HR Business Partner (with focus on Talent Management) The HR Business Partner manages the HR agenda for the departments under their responsibility and oversees ongoing HR projects and programs in various areas, including recruitment, training and development, talent management, performance management, change management, employee engagement and retention, communication, and reporting.
Additionally, they facilitate the local implementation of Global HR programs.
This position provides HR support to People Managers and employees at Werfen Headquarters, collaborating with both Iberia and the Global Community to deliver the best HR value to the business and employees.
The HR Business Partner reports to the HR Business Partner Manager.
Key Accountabilities This role involves close collaboration with both the global and local People Function Teams and business leaders to develop, execute, and facilitate HR initiatives that support the achievement of business goals.
The HR Business Partner will be responsible for developing a range of projects, tasks, and activities across various HR functional areas, such as Learning and Development, Performance, Culture, and Engagement.
Some projects will be locally focused, while others will be globally aligned.
Performance will be evaluated based on the achievement of defined yearly objectives in SABA and feedback from stakeholders.
Act as the primary point of contact for People function requests within their area of responsibility.
Prior generalist experience as an HR BP, with a focus on talent management, organizational design, and change management, is highly valued.
Support the HR Business Partner Manager and the European HR Director in developing and implementing local HR strategies, policies, and practices, including those derived from the Global HR Strategic Plan.
Maintain ongoing dialogue with various business leaders and their teams to understand business challenges and opportunities, utilizing HR solutions and interventions where necessary.
Build positive, long-term relationships with business leaders within Iberia (People Managers and employees) and external contacts, including vendors, HR consultants, and universities.
Collaborate with the local HR team on cross-functional activities and projects as needed to deliver the best HR support to employees.
Contribute to the design and implementation of the annual training plan, focusing on key capability gaps, and ensure its effective implementation, emphasizing the 70/20/10 approach.
Co-create, design, implement, and facilitate Training and Development initiatives, including group dynamics, mentoring, and coaching, based on needs assessments at both the individual and organizational levels.
Facilitate the local deployment of Global HR programs, engaging actively with the Global People Function Community to contribute to the definition of the best HR solutions for addressing business-wide challenges.
Recruiting experience is a plus: the HR Business Partner should be able to lead recruitment processes independently and support the design, implementation, and execution of new assessment methodologies in recruitment processes.
Manage updates and information from HR systems (Saba) in collaboration with the Global HRIS.
They will be responsible for generating follow-up reports for each HR process and keeping business stakeholders informed.
Act as an ambassador and role model for the company's culture and values.
Networking/Key Relationships Key relationships will vary depending on department needs and will include interactions with: Collaboration with the local and Global People Function team as needed for global processes and specific projects.
People Managers and employees, primarily in their area of responsibility.
Minimum Knowledge & Experience Required Education: Master's Degree in Law, Business Administration, Social Sciences, or a similar field.
A Master's in Human Resources or HR-specific certifications (coaching, development tools, etc.)
will be a plus.
Experience: 5 to 10 years of experience in a similar position in a multinational company or consultancy firm.
Additional Skills/Knowledge: Ability to manage a high workload and ambiguity with autonomy, proactivity, and resilience.
Demonstrated expertise in areas such as learning, development, talent management, recruitment, performance management, employee engagement, change management, mentoring, and coaching.
Strong presentation and facilitation skills, with the ability to develop training materials.
Digital skills: Proficiency in Microsoft Office Suite, LinkedIn platform, Teams, or other collaboration tools.
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