HR Business Partner GBS
San Luis Potosí, San Luis Potosi, Mexico
hace 42 días

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
  • talent outcomes.

  • 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.
  • Requirements :

  • 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.
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