.Tasks**Strategic Partner**:- Enables both the short-term and long-term strategy of the 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 decision making and acts as consultant). Leads them to the right point of contact and promotes the full portfolio of HR related services (e.G. payroll, data administration, recruiting- Consults with Centers of Expertise (CoE) regarding the full portfolio of HR related processes (e.G. Compensation & Benefits) and address business needs in direction of CoE- 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. BU HR)**Change Agent**:- Accompanies and implements (business) change projects in his/her area of responsibility together with management of respective organizational units and internal/external experts (if applicable)- Introduces / implements new HR related services, systems & processes (from Shared Services and CoE's) into assigned organization- Leads and implements HR projects in the assigned area of responsibility- 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 (volatility, uncertainty, complexity and ambiguity) world) and supports organizational development- Acts as a role models of our company values and culture**Employer Branding, Recruiting& Staffing**:- Implements and supports Employer Branding road map and acts as an ambassador- Supports Inpatriates (e.G. on performance management and local requirements) and Expatriates (e.G. on salary topics and repatriation) based on International Mobility PoliciesTalent & 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 local programs (e.G. Onboarding, talent development)- Guides execution of TMOD Initiatives and measures (e.G
