HR Business Partner
City:
Country/Region: MA
Job Req ID: 18000
Job Purpose
The Associate HR Business Partner works under supervision of a Senior HR manager and is a partner to Business directors in all HR subjects from Recruitment, Talent Management, Compensation & Benefits, Admin/Payroll. The Associate HRBP delivers the set business strategy definition, manages & anticipates cultural and organizational changes and ensures HR strategy alignment with business priorities.
Main Scope/Responsibilities
HR Strategy Contribution: Contributes to the people strategy per Business Unit to deliver their business objectives and anticipates the necessary changes.
Proactively analyzes, challenges business needs and coaches managers in terms of organization design, skills, headcounts, and ensures that the necessary resources are available in terms of quality & quantity and responds to business needs for short, midterm and long term to participate in driving superior performance.
Company Values and Culture: Ensures that employees and managers for the functions in charge act as per JESA values and ethics
Builds a robust action plans supporting employees’ feedbacks to improve working environment
Reporting/ HR Operations & Social development: Supports managers on time management, absenteeism actions, & coordinate contract changes (CDD/CDI/CDM) confirmation, termination, probation periods…, coordinates employees transfers, disciplinary sanctions…
Provides organization dashboards to business leaders to monitor the business.
Talent Management and Capabilities: In Partnership with business leaders and the HRBP, contributes in the implementation of Talent Management systems to deliver staffing needs and growth plans.
Recognizes critical positions, and contributes to succession planning and people reviews within his/her business perimeter.
Assists their HRBP to ensure that employees have individual development plans and ensures a close follow up to monitor actions execution.
Deploys specific knowledge transfer programs to accelerate capability building for functions his/her business.
Is part in the identification of career paths per function, and skills level, in order to use them as an input for career moves, development gaps.
Performance Culture: Contributes to the performance culture by supporting, challenging & coaching head of functions/Managers in developing individual /team performance, and supports employees during performance cycle.
Makes sure that performance review completion as per performance cycle agenda and consolidates performance reviews inputs.
Supports managers to manage low performers as appropriate.
Compensation & Benefits: Contributes to the deployment of JESA compensation and Benefits strategy and policies for functions in charge. Challenges & Supports Managers for the application of Merit Increase/ bonuses in line with JESA guidelines in order to ensure fairness between employees. Advises on new salary positioning for promotions & geographic or lateral move with C&B support.
Resource Planning: Plays a part in workforce planning with business managers in order to anticipate future business needs in terms of recruitments, internal moves (project completion...)
Contributes to needs identification/ job requisitions & interview candidates for making final selection. Attends individual induction planning with managers support.
Contributes to the deployment of JESA compensation and Benefits strategy and policies for functions in charge. Challenges & Supports Managers for the application of Merit Increase/ bonuses in line with JESA guidelines in order to ensure fairness between employees. Advises on new salary positioning for promotions & geographic or lateral move with C&B support.
Education
Bac +4/5 - Graduate & Post Graduate
Curricula: Human Resources, Business Admnistration/Management or Labor Law
Global Experience
8-10 years
Specific Experience in the position
A minimum of 5 years in an HR generalist role in an operational or project background within a multinational or large-sized organization.
Experience of working with senior management and employees across multiple sites is beneficial.
Country/Region: MA
Job Req ID: 18000
Job Purpose
The Associate HR Business Partner works under supervision of a Senior HR manager and is a partner to Business directors in all HR subjects from Recruitment, Talent Management, Compensation & Benefits, Admin/Payroll. The Associate HRBP delivers the set business strategy definition, manages & anticipates cultural and organizational changes and ensures HR strategy alignment with business priorities.
Main Scope/Responsibilities
HR Strategy Contribution: Contributes to the people strategy per Business Unit to deliver their business objectives and anticipates the necessary changes.
Proactively analyzes, challenges business needs and coaches managers in terms of organization design, skills, headcounts, and ensures that the necessary resources are available in terms of quality & quantity and responds to business needs for short, midterm and long term to participate in driving superior performance.
Company Values and Culture: Ensures that employees and managers for the functions in charge act as per JESA values and ethics
Builds a robust action plans supporting employees’ feedbacks to improve working environment
Reporting/ HR Operations & Social development: Supports managers on time management, absenteeism actions, & coordinate contract changes (CDD/CDI/CDM) confirmation, termination, probation periods…, coordinates employees transfers, disciplinary sanctions…
Provides organization dashboards to business leaders to monitor the business.
Talent Management and Capabilities: In Partnership with business leaders and the HRBP, contributes in the implementation of Talent Management systems to deliver staffing needs and growth plans.
Recognizes critical positions, and contributes to succession planning and people reviews within his/her business perimeter.
Assists their HRBP to ensure that employees have individual development plans and ensures a close follow up to monitor actions execution.
Deploys specific knowledge transfer programs to accelerate capability building for functions his/her business.
Is part in the identification of career paths per function, and skills level, in order to use them as an input for career moves, development gaps.
Performance Culture: Contributes to the performance culture by supporting, challenging & coaching head of functions/Managers in developing individual /team performance, and supports employees during performance cycle.
Makes sure that performance review completion as per performance cycle agenda and consolidates performance reviews inputs.
Supports managers to manage low performers as appropriate.
Compensation & Benefits: Contributes to the deployment of JESA compensation and Benefits strategy and policies for functions in charge. Challenges & Supports Managers for the application of Merit Increase/ bonuses in line with JESA guidelines in order to ensure fairness between employees. Advises on new salary positioning for promotions & geographic or lateral move with C&B support.
Resource Planning: Plays a part in workforce planning with business managers in order to anticipate future business needs in terms of recruitments, internal moves (project completion...)
Contributes to needs identification/ job requisitions & interview candidates for making final selection. Attends individual induction planning with managers support.
Contributes to the deployment of JESA compensation and Benefits strategy and policies for functions in charge. Challenges & Supports Managers for the application of Merit Increase/ bonuses in line with JESA guidelines in order to ensure fairness between employees. Advises on new salary positioning for promotions & geographic or lateral move with C&B support.
Education
Bac +4/5 - Graduate & Post Graduate
Curricula: Human Resources, Business Admnistration/Management or Labor Law
Global Experience
8-10 years
Specific Experience in the position
A minimum of 5 years in an HR generalist role in an operational or project background within a multinational or large-sized organization.
Experience of working with senior management and employees across multiple sites is beneficial.
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