Location: Düsseldorf, Germany Job ID: R0080198 Date Posted: 2025-02-17 Company Name: HITACHI EUROPE GMBH (GERMANY) Profession (Job Category): Human Resources Job Schedule: Full time Remote: No Job Description: HR Manager (m/f/d) Our Company Hitachi is one of the world's leading social innovation companies and strives to provide sustainable solutions for our modern society. Energy & mobility, connected industries and digital solutions are the key segments of our offering. Hitachi's product range has changed significantly in recent years to become an innovator in future technologies. More than 325,000 employees work every day to deliver products that improve people's lives. Responsibilities In order to realize business strategy, is responsible for advocating and executing organizational and personnel strategies that contribute to the expansion of multiple, large-scale businesses. In general affairs areas, presents a vision for policy operations for their organization and shared services organizations with respect to efficient facilitation management that meets business needs, employee services, risk management, and PR activities, and determines policies. In talent attraction areas, formulates comprehensive policies related to talent attraction, and manages the attraction of talent and securing of budgets for various operations, such as the creation of parent groups, attraction of candidates, and selection screening. In addition, makes decisions related to the execution of items that are extremely important for various operations, and leads activities to attract talent that are highly difficult. In talent management areas, demonstrates a vision that spans short-, medium-, and long-term time frames and is group-wide and global, and determines policies. In total rewards areas, meets business needs, complies with laws and regulations, presents a vision for the design of systems that ensure consistency with global HR policy frameworks and for policies for their organization and shared services organizations, and determines policies. In employee relationship area, assuming that business needs are met, and that laws and regulations are complied with, presents a vision for concepts and planning for policies, operations, and regulations in labor areas as well as communication with employees and labor unions, and determines policies. Stakeholder Engagement: Identify and manage stakeholders up to top management level, finding out their needs/issues/concerns and reacting to these by leading and coordinating the development of stakeholder engagement plans to support the communication of business information and decisions. Information and Business Advice: Provide authoritative specialist advice to the leadership team of a medium-size international organization to guide the implementation of policy and the design and implementation of projects and change initiatives. Strategic Workforce Planning: Develop key strategic insights based on external and internal information sources, and develop and analyze complex resourcing scenarios to enable the development of the strategic workforce plan. Transformational Change Management: Lead the detailed design and delivery of substantial projects within a transformational change program, ensuring integration with other disciplines/functions; build management commitment and use structured change management methodologies to drive acceptance of change and to embed desired culture and behaviors. Drive: Demonstrate core value of corporate culture through the behaviors and nurture a positive environment of the organization; allocate and provide resources to support organizational initiatives for employee well-being and motivation. Building Capability : Take responsibility for building capabilities on a formal basis within a significant functional area of the business. Build capabilities elsewhere in the organization through mentoring and other informal methods. Facilities Management: Take overall responsibility for designing, developing, and delivering the organization's facilities management strategy. Internal Communications: Take overall responsibility for designing, developing and delivering internal communications systems. Future Talent Recruitment: Lead the creation of multichannel future talent recruitment campaigns to attract large numbers of high-quality candidates; clarify the campaign's objectives; propose and obtain agreement on a financial budget; identify and appoint the campaign team. Recruitment Campaigns: Lead the creation of recruitment campaigns to attract high-quality candidates; specify campaign objectives; propose and obtain agreement on a financial budget; identify and appoint the campaign team. Organizational Design : Lead the development of organizational design for a complex global business; partner with senior executives to clarify the current state organization, to design the future state organization, and to identify and prioritize the changes needed to deliver the organization's mission and vision. Performance Management and Talent Development: Ensure that the global organization has effective Performance Management and Talent Development policies and processes, providing guidance and personal coaching to the global senior leadership team on implementation in their organizations and in applying these processes with their direct reports. Compensation and Benefits Program Design (including global mobility): Lead the development and delivery of global employee salary structures and benefit programs; identify and respond to the needs of internal stakeholders; create and obtain agreement on a corporate framework and standards; ensure coherence across national boundaries and cultures; ensure compliance with legal requirements; ensure coherence with the global HR policy framework. Incentive Program Design : Lead the development and delivery of global employee incentive programs; identify and respond to the needs of internal stakeholders; create and obtain agreement on a corporate framework of eligibility and incentive design parameters; ensure compliance with legal and regulatory requirements; ensure coherence with the global HR policy framework. Annual Pay and Benefits Review : Lead the planning, negotiation, and implementation of the annual review to ensure that employee remuneration supports the attraction, recruitment, motivation, and retention of talent at an affordable cost. Executive Reward Program Design: Develop and manage the delivery of annual and long-term global executive compensation programs, providing effective support to the remuneration committee, ensuring coherence across national boundaries and cultures, and ensuring that all regulatory and legal requirements are met. Job Analysis and Evaluation: Lead the development and delivery of global job analysis and job evaluation methods and processes to meet business needs, ensuring consistent standards across nations and cultures. Employee Representatives Relationship Management: Manage relationships with senior trade union representatives and/or members of the works council; act as a lead spokesperson in key consultations and negotiations; collaborate with senior colleagues to clarify the organization's business objectives and negotiating positions; deliver outcomes that meet these and are consistent with the organization's values. Internal Client Relationship Management: Lead the development of partnering relationships with senior executives throughout the organization, building high levels of professional credibility and mutual trust, and ensuring that internal clients have access to high-quality advice and guidance to support in delivering business strategy and plans. Employee Relations Case Management: Act as the escalation point for Employee Relations cases that present a risk to corporate reputation, ensuring that solutions meet the needs of key internal and external stakeholders. Operational Compliance : Ensure that business activities within the area of responsibility comply with relevant external regulatory and/or voluntary codes and with internal policies and procedures to minimize business risk and to protect the reputation of the organization. Requirements Knowledge of personnel management of a level sufficient to discover problems and create breakthroughs from a personnel and organizational standpoint, in order to realize business strategy for multiple, large-scale businesses Understanding of the HR policies, programs, and systems of both their own company and the Hitachi Group at a level sufficient to explain overall points and aims to top business management or line managers for multiple, large-scale businesses Interpersonal relationship skills, such as coaching and facilitation, of a level sufficient to stimulate discussion with and encourage awareness among top business management or line managers for multiple, large-scale businesses Business literacy that enables an understanding of business strategies and financial affairs as well as discussions with top management Communication ability that enables discussions of personnel policies with top management and HR managers globally Wide and deep experience providing expert competence (Over 10 years to 15 years) Has organizational management experience as a manager (equivalent to 3 years). Some of our Benefits In addition to a varied and autonomous area of responsibility in an innovative market, we offer you an attractive salary package with flexible social benefits as well as: Generous holiday entitlement - with the option to buy up to 5 days extra per year Company pension scheme with a fixed contribution paid by employer-only that can be toped up by employee if wanted Commuting and meal allowance for all office placed employees Cooperate benefits that offer special discounts for shopping, events, e-bikes etc. Our Values We strive to create an inclusive environment for all and we are proud to say we are an equal opportunity employer. With Japanese roots going back over 100 years, our culture is founded on the values of our parent company expressed as the Hitachi Spirit: Wa - Harmony, Trust, Respect Makoto - Sincerity, Fairness, Honesty, Integrity Kaitakusha-Seishin - Pioneering Spirit, Challenge