1. Strategic Alignment: Work in collaboration with the General Manager (GM) and Leadership Team (LT) to understand business objectives and develop and deliver local HR strategies aligned with the global VT HR strategy to achieve business goals. Attend regular management meetings and actively participate as a member of the leadership team as required to ensure provision of HR perspective and expertise to site discussions.
2. HR Team: Lead the team to ensure provision of high-quality HR activity to meet business objectives.
3. Employee Relations: Provide expert advice and guidance to the team, managers, and employees to mitigate risk and resolve employee relations concerns when they occur and provide an appropriate level of challenge where appropriate. Support the team with employee relations cases that come in and provide advice and guidance escalating to the HR Manager where necessary. Remain up to date and adhere with local employment law and legislation.
4. Employee Engagement: Encourage and actively work with leaders to develop an employee-oriented company culture that emphasizes quality, cost effectiveness, continuous improvement, and high performance. Actively work with leaders towards improving the employee experience and in turn improving the Insight scores.
5. Talent Management: Support the GM and senior leaders in developing talent plans to develop talent management strategies to deliver those plans: to include recruitment, succession planning, organizational design, individual and organization development and global mobility.
6. Cyclical HR Activities: Ensure that cyclical HR activity (e.g. annual salary review, bonus, Performance Discussion) is executed effectively and efficiently within area of responsibility.
7. Data Accuracy and Systems: Responsible for data accuracy in area of responsibility and for playing an active role in the introduction of new global systems and processes such as, but not limited to, Learning Link, HR Link, GDPR.
8. Recruitment: Ensure that recruitment activity is well managed, and that local market understanding is maintained in order to add value to the recruitment process. Support managers with sourcing and selecting high caliber candidates. Ensure that approval processes are followed and that all vacancies are posted across all internal job markets.
9. Projects: Keep involved in wider HR projects either relevant to country or more globally, as appropriate, and as directed by the regional HRBP / Holding HR / VP HR.
Skills:
87 Minimum of 10 years of experience in HR field. Experience of working with a variety of corporate cultures and business areas, including but not limited to skilled, professional and senior management populations is highly desirable
87 Previous experience in managing projects, design and implementation of HR tools
87 Knowledge of talent development and acquisition strategies
87 Up to date knowledge of appropriate employment legislation and evidence of putting employment law knowledge into practice
87 Experience of supporting/delivering culture change projects
87 Ability to understand and use HR Systems, including payroll systems
87 Numerate and computer literate, dynamic with strong interpersonal and leadership skills
87 Ability to deal with conflict – communication, negotiation, persuasion and influencing skills, ability to work independently, whilst also being able to judge when additional support is required
87 Ability to set own priorities, manage multiple tasks and reschedule work in a changing environment
87 Excellent written and verbal communication skills
87 Team player with experience of management and supervision of direct reports as well ability to build support from non-direct reports in order to successfully achieve goals
Scope of the job
87 The HR Manager will be responsible for working and collaborating closely with senior leaders on a day-to-day basis, whilst also collaborating with their HR peer group and team to ensure provision of a high-quality HR service, which leverages knowledge and resources and shares best practice.
87 They will have latitude to decide what action to take to achieve agreed objectives, escalating decisions of a potentially contentious nature and those outside current policy as necessary to either the GM, Head of People and Culture or People and Culture Business Partner.
87 They will have contact with senior management levels throughout the business in the region, which may involve attending meetings on cross-functional and cross-company issues and policies.
87 To provide accurate advice and guidance to line management on procedures and recommend actions on issues, the job holder will be expected to maintain a thorough knowledge of current employment legislation, local market context and company policies.
87 In fulfilling this role, the job holder will work in accordance with the Atlas Copco values and lead their team to provide a valuable HR provision to the business.
公司为工厂模式，欢迎有制造型企业背景的人选积极投递