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**Job Context**- The HR Business Partner translates the People must win battles into annual HR year plans for his/ her businesses and is developing concrete HR change initiatives and plans for which the organization's strategy and business priorities are leading.- The HR Business Partner advises and supports Business Leaders and managers in their strategic / tactical people issues in areas such as strategic goal setting, drive performance (people / business), develop talent and secure succession, strategic workforce planning (build org.
capability and plan for future needs), drive adoption of the HR operating model, and lead and manage organizational effectiveness.- The HR Business Partner at levels I - IV is responsible for the HR function of an OpCo or for supporting a function within a larger organisation.- The Business Partner at levels V and VI is acting as an HR Business Partner for a large and complex organization, which could encompass a cluster, multiple sites, countries, or functions.
At levels V and VI, the HRBP is likely managing a team of HR Business Partners**Key Accountabilities****Direction and Leadership**- The HR Business partner is responsible for executing the business strategy as the strategic partner and coach to management and by translating business strategy into HR strategy and priorities.
The HR Business Partner works in close collaboration with management, CoEs and HR services organization.- The HR Business Partner translates (along with the MT) the HR strategic agenda into a tactical HR plan to support the area of responsibility and is co-responsible for its implementation and execution.- Proactively advises management in decisions with substantial human resources consequences, by actively using HR analytics and dashboards supporting these decisions, within corporate guidelines, to ensure HR awareness in decision making and to minimise organisational and personnel risks.
Counselling management on how to handle personnel issues and problems.- Exhibits a strong focus on performance and people development across all areas and teams within the area of responsibility driving improvement on capabilities and engagement.- Develops organizational capability and leadership succession through a talent pipeline and accelerated investment in people with the identified potential to grow**Change Management**- Responds to changing business conditions, challenges and needs.
Furthermore, drives the organizational effectiveness through management of change initiatives in people areas- Driving organizational capability development, engagement and representing the people and organization dimension in the operational or functional management teams to contribute to the development and execution of the business / HR strategy**HR Excellence & Compliance**- Contributes to the development of higher level HR strategy and policies, by actively taking part in global meetings and being part of expert panels / global HR project teams