Global HR Business Partner - Frankfurt am Main, Deutschland - Continental

Continental

Geprüftes Unternehmen

Frankfurt am Main, Deutschland

vor 1 Woche

Geschrieben von:

Lena Wagner

beBee Recruiter

Beschreibung

Your tasks

The global HR Business Partner (M/F/diverse) is the central point of contact for all HR topics (which are not covered by Shared Services) within global responsibility for managers and employees, with focus on (Senior) Executives worldwide.

By providing expert HR advice, the global HR Business Partner creates a trust building partnership with his/her internal customers, develops solutions, plans and executes the implementation in order to ensure high quality HR work.

The global HR Business Partner is a strategic partner with his/her business clients (business team) and balances the role of being both a business and employee advocate.

He or she ensures best fit and enables transformation.

Strategic Partner:

Enables both the shortterm and longterm strategy of the global and local business clients in line with corporate policies related to human relations, organizational and employee development by defining and implementing the appropriate HR strategic initiatives required to meet the defined business strategy (e.g. Strategic Workforce Planning, HR Transformation)
Guides employees and supervisors in HR related matters (supports in decisionmaking and acts as consultant). Leads them to the right point of contact and promotes the full portfolio of HR related services (e.g. data administration, recruiting, talent management)
Consults with Country HR and Centres of Expertise (CoE) regarding the full portfolio of HR related processes (e.g. Compensation & Benefits) and address business needs in direction of CoE or Country HR
Actively identifies gaps, proposes and implements changes necessary to cover risks
Maintains the collaboration with all the stakeholders in line with the Balance of Cooperation (e.g. Country HR, Automotive HR)

Change Agent:

Accompanies and implements global (business) change projects together with management of respective organizational units and internal/external experts
Introduces/ implements new HR related services, systems & processes (from Shared Services and CoE's)
Leads and implements HR projects in the BU
Participates in other business projects, representing with general HR knowledge to achieve the project deliverables
Consults and guides the organization through times of significant changes (e.g. digital transformation, VUCA world) and supports organizational development
Acts as a role model of our company values and culture

Recruiting and Staffing:

Implements and supports Employer Branding road map and acts as an ambassador
Supports Impetrates (e.g. on performance management and local requirements) and expatriates (e.g. on salary topics and repatriation) based on International Mobility Policies

Talent & Performance Management:

Acts as a talent scout in the organization and provokes positive changes in the talent management
Drives readiness of talent through proper succession planning in line with the business needs
Supports and guides managers as well as individual employees in talent and performance management processes in accordance with country specific legal regulations, CoE guidance, and company guidelines
Ensures execution of talent management measures
Derives trends in development needs, alerts organization to critical areas for succession planning, etc.
Supports global programs (e.g. talent development programs)
Guides execution of TMOD Initiatives and measures (e.g. project management) in area of responsibility

Learning & Training:

Drives nominations for Leadership & Talent Development Programs for target groups in the area of responsibility
Drives competency management by identifying gaps and proposing (training) measures Takes over the Learning Business Partner role

Labor & Employee Relations:

Acts as a single point of the contact for all topics (which are not covered by Shared Services) for the employees and all Executives / Senior Executives in area of responsibility
Ensures compliance to all relevant regulations
Guides employees and superiors in employee relations conflict management
Responds to employee relation issues such as employee concerns, harassment and discrimination complaints. Conducts internal investigations as necessary
Acts as company representative towards external parties (courts, fairs, local networks, authorities), if assigned

Reporting:

Continuously evaluates performance according to defined Key Performance Indicators (KPIs) and Operating Figures
Summarizes and completes reporting within the global Organization and publishes reporting results

Profile: