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Your tasksThe HR Location Specialist -Labor & Compensations- is the central point of contact for all HR topics (which are not covered by Shared Services) within his/her area of responsibility for managers and employees.By providing expert HR advice, creates a trust building partnership with his/her internal customers, develops solutions, plans and executes the implementation in order to ensure high quality HR work. Is a strategic partner with his/her business clients (business team) and balances the role of being both a business and employee advocate.Main tasks:Labor & Employee Relations: Acts as a single point of the contact for all topics (which are not covered by HR Operations) for the employees and managers in area of responsibilityMaintains individual Union & Employee Representative Relationships depending on country approach. Ensures compliance to all relevant government regulations. Guides employees and superiors in employee relations conflict management. Responds to employee relation issues such as employee concerns, harassment, and discrimination complaints. Conducts internal investigations as necessary. Acts as company representative towards external parties (courts, fairs, local networks, authorities.) if assignedCompensation & Benefits: Executes Job Evaluation based on local, country or/and cooperation policies, Consults on Compensation Policies and Programs, Benefits & Pensions to assist business needs. Steers and facilitates annual Salary Review. Implements and supports Employer Branding road map and acts as an ambassadorSupports Inpatriates (e.g. on performance management and local requirements) and Expatriates (e.g. on salary topics and repatriation) based on International Mobility PoliciesLearning & Training: Drives nominations for Leadership & Talent Development Programs for target groups in the area of responsibility. Drives competency management by identifying gaps and proposing (training) measures. Steers and/or executes Vocational Training ManagementHR Administration & Services: Ensures effective HR processes by collaborating with HR Operations regarding the full portfolio of HR related services (e.g. payroll, HR data..)Ensures employee data accuracy. Ensures data availability and quality of the audit/compliance related records (i.e. record of compensation decisions, training certificates, exit interviews). Monitors time management, ensures legal compliance and trigger actions if needed due to labor requirements. Takes over administrative tasks if it comes to customization and deviations from the standardTalent & Performance Management: Acts as a talent scout in the organization and provokes positive changes in the talent management. Drives readiness of talent through proper succession planning in line with the business needs. Supports and guides managers as well as individual employees in talent and performance management processes in accordance with country specific legal regulations, CoE guidance, and company guidelines. Support execution of talent management measures. Support in development needs, alerts organization to critical areas for succession planning, local programs (e.g. Onboarding, talent development).Change Agent: Accompanies and implements (business) change projects in his/her area of responsibility together with management of respective organizational units and internal/external experts (if applicable). Leads and implements HR projects in the assigned area of responsibility. Consults and guides the organization through times of significant changes (e.g. digital transformation, VUCA (volatility, uncertainty, complexity and ambiguity) world) and supports organizational development. Acts as a role models of our company values and culture.Reporting: Continuously evaluates performance according to defined Key Performance Indicators (KPIs) and Operating Figures and derives corrective actions (e.g. according PDCA model). Summarizes and completes reporting within the local Organization and publishes reporting resultsHealth: Promotes health management regulations and programs and consults management and employees. Support for health and well being at work initiativesManage services : canteen, transportation, etc**Profile**:- Bachelor's Degree in the field of Industrial Relations, Business Administration with focus on HR or a comparable qualification- 2-3 years of experience in HR area (employee services), Human Relations Processes- Labor Law/ Legal Compliance -Advanced- Conflict Management and Mediation, Negotiation -Advanced- Functional HR Knowledge - Compensation & Benefit -Advanced- Functional HR Knowledge - Learning & Training -Advanced- Functional HR Knowledge - Recruiting & Staffing- Organizational Change Management Skills- Functional HR Knowledge - Talent Management- Advanced English Language Skills (written and spoken) -Advanced- Analytical and Problem-Solving Skills- Project Management- Health Management**Offer**:About usC
