Tasks : 1. Strategy leadership
1. Strategy leadership
Understand the Business drivers, the current and long-term strategy and identify opportunities for HR to add value to the Business.
Set and implement HR priorities in the organization in line with group / global division / global BU / global function and people strategy, covering culture, people, and organization utilizing the existing HR solution portfolio or ensuring to provide new
solutions where appropriate.
Orchestrate the HR organization to support and deliver on the defined priorities.
2. HR Solutions
Represents HR in the business entity, establishing strong relationships with business leaders and acting as consultant, sparring partner and coach.
Accountable for the total HR offering to the business.
Articulates the needs of the business to the CoEs and Global Business Services (GBS) to ensure relevant, impactful support for the business.
3. Capability Planning / Workforce Planning
Ensure people and organizational capabilities required in the mid-long term are understood and actioned.
Ensure that the business positions in the short term are adequately staffed to meet or exceed the annual business targets.
Interrogates HR Analytics data to understand key organizational dynamics, trends and issues and define and execute appropriate actions
4. Organization Design
Implement the operating model and optimize organization structures and principles in line with group and global rules and standards, including the ABB Job Structure.
Develop high performing teams, including organizat
ion restructuring, optimal utilization, redeployment and right-sizing of people resources.
Under the leadership of global Division and / or Business Unit, implements strategy and plans regarding restructuring and integration projects.
5. Performance Management
Build performance culture in the organization; Implement group and global business performance standards, KPIs, and targets to enhance business performance.
Identify performance issues and take actions to address them in close collaboration with Location HRBP and CoE.
Drive recognition and reward programs for individuals and teams linked to the Business priorities and Values in Action.
6. Competence Development
Ensure competence development actions supporting the business strategy are in place; Implement learning and development activities to build and improve competence in collaboration with CoE and GBS.
Collaborates with Learning Partners to decide appropriate learning strategies and commission design and execution of customized programs to meet the needs identified.
Measures and evaluates effectiveness of learning solutions to demonstrate business impact.
7. Integrated Talent
In close collaboration with Talent Partners in CoE, set and implement strategies and actions to ensure a healthy and sustainable talent structure in the organization.
Works closely with Talent Partners to ensure a healthy and sustainable talent pipeline in the organization considering internal Talent pool and external market.
Drives and executes all talent processes with Business Leaders e.g. identification and succession planning on business critical positions, diversity and inclusion and owns the
Where appropriate is directly involved in the recruitment of peer level positions.
Assess risks and coordinate actions to mitigate risks.
8. Remuneration Competitiveness and Personnel Cost .
Define competitiveness position and compensation elements based on business need and in line with group and global strategy and policy
Identify issues and risks and works with CoE to identify necessary actions.
Monitor and control personnel cost development in the business and take corrective
9. Change Management
Ensure change management requirements are translated into actions that support the business strategy and plan;
Apply in-depth Business knowledge to support and coach Managers implementing necessary measures and actions to facilitate change, including communication, reorganization, performance management, motivation, recognition.
10. M&A and Reorganization
Under the leadership of global division and / or BU, implement strategy, policy and plans in line with group rules and standards to ensure business benefit and continuity, including due diligence, integrating, communication, change management, retention and motivation, leadership appointment
11. Standards and governance
Implement and ensure compliance with global and local standards, rules, tools, policies and processes related to operations / project execution.
Share and develop best practices across the wider HR community.
Provides support and governance to the business, ensuring business plans align with overall HR direction, policy and the Business Strategies.
12. People leadership and development
Provide functional leadership and guidance to HR Business Partners in the local Division / Business Unit / Function in the countries.
Ensure that the area of responsibility is properly organized, staffed and directed. Build an effective, capable and high performing team. Develop talent.
6-9 years of experience in a HR function;
At least 3 years in a role of HRBP;
Experience in directly handling a team for at least 3 years or more;
Experience in HR Shared Services for a Global Company a strong plus;
Completed degree in higher education (BA);
Master or postgraduate studies in HR a strong plus;
Proficient in business English;
Excellent written and verbal communication skills;
Excellent user knowledge of Microsoft Office and Excel skills;
Excellent team handling and delegations skills;
Customer service orientation;
Collaborative and conflict resolving approach to stakeholder management;
Strong understanding of different aspects of HR;
Hands-on experience of working on ERP preferably SAP and other analytic tools and techniques;
Ability to prioritize, multi-task and handle different initiatives concurrently;
Strategic thinking & keeping regular updates of industry awareness;
Ability to create learning atmosphere among team members;
Ability to create & leverage networks within the organization;
Strong analytical skills;
Knowledge of global compensation practices preferably LATAM / Europe / US a strong plus;
Complete knowledge of HR practices & methodologies a strong plus.