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EMEA Human Resources Business Partner
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Confidential
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Location: |
Munich
Germany |
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Position: |
EMEA Human Resources Business Partner |
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Type: |
Full Time |
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Salary: |
TBD - based on experience |
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Description: |
Position Description:
The company operates through two separate entities, one of which is headquartered in Texas, with over 1,500 employees worldwide with manufacturing in Mexico and China. This company provides power supply and power conversion products and services to telecom service providers and enterprise customers. The other entity provides power modules and other technologies used in industrial, automotive, and GPS applications and is based based in Munich, Germany, with over 600 employees worldwide with manufacturing in Hungary and China.
The position works collaboratively with the two businesses, to link HR goals with the business strategy. The position develops, implement and coordinates HR policies and programs for the companies and assures that they are in keeping with the business policies. The major areas covered are employee relations, works council management, recruiting/staffing, organizational design, compensation, benefits, performance management, labor law and employee development. This position will serve as the single point of contact for HR matters for employees located throughout Europe.
Reporting:
The position will report directly to the CEO.
Education/Experience:
College Degree and 5 to 10 years of HR Generalist experience, gained through increasingly responsible management positions within HR. Technical understanding, pioneer qualities to set up HR in a start-up situation and prior experience to work within a works council framework are desirable.
Position Competencies:
ć HR Practices: Knowledge of HR practices and employment legal requirements required. Ensure that the companies are in compliance with all legal requirements that relate to HR.
ć Recruitment/Staffing: Demonstrated ability to utilize a variety of recruitment resources to support hiring needs of the business. Work closely with the businesses in the identification and selection of desired talent to meet the needs of the business.
ć Organizational Design: Provide support to the businesses in the assessment and design of the organization to maximize deployment of human resources. Develop position descriptions to support the requirements of the business.
ć Policy Implementation: Development, adjustment and implementation of HR policy initiatives throughout the businesses.
ć Performance Management: Communicate and manage performance standards and objectives within the businesses. Focus on succession planning to identify future leaders within the organization.
ć Employee Development: Work closely with the management team to facilitate employee development within the organization.
ć Employee Relations: Support the businesses in resolving a variety of employee relations issues, including but not limited to benefits, promotional increases, job performance and disciplinary action.
ć Compensation Management: Provide guidance to the businesses in the area of salary administration, pension and other compensation related issues.
ć Knowledge of HRIS Systems: Familiarity with HRIS models required.
ć Computer Skills: Proficient in the use of Microsoft programs, including Word, EXCEL, PowerPoint and MS Exchange/Outlook.
ć Communication Skills: Must be fluent in English in both verbal and written communication.
ć International Experience: Experience working with other regions of the globe desired.
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Business Competencies:
ć Analysis Skills: Identifying common elements and themes in situations and actions; recognizing cause and effect relationships; breaks issues, problems or events into their component parts.
ć Strategic Thinking: The ability to anticipate future needs and identify future options and constraints, critically evaluate information, anticipate and understand the implications of decisions and actions on people, organizational components, shareholders and customers.
ƒá Coaching/mentoring Skill: Assisting people in their pursuit of developmental opportunities by providing guidance tools, suggestions, information, contacts and learning opportunities to meet the individual¡¦s career goals. Act as a consultant to all levels of management on HR issues.
ć Negotiation Skill: Reaching formal or informal agreements with, obtain commitments from, or arrange plans with other individuals or groups in such a way that serves or promotes mutual goals or interests.
ƒá Teamwork: Working with others who have a common mission in a way that enhances the quality of the team¡¦s products and processes.
ć Communication: strong skills with the ability to persuade and influence.
ć Planning/Prioritization: The ability to develop schedules to meet specific objectives, establish priorities, anticipate resource needs and allocate those resources. The ability to assess several tasks which are competing for a limited number of resources and to appropriately assign the order in which each will be addressed.
ć Accountability: Accepting ownership of an issue or situation and following it through to completion.
ƒá Customer Focus: The consistent tendency to attend to the needs and concerns of others he/she is serving. Giving customer needs and issues priority ¡V using the customer as the primary focus for work.
ć Decisiveness: Readiness to make decisions without hesitation and to accept personal responsibility for decisions and getting things done in a timely fashion with a sense of urgency.
ć Self-direction/Motivation: Can work without supervision. Identifies what needs to be done next without the benefit of all the information.
ƒá Governance: Detailed understanding of the organization¡¦s internal policies that affect the general employee population.
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Job
Code: |
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Contact: |
Enlow & Associates |
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Jude Honne |
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Director of Research |
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+1 707-824-0500 |
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Email (to apply): |
jude@enlowinc.com |
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Jobs
URL: |
www.enlowinc.com |
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