People Business Partner EEMEA

The People Business Partner plays a pivotal role in aligning People Function strategies with business objectives, working closely with people leaders to drive key initiatives in recruitment, talent management and development, and employee engagement. This role focuses on supporting the growth and performance of both employees and the organization by implementing HR solutions that enhance workforce capabilities and ensure talent development and retention. As a trusted advisor to managers, the People Business Partner provides guidance on a wide range of HR functions while contributing to the implementation of policies that foster consistency and support organizational success.

The position reports to the Regional People Business Partner EEMEA.

Key Accountabilities

1. Talent Acquisition and Onboarding: collaborate with middle managers to assess workforce needs and develop recruitment strategies that align with business goals, ensuring the hiring of high-quality talent. Oversee the recruitment process, from sourcing and screening to interviewing and onboarding, ensuring an efficient and positive candidate experience.
2. Learning and Development Program Management: work with departments to identify skills gaps and development needs and develop training and development programs tailored to improving both individual and team performance to enhance employee skills, leadership development, and career growth opportunities.
3. Talent Management and Succession Planning: partner with leadership to execute talent management strategies, including succession planning, to identify and nurture high-potential employees.
4. Performance Management Support: collaborate with employees and managers to guide the performance management cycle, including setting performance goals, providing feedback, conducting appraisals, and implementing improvement plans.
5. Career Development and Coaching: provide coaching and support to managers and employees on career development, professional growth, and personal development to retain top talent.
6. Employee Engagement and Retention Strategies: design and implement employee engagement initiatives, such as surveys, focus groups, and team-building activities, while analyzing turnover trends and collaborating with middle managers to develop retention strategies that enhance job satisfaction, morale, and organizational commitment.
7. Partner with Middle Management: act as a trusted advisor to middle managers, offering guidance on managing teams, coaching and mentoring talent, and navigating people-related challenges.
8. Shaping HR Practices and Policies: contribute to the development and harmonization of HR practices and policies across the region, ensuring consistency, fairness, and alignment with organizational goals and regional standards.
9. HR Data, Metrics and Reporting: ensure HR data is accurately maintained in the HRIS, track key HR metrics, and provide insights to leadership for data-driven decision-making.

Networking/Key relationships

Key stakeholders include all departments and organizational levels within the region of responsibility, Global HR Community, external consultants, lawyers, and payroll services.

Minimum Knowledge & Experience required for the position

1. Education:
   • Master's Degree in Law, Social Sciences or similar; Bachelor's degree from an accredited university with major course work in Human Resources. A Master in Human Resources is a plus.
2. Experience:
   • At least 5 years of experience in a HR Department in a multinational company in a similar role.
3. Additional skills/knowledge:
   • Demonstrated knowledge and ability in areas such as talent acquisition, learning and development, performance management, employee engagement and retention, change management, mentoring and coaching;
   • Strong presentation and facilitation skills;
   • HR analytics competencies;
   • Proficiency in English and Italian is a must, Spanish is a plus.

Skills & Capabilities

1. Strong attitude to interpersonal relationships;
2. Communication and active listening and ability to understand different perspectives;
3. Teamworking approach;
4. People-oriented with leadership skills;
5. Stakeholder management at all organizational levels;
6. Positive and proactive attitude;
7. Flexibility and problem-solving skills;
8. Acumen about organizational processes;
9. Mental agility and global mindset.

Up to 20% of working time.

Managing Work
Effectively managing one’s time and resources to ensure that work is completed efficiently.

Emotional Intelligence Essentials
Establishing and sustaining trusting relationships by accurately perceiving and interpreting own and others’ emotions and behavior; leveraging insights to effectively manage own responses so that one’s behavior matches one’s values and delivers intended results.

Building Partnerships
Developing and leveraging relationships within and across work groups, including cross-functional groups, to achieve results.

Decision Making
Identifying and understanding problems and opportunities by gathering, analyzing, and interpreting quantitative and qualitative information; choosing the best course of action by establishing clear decision criteria, generating and evaluating alternatives, and making timely decisions; taking action that is consistent with available facts and constraints and optimizes probable consequences.

Continuous Improvement
Originating action to improve existing conditions and processes; identifying improvement opportunities, generating ideas and implementing solutions.

Continuous Learning
Actively identifying new areas for learning; regularly creating and taking advantage of learning opportunities; using newly gained knowledge and skill on the job and learning through their application.