HR Business Partner

The HR Business Partner plays a pivotal role in fostering a positive and productive work environment aligned with the organizations goals. The mission is to collaborate closely with the business understand their unique needs and implement HR strategies that drive employee engagement diversity and inclusion development and overall organizational success.

Responsibilities:
Strategic Business Partnership: Collaborate with senior leaders to understand business and align HR strategies to support the business goals. Act as a trusted advisor providing guidance on HRrelated matters and contributing to strategic decisionmaking and culture building.

Talent Acquisition and management: Oversee the entire employee lifecycle from recruitment and local onboarding to development continuous dialogue internal mobility and retention (offboarding). Partner with recruiters and hiring managers to set up a recruitment forecast overall recruitment follow up and act as recruiter for senior/key profiles for the business.)

Succession planning: Execute policies and procedures for identifying and developing highpotential employees for leadership roles. Creating a pipeline of talent to fill critical positions in the future.

Organizational Culture and Employee Engagement: Fostering a positive and inclusive organizational culture in a business line that aligns with the companys values and goals. Designing initiatives to boost local employee engagement satisfaction and wellbeing aligned with the results and priorities identified within the internal satisfaction surveys Be an actor of the identification and animation to develop a cohesion culture within the BL/Market (sense of belonging and cohesion) but also a common culture with the transversal view with the rest of the country/area.

Learning and Development: Follow up of learning and training needs (learning plan). Promoting continuous learning and professional growth opportunities for employees. Have an active role and knowledge on the skill management of their population of the BL or Market; proactively suggest training needs certifications soft skills development; from a strategic perspective for the business needs(top down) and from the employees expectations (bottom up).

HR Processes: Onboarding new employees conducting exit interviews coordination of the HR Cycle. Follow up on Action Plans defined during talent reviews (HR Cycles/HR Committees) partnering with the People Managers with a view on Action Plans deadlines (ongoing abandoned completed); and the type of Action Plans (training rotation/change of mission reskilling etc.

Diversity Equality and Inclusion (DEI): Implementing DEI initiatives to create a diverse and inclusive workplace promoting equality and eliminating bias in recruitment promotion and compensation.

Change Management: Guiding the business line/market organization through changes (e.g. integrations). Implement change management strategies to minimize disruption and ensure successful implementation.

Legal Compliance and Risk Management: Ensuring compliance with local labour laws regulations.

Communication: Follow up internal communication for the business line/market give advice and suggestions to improve internal communication in the business.

Corporate HR projects: Active participation in development and implementation.

HR Analytics: Use data / HR analytics to gain insights and to define people priorities. 

Key Results:

Engaged workforce (engagement index)
Diverse & inclusive culture (% females)
Retention and turnover rate
Absenteeism
Internal mobility and promotions.

Qualifications :

• Master degree or equivalent via experience.
• Strong in stakeholder management organisational and business savy.
• Proactive approach on ongoing topics and challenges.
• Comfortable in managing complex situations; able to challenge the management when needed.
• Helicopter view in order to define priorities with a focus on his/her scope but curious and aware of the transversal picture of the area to identify opportunities gaps or risks.
• Act impactful to realise business objectives.
• Effective in change management & project management.
• Proven track record in matrix organisations.
• Proven experienced/ successful in the HR responsibilities mentioned above.

Additional Information :

Position: Reports into HR and dotted to business line director or market director.

People are the cornerstone of our success. Thats why we aspire to be bolder together. Our goal is to build highfunctioning teams and healthy team environments that inspire and help each other to deliver excellence for each of our customers.
Excited about this job opportunity Ready to shape the world with us Great! We are looking forward to your application!

Sopra Steria is an equal opportunity employer. All qualified applicants will be considered for employment without regard to age ancestry nationality color family or medical leave gender identity or expression genetic information immigration status marital status medical condition national origin physical or mental disability political affiliation protected veteran or military status race ethnicity religion gender (including pregnancy) sexual orientation or any other characteristic protected by applicable local laws regulations and ordinances. We foster a work environment that is inclusive and respectful of all differences.

Remote Work :

No

Employment Type :

Fulltime