Description
General Management and Strategy:▪ manage and coordinate all HR activities for the plant
▪ translate plant HR strategy into action plans and ensure implementation
▪ drive the implementation of the Corporate HR Initiatives in the Location (e.g. culture development, diversity)
▪ contribute to strategic and operative planning of the plant/operations unit (e.g. with respect to investments, capacity and headcount planning)
▪ ensure the achievement of HR targets according to internal and external customer expectations (e.g. high quality of processes, data management and tools)
▪ participate in HR reviews and audits and implement required actions
▪ balance responsibility appropriately as both a business and employee advocate
▪ initiate and implement continuous improvement activities by applying CBS methods and training measures (e.g. lean administration)
▪ initiate and control investments for HR equipment (e.g. HR software tools, external trainings, etc.)
▪ interface to segment, BU or BA functions in order to gather local HR requirements and demands and other feedback
▪ participate in and/or steer global or local HR related and cross-functional projects
▪ act as a change agent by consulting and supporting management within change projects
▪ define and implement HR Change projects
▪ consult organization durning times of change (e.g. restructuring, aquisitions)
▪ ensure a successful and effective HR Communication for the location
Financial Management:
▪ prepare, review and manage the budget and forecast of HR cost centers
▪ ensure timely submission of financial data to controlling
▪ implement and conduct activities according to the budget established
▪ ensure that the financial goals are met
Employer Branding and Recruiting:
▪ ensure deployment of employer branding measures
▪ ensure recruiting, sourcing and selection of candidates as well as the onboarding process according to standards and in corporation with the CoE/Shared Services it applicable
Talent and Performance Management :
▪ implement plant talent and competency management as well as planning, implementation and supervision of employee training (e.g. further education, leadership training, etc.) according to standards
▪ ensure the talent and competency management programs are made available for target groups at the plant
▪ steering of vocational training
HR Administration and Services and Labor and Employee Relations:
▪ administrate payroll and benefits as well as personnel file, training and expat administration, exit management and timekeeping according to standards respecting budget and legal requirements
▪ steer and manage job evaluation, plant compensation policies and programs or compensation market benchmarking
▪ steer and facilitate annual salary review
▪ responsible regarding collective bargaining together with plant and/or legal entity management
▪ plan and implement local employee relations measures (e.g. motivation, conflict resolution, events, communication, etc.) to ensure positive work culture
▪ responsible local labor law adherence (e.g. minimum wage, working hours, labor agreement, etc.) according to standards
▪ represent the organization to the local community (i.e. employee representatives, spokesmen committee, local union)
Leadership:
▪ ensure the availability of qualified employees for the HR function
▪ initiate and control the continuous qualification of HR employees (e.g. training Design, training Delivery)
▪ conduct employee dialogues, personnel development and coaching
Monitoring and Reporting:
▪ ensure HR (KPI) monitoring and reporting (e.g. headcount reporting, labor availability, recruiting success, etc.) in cooperation with plant management and controlling
▪ initiate and control measures to improve CBS performance
Continious Improvement of HR Processes / Standardization:
▪ ensure local implementation and application of central HR standards
▪ provide feedback and input for further development of standards regarding HR processes and IT (e.g. recruiting process, personnel file management, etc.) to segment, BU or BA functions Qualifications▪ University degree, preferably in psychology, business administration or related discipline (depending on plant size)
Profesional Experience:
▪ 5 or more years of professional experience in various HR functions
▪ 2 years or more cross functional experience e.g. in controlling, quality or CBS, cross business area move or external company experience
Process and/or Project Experience:
▪ initial experience in rubber and plastic production processes
▪ project leader experience in strategic HR projects
▪ experience in HR processes (e.g. staffing, organizational development)
▪ experience in managing a cost budget
▪ knowledge of local legal framework (e.g. taxes, labor law, contracts)
Leadership experience:
▪ 3 or more years in a leadership position, preferably in operational units with functional and disciplinary responsibility for other individuals
Intercultural/International experience:
▪ experience in working with international teams on HR topics and understanding of foreign cultures
▪ proficient in minimum 2 languages, English or German is mandatory
