HR BUSINESS PARTNER

Position

The HRBP will support the HRD to achieve the HR team’s strategic objectives and take the HR lead on a range of different projects, responsibilities, running and developing the HR function. He /She is responsible for the direct Leading of the HR Intern.

The HRBP acts a partner to the store teams ensuring that managers are suitably coached on HR matters. This role supports the full HR function for their scope- including developing HR policy and process for the business, support colleagues and the leadership team in terms of development activities to improve their personal effectiveness, and manage the development of resourcing activities, ensuring that the business attracts and retained the best talent on the market. She/he manages organizational change to ensure the business is operating at its most effective.

The HRBP will support the business to drive a culture of empowerment, coaching, development, simplification and digitalization.

Job responsibilities

TALENT ACQUISITION & ONBOARDING

• Proactively source and actively recruit Team Managers, Expert Client Advisors, (Senior) Client Advisors, Stock Controllers and any other roles within the organisational structures– this includes the full 360 recruitment process from recruitment brief and sourcing, behavioural based interview process through to contract generation and administering reference checks as well as offers and payroll onboarding
• Build a network of candidates through proactive search, professional networks and education partnerships. Promote the brand within the network; conduct exploratory interviews
• Educate wider HR team & key stakeholders about recruitment trends, challenges and best practice
• Develop innovative and tailor-made recruitment programs
• Develop partnerships with educational providers to focus on Early Career Professionals.
• Partner with the Learning Manager and Field Coach Trainers to design and deliver compiling Learning programmes
• Partner with the Store Management and Learning teams on onboarding programs for new talents

TALENT MANAGEMENT

• Develop succession planning for all employees which will then feed into the wider talent pipeline and succession plan
• Develop the OMR (Organization Management Review) in collaboration with the HRD
• Conduct regular career meetings
• Coach managers on defining individual development plans with all appropriate employees
• Working closely with the Learning department on the creating and planning of training plans and courses
• Mobilities in and out; coach and accompany employees on mobility
• Proactive planning of missions subject to individual performance/development and business need
• Coordinate attendance to EMEA development programs
• Proactively drive RISE
• Work closely with the Team Management population to monitor and optimise team performance to business priorities

COMPENSATION & BENEFITS & REPORTING

• Participate to the annual MyImpact and ICR Campaigns reviewing employees’ performance and rewards
• Work closely with the Payroll & Benefit Partner to be aligned on the talent reward strategy
• Preparation in collaboration with the Payroll & Benefit Partner of the candidates’ package, presentation of the offer with the line manager
• Deputise for Payroll & Benefits Partner when required to ensure smooth delivery of all payroll processes
• Responsible for the monthly reporting requirements for the designed scope

EMPLOYEE RELATIONS

• Advise, train and coach all managers on the appropriate way to manage all ER issues ensuring competent management of all situations
• Manage all ER issues smoothly with the appropriate line managers
• Ensure full awareness of local employment legislations and have a proactive approach to educating on any upcoming legal changes and take appropriate actions ensuring full compliance at all times

CSR, HEALTH & SAFETY AND WELFARE

• Take a proactive approach to CSR activities, always looking for new opportunities in line with the EMEA strategy
• Ensure compliance on HR related Health & Safety topics

Profile

Professional experience and know how:

• Substantial previous experience working at a HR Business Partner or HR Manager level and experience of taking direct responsibility for a client group
• Good up to date knowledge of employment legislation for countries within the B&N&P scope
• International and multi-country HR experience preferred
• Innovative and proactive mindset
• Full breadth of HR knowledge and experience
• Experience of working under pressure in a fast-moving company
• Good understanding of office IT

Personal and interpersonal skills:

• Excellent problem-solving skills
• Excellent inter-personal skills
• Strong commercial awareness
• Assertiveness and emotional resilience
• High level of integrity
• Natural coaching skills
• Excellent communication skills – written and verbal
• Good project management skills
• Strong attention to detail
• Collaborative
• Proactive
• Highly organized

Languages; strong command of English isessential;command of the following languages is an advantage:

• French
• Dutch
• Polish
• A Nordic language

Recruitment process

• Following the submission of your application, you will receive the first feedback on your application via email.
• Successful applicants will be moving to the first steps of the recruitment process, to complete an EasyRecrue video interview. Please keep an eye on your emails as the invitation will be sent from ICIMS.
• Following the video interview, there will be (minimum) three rounds of interviews either via Zoom or in person (with HR and Head Office Management team).