultural transformation initiatives that align with company values and support business growth.
- Promote collaboration across sites and with international teams to reinforce a consistent and inclusive company culture.
- Legal & Industrial Relations:
- Represent the company’s interest in employment-related legal proceedings and industrial disputes.
- Maintain effective communication with union representatives or employee committees (if applicable), ensuring constructive dialogue.
