Luxembourg
Open for new challenges Human Resources & Operations Management Change of culture & organisational structure /Change management Business KPIs and budgets responsibility Mercer methodology Shared Service Business Model implementation Customer service Business Model (external & internal customers) HR Operations HR processes & policies Annual Review & 360 Appraisal Feedback & coaching / Mentoring programs Trainings & development Inspections & Labour Unions cooperation Internal & external communication /Employer branding strategy Working time systems management Support for Payroll & Administration Recruitment processes / Researches & Interviews
- HR strategic support to global senior level leaders and managers of others within Global Technology, including leading organizational change and process management, strategic projects, enhancing leadership capabilities, associate engagement, and leading HR programs/initiatives that are aligned with the business priorities. - Drive talent management & talent acquisition strategies to support growth and the achievement of Global Technology's BOLD goals; Work collaboratively with the Talent Management on various initiatives and rhythm of business activities such as talent reviews and succession planning, performance management and workforce planning. Collaborate with Talent Acquisition & University Relations on recruiting and selection activities for full time hires and management of Global Technology Intern/Co-op program - Oversee and drive all core HR processes, career ladder promotions process, and manage employee relations to ensure compliance to all applicable legislations and Goodyear policies. Manage the end to end transactional processes for assigned client groups including management of job requisitions, job descriptions, associate onboarding, and compensation planning; Partner with COEs & HR Shared Services on tactical requests as needed. - Lead the execution of diversity and inclusion strategy & initiatives for Global Technology; Support enterprise-wide D&I goals.
Working closely with senior stakeholders in HQ in Switzerland with responsibility for dedicated processes/programs in the Europe, Canada and Partner Market Region (ECP).
HR Manager responsible for the internalization of HR services of a 150 employees brand, previously externalized. Creation and implementation of HR strategy based on company’s business strategy. HR KPIs implementation/monitoring. Creation of internal regulations (work, remuneration/bonus policies, including Comp & Ben area), internalizing HR services. Plan and negotiations with CEO and CFO of FTEs budget, HR budget (concerning HR actions, labor market communication, Employer Branding activities etc.) Responsibility for employer branding strategy and execution (labor market communication, job fairs, cooperation with universities, employee’s ambassador etc.) Responsibility for sourcing, recruitment and hiring processes accordingly to business plans and new sales Management of trainings and support of employees' development, both Management team and operational employees Creation and implementation of annual performance process, also linked to financial bonus Management of internal and external communication policies (creation Intranet form the scratch, Starter24 Career profile on Facebook) Supervision of external HR services company in charge of administration and payroll processes, Management of working time system, including implementation of electronic system dedicated shift scheduling HR team Management (team of 3 HR Specialists)
• Responsibility for all HR processes on Inbound area (up to 500 people on one shift) • Implementation of employment policies and procedures relevant to the FC's (Fulfillment Center) needs • Developing and maintaining positive relationships with employees at all levels • Support and advise line managers in the management and development of their direct reports • Ensure compliance with EU legislation • Consulting the Management Team and all other employees on Employment Law, HR Policies, HR Processes, Compensation, etc. • Monitoring trends and development in the HR/Competency Development field to support the company's business approach and link with learning organization initiatives • Integrating new international HR processes as appropriate at site • Participation in national and international HR projects • Providing performance management expertise and assistance to sustain the highest quality workforce • Coaching line management and cultivate appropriate development solutions to raise skills and productivity • Work with line managers and participate in Investigation, Disciplinary and Grievance meetings • Review career structures for developmental purposes (e.g. Performance reviews, talent assessment, succession planning based on future potential) • Coach and counsel employees and managers in HR and business issues • Cooperation with Labour Inspection & any other external organization as required by Labour Law • Cooperation & communication to Labour Unions.
Overall HR responsibility for 2 parts of Accounting Shared Center Carlsberg: 1. General Ledger & Controlling 2. Non - Finance (Procurement & eProcurement, Master Data, Transportation, Supply Chain & Planning, Contracts Management) Scope up to 200 employees.