HR Business Partner, Evreux

At TE, you will unleash your potential working with people from diverse backgrounds and industries to create a safer, sustainable and more connected world.
ROLE STATEMENT:
TE's Plant HR Business Partner function in a variety of Human Resources activities including Implementing Human Resources policies at the business unit level partnering with management to drive company-wide programs and initiatives (i.e. succession, talent acquisition, total rewards, employee relations, collective bargain agreements, change management and data analysis/ metrics). Fosters partnership across the HR function to deliver value-added service to management and employees that reflects the business objectives, strategies, and policies of the organization.

Reporting to the Global Director HR Business Partner, this position will guarantee alignment in approaching business needs and strategy. The role requires one to effectively work with other HR functions to direct and ensure the successful delivery of HR services required to drive business imperatives within the assigned geographical region and proactively seeks to identify and resolve issues driving HR operational excellence through TE’s Continuous Improvement Programs.

CULTURE:

- Drive organizational culture towards TE values and BU vision and cultural beliefs; enable location site initiatives (linked to BU) to unleash people’s potential through development & inclusion
- Develop and Implement process and tools that foster open communication, inclusion and employee satisfaction
- Support cultural transformation and Strategic Workforce Planning including diversity as part of the strategy

ORGANIZATIONAL EFFECTIVENESS:

- Direct and ensure the successful delivery of HR services required to drive business imperatives within an assigned geographical region and proactively seeks to identify and resolve issues driving HR operational excellence through TEOA (TE’s Continuous Improvement Program).
- Support Organizational Design, Strategic Workforce Planning, Change Management, Footprint Restructuring, initiatives in partnership with HRBP within a site, country or region.
- Analyze business trends and metrics and develop proactive organizational and talent actions to ensure profitable growth, think systemically the future of the workforce
- Work closely with the global human resources partner to build linkages, improve processes and share best practices and champion “One HR” model

TALENT:

- Manage and monitor the performance of the talent management processes, providing the appropriate data insights of HR metrics and analysis
- Understand business cycles and talent needs of the organization to develop human capital strategies to build the capability of the workforce to meet business unit goals
- Assess Talent to build capabilities and leadership capabilities within site, country or regional within alignment of BUs
- Partner and coach managers/supervisors to develops and executes the BU strategy aligned with company and business strategy, priorities and needs
- Manage recruiting and staffing initiatives, counsel managers in final selections and compensation; Consult with leaders for talent planning and career development
- Conduct quarterly deep dive talent assessment and demonstrate progress on succession plan readiness; able to identify high potential talent and implement SMART development plans for critical positions
- Career Path for DL population at all sites and strengthening process capabilities
- Forecast staffing to requirements based on volume and business fluctuations by plant/ central

EMPLOYEE RELATIONS:

- Participates in local works council / union negotiations and administers the labor agreement
- Advises both management and employees on personnel matters including grievances, arbitrations, among others
- Drive Onboarding/Offboarding, and Retention initiatives

KEY EXPERIENCE/SKILLS:

- Bachelor’s degree or above or equivalent experience; HR related major preferred
- Minimum 5+ years of professional working experience in HR Manufacturing environment required.
- Experience partnering with business leaders in a matrixed environment requiring influencing skills.
- Must have an effective balance between strategic and tactical implementation skills.
- Ability to provide innovative solutions and adapt in a rapidly changing environment.
- Ability to act as a credible coach and facilitator and a credible role model for effective leadership and performance.
- Build trust and credibility among his/her team and at all levels within the organization.
- Must have a high level of interpersonal skills, strong organizational and analytical skills; Process orientated and sense of urgency.
- Must possess substantial knowledge of applicable local employment laws and practices and proven experience with grievances and collective bargain agreements.