HR Manager Neumarkt

Key Responsibilities

• Execution and local customization of the global Talent Strategy and People Agenda for the aligned Business Unit(s) or geography
• Staffing Management – monitoring staffing needs in partnership with business leaders, helping business leaders to determine the right size of the team. Partnering with finance and resourcing teams. Monitoring overall progress of recruiting activities
• Monitoring people metrics for the aligned Business Unit(s) according to the standard defined for the location and Segment. Reporting as appropriate
• Pro-actively addressing any gaps or risks associated with talent attraction, retention and engagement
• Supporting annual compensation & performance cycles, partnering with global HR COEs as needed. Supporting business leaders in finalizing their recommendation/input within specified time frame and policies
• Supporting Global HR Projects if impacting the aligned Business Unit(s) or geography. Playing a role of a Change Champion in all transitions/structural and business changes for the aligned Business Unit(s) or geographies
• Developing a roadmap of the key technical competencies and leveraging it to assure appropriate skills in the team
• Execution of the communications strategy for the aligned business unit. This includes meeting cadence, form, audience and content.
• Working with external parties or internal colleagues executing payroll, HR Operations, L&D and other HR activities in designing and implementing HR processes as needed
• Manager support in daily management and employee relations. May include facilitation of a conflict as appropriate
• Partnering with other HR and Corporate functions as appropriate to achieve business goals.
• Developing HR policies for the aligned geography, based on the global standard and customized for the local conditions.

Key Competencies

• Experience in HR Leader or Business Partner positions or proven experience in at least 3 HR Focus Areas:Talent Acquisition, Total Rewards, Talent Management, HR Generalist, HR Operations, HRIS, Learning & Development – at least 5 years
• Creative approach in problem solving
• Ability to build relationships and work with various different stakeholders
• Proven Ability to influence without direct authority
• Exceptional Communication skills and ability to facilitate conflict
• Practical Knowledge of general labor law related matters in different geographies and continents as well as cultural differences
• Creative approach in problem solving
• Strong people and business focus, understanding company’s business model and direction
• Ability to execute talent strategies and people agenda for the aligned business unit
• Ability to link people cost with business outcomes and financial targets