Purpose of Role
The primary responsibility of the HRBP - (France, Luxembourg & Belgium) is to deliver commercially focussed operational initiatives and strategic HR to the field. The HRBP role will work directly with the field leadership teams, in partnership, dealing with any complex issues and implementing strategic initiatives.
You will be the key interface with field and HR Shared Service Centre.
As HR Business Partner you will have focus on managing complex ER, organisational design, Talent & Performance, Culture & Engagement, Communications and Diversity and Inclusion agendas.
An autonomous operational and strategic role you will understand the business goals, the global HR Agenda and field leadership team priorities, ensuring key global initiatives and programmes are implemented in a consistent way across all countries.
Effective delivery of all HR aspects working in partnership with the HR Shared Service Centre.
Build strong relationships with all levels of management, field leadership teams and European Head Office, providing sound advice and support.
Escalation for any issues that arise from employees and leadership teams seeking to resolve any issues in a timely manner and ensuring Head of HR Shared Services - Europe is fully informed.
Develop strong relationships with HR teams, Recruitment, Reward, L&D, Payroll and HR Shared Services to improve processes, ways of working to develop collaboration and share best practice.
Utilise metrics and reporting to drive continuous improvement and make recommendations to enhance the HR service.
Work with field leadership to advise and implement changes in organisational structures to ensure that optimal, efficient and consistent structures are in place to support future ways of working
Have strong knowledge of French Employment/Labor Laws and use this knowledge to make effective commercial decisions.
Manage complex ER issues ensuring suitable resolution and outcomes achieved.
Work with Shared Service Centre to put in place effective governance around disciplinary process and procedures and any other process or policy related to managing and improving employee performance.
Provide coaching to field leadership on all matters relating to people management; continuously developing and enhancing management capability throughout the business, working with the L&D Manager for Europe.
Ensure Talent Management initiatives and programmes are implemented working in partnership with the field leadership & HR teams across functional areas of HR including culture and inclusion, workforce strategy and planning, metrics, organisational effectiveness, employer branding, leadership development, succession planning, performance management, total rewards and compliance.
Oversee the labour inspection requests for information, have knowledge of these requests and work with the Shared Service Centre who have accountability for this task.
Support field leadership with the implementation of development programmes such as CLIMB and MDP ensuring a consistent approach to delivery is achieved.
Provide business input and feedback to the HR Shared Service Centre to improve effectiveness and relevance of HR policies, programmes and services.
Partner with the HR Shared Service Centre to receive knowledge of global and local policies and regulations and identify the implications for the field.
Lead CSE/Works Council meetings on behalf of the business, working with the Director of HR Operations on content for Agenda, setting up and holding the meetings, engaging with the union member and CSE members, providing the relevant documentation and information for the CSE meetings, reporting back to the Director of HR Operations.
Participate in key HR initiatives and projects.
Education and/or Certifications
Degree educated or equivalent
Human Resources Qualification
French speaking (native)
A solid and significant generalist HR background, evidenced by a proven track record in a similar role with an excellent knowledge of Country employment legislation and current best practice
Experience of managing change initiatives.
Experience of coaching managers on individual and team issues
Good working knowledge of HR processes and policies and their application.
Thorough knowledge of employee relations practice (disciplinary, grievance and redundancy, performance and absence cases) keeping up to date with emerging issues and the implications of changes in employee legislation
Fully competent in Microsoft Office& Excel
Skills / Abilities:
Strong influencing and interpersonal skills
Ability to work autonomously and remotely in the field.
Solid analytical skills and demonstrated ability to solve problems quickly and creatively.
Ability to communicate (both verbally & written) effectively with people of all job levels.
Exceptional planning, prioritisation and organisational skills.
Purpose of Role
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