What you will do
1. Within KAM role the job is responsible for: development and implementation of 3 year HR Plan: Selling HR Products and Services, Policies and Processes: Set and drive Business Partner Global Network
2. Conduct diagnosis and make decision if the new organisation design is needed: structure and lead a project to ensure delivery of new organisational design: give input on specific knowledge about Organisation Design
3. Deliver Strategic Workforce planning integrated with the business strategy and planning cycle (CBP)
4. Be the HR champion for Employee Engagement in your part of the business, ensure Employee Engagement is in place for organization through detail analysis of results, prioritization, planning and follow up on improvement actions, as well as communicating the achieved improvements back to the organisation
5. Drive Capability Development process, drive capability development projects devoted to close the capability gaps for the specific organisation, including the implementation of action plans: drive leadership maturity assessment together with the business leadership team
6. Lead HR subproject and perform critical HR activities related to and within MandA and Integration Projects
7. Drive Talent Management in the respective organisation: identify critical roles to achieve business strategy and facilitate talent review meetings, including reviews of potential, succession and mobile employees: Conduct a pipeline analysis and risk assessment and recommend actions to improve pipeline strength and mix: Consult on the development of future leaders and create specific development plans: Design and manage programs to develop critical talent pools: Support to deploy a framework on how to develop people’s careers by visualising career paths and support with training and coaching.
8. Leadership Performance Consulting: Leadership consulting and coaching, Selecting critical leadership competences and behaviours the organisation needs to deliver on strategy: Advising on using leadership elements in staffing decisions (placements, defining successors etc): Assessing leaders with regards to their level of leadership competences including the use of a 360 feedback tool: Advising on leadership team effectiveness including diagnosis and improvement actions.
9. Drive Change Management for the respective organisation based on Kotter methodology
10. Drive HR initiative on cluster/global functional level and participate in the global HR priority setting and process improvements.
- We believe you have
At least 15 years of relevant HR experience. - Holds a track record of: proven performance and successfully built relationships with internal clients and colleagues; leadership experience built over series of inscreasingly challenging assignments.
- Excellent English proficiency is a must.