Responsibilities
HR Business Partnering
1. Understands the requirements of the HR roadmap and works to ensure its delivery
2. Builds relationships easily by establishing an understanding of the business set up for each department, having a clear idea on business objectives and how these affect team members
3. Works closely on a daily basis with departmental heads to understand operational issues and to anticipate and resolve any issues
4. Applies pragmatic solutions and offers innovative ideas to resolve issues
5. Guides managers through the HR processes
6. Works with the relevant manager(s) to lead on any restructures, insourcing, outsourcing or redundancies
7. Works with the line manages to identify training needs for team members
8. Builds a succession plan with line managers for each department, identifies gaps or areas of risk to the organisation and provides solutions
9. Takes as a proactive rather than a reactive approach to their work
10. Collaborates with HR team members and seeks specialist advice as needed (payroll, talent acquisition etc)
11. Remains up to date on legal changes and embeds changes to policy and processes as cascaded from group HR
12. Responsible for regularly reviewing the administrative processes and identifying efficiencies and areas for improvement
13. Keeps up to date on key changes that may affect HR, understands current trends, best practice and innovations.
14. Escalates issues or concerns to the SVP - Group HR Director
15. Operates in a confidential, collaborative and consultative manner whilst offering fair challenge, when appropriate to find the right solution
Employee relations
16. Ability to lead and guide on investigations, disciplinary, grievance or capability processes
17. Guides managers to effectively managing issues with a view to a quick and pragmatic and informal resolution
18. Is a skilled communicator and can resolve conflict easily
19. Is fully familiar with Germany employment legislation and can articulate or interpret legal meanings easily, to managers and employees
20. Builds a strong working relationship with the workers council
Recruitment
21. Engages with hiring managers to ensure the role has been correctly scoped; reviews the JD and offers suggestions as needed
22. Liaises with the Talent Acquisition lead (if appropriate)
23. Is familiar with competency based interviews and selection methods
24. Guides, coaches and trains interviewers in how to conduct a professional Global Blue interview
25. Ensures that job requisition forms are completed correctly and monitors the progress of open vacancies
On-boarding
26. Responsible for ensuring that the on-boarding process has been carried out effectively
27. Reviews the output of any vetting or background checking that has been undertaken and takes appropriate action
28. Has oversight of all the basic HR processes and ensure that they have been completed properly
29. Responsible for ensuring that the HR induction has been undertaken for all new hires and that operational inductions have been set up
30. Ensures that probationary periods are monitored
Data and analytics
31. Has a good level of competency and knowledge of Workday
32. Runs reports and manipulates data easily through the use of strong excel skills
33. Has the ability to present information in a clear way, extracting data and using it effectively with the end user
34. Proactively sets up processes and makes improvements and changes to existing reports so that information is presented correctly
35. Uses stats to manage and monitor departmental KPI’s and for keeping the SVP HR informed as and when required
36. Prepares reports as and when required
Governance
37. Responsible for reviewing all relevant policies and procedures on an annual basis
38. Regularly audits processes and data (Workday) to ensure accuracy and compliance
39. Liaises with the SVP - Group HR Director regarding changes to any policy and procedure and agrees timelines for rollout
40. Fully aware of SOX and the HR teams obligations to ensure compliance
41. Oversees the preparation of payroll workpapers
42. Manages team activities and ensures junior members work within the standard processes
43. Leads by example
Off-boarding
44. Ensures that exits from the company are carried out in a timely and professional manner
45. Conducts exit interviews, shares information with the relevant manager(s) and produces quarterly analysis reports to measure attrition
46. Responsible for the timely execution of leavers from the system, providing notification to IT, security and payroll to remove the individual from all systems
Division of work
47. Operational HR – 60%
48. Administrative HR – 20%
49. Team development – 10%
50. Global implementation HR – 10%
Main KPI’s
51. ER cases
52. Measurement of monthly attrition
53. Management of vacancies
54. Audits – 100% accuracy for SOX, Workday data, GDPR etc
Competencies
55. Detail conscious
56. Skilled communicator
57. Tenacious
58. Completer/finisher
Skills
59. Strong Workday knowledge
60. Proficient in power-point, excel and word
61. Fluent in German and English
62. Effective manager of time and priorities
63. Excellent knowledge of Germany employment legislation
64. Broad HR generalist skill set
65. Proven coaching, mentoring skills
Qualifications and education requirements
66. A minimum of 4 years plus working as a HR Generalist/HRBP
67. Bachelor degree (preferably in Human Resources)
Please note that job descriptions are subject to change and the above is a reflection of the core responsibilities. JD’s will be reviewed on a regular basis to ensure they remain current.