Group HR partner and C&B manager

Group Human Resources Business Partner:
 

• Cultivate strong relationships with management and employees to understand the business, its needs, operations, and challenges, enabling informed decision-making.
• Advise management on HR processes and risks, collaborating with local HR teams and stakeholders to provide expertise and guidance.
• Promote collaboration within the HR community, offering training on tools and resources to enhance local HR operations.
• Provide coaching to local HR Managers and employees as needed.
• Encourage business partners to rethink HR and operational issues, serving as a thought partner and modeling creative problem-solving to influence business decisions.
• Lead HR projects, policies, and initiatives to ensure consistent practices across the Group.
• Handle recruitment for key positions within the Group

Compensation and Benefits:

• Collaborate with business leaders to develop and implement compensation and benefits strategies that align with business needs and the overall reward strategy.
• Design and implement C&B programs to meet short-term and long-term objectives, ensuring internal equity and external competitiveness.
• Support local HR teams in budgeting, remuneration revisions, and incentive cycles.
• Monitor and manage the annual performance cycles and ensure proper execution.
• Review and assess global benefits, including pension plans, to enhance competitiveness, fairness, and cost efficiency.
• Stay updated on industry trends through surveys and benchmarks, and provide data-driven recommendations.
• Lead or participate in ad-hoc C&B projects, such as job positioning and mapping.
• Develop and communicate C&B programs to employees, managers, and HR teams.
• Advise on the implementation or integration of new HR software systems.

Talent Management:

• Develop and implement the Group's Talent Management approach, covering recruitment, performance management, succession planning, rewards, and training.
• Support regional HR leads with succession planning and contingency plans.
• Provide performance management guidance to line management, including coaching, counseling, career development, and disciplinary actions.
• Build relationships within the organization to influence and improve the recruiting process.
• Work with the HRIS manager to analyze talent pool data and derive insights.

Key Working Relations:

Internal:

• Direct Manager
• Senior Management
• Business Line Managers
• Support Functions Managers
• Corporate and Local HR teams
• WAF & EAF HR Leads
• HRIS Manager
• Managing Directors and local Management teams
• Regional positions and equivalents

External:

• Consultants and service providers
• Recruitment agencies
• Labor law experts