Human Resources 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. 
Job Overview

An exciting position has Works closely with business leaders and client groups to address business challenges and deploy appropriate HR solutions.The role is responsible for shaping and strengthening an organizational culture that aligns with TE's values and business unit vision, while driving initiatives that enhance employee development, inclusion, and engagement. The position leads the delivery of HR services across multiple regions, ensuring operational excellence through continuous improvement and data‑driven decision making.

Your new role:

· Champion organizational culture aligned with TE values, the Business Unit (BU) vision, and cultural beliefs; enable site-level initiatives that unlock employee potential through development, inclusion, and data-informed decision making.

· Develop and implement processes, tools, and communication channels that foster transparency, inclusion, and high levels of employee engagement and satisfaction.

· Support cultural transformation and Strategic Workforce Planning initiatives, incorporating diversity, analytics, and forward-looking workforce modelling into the strategy.

· Direct and ensure the effective delivery of HR services across assigned geographic regions, proactively identifying and resolving issues to drive HR operational excellence using TEOA (TE's Continuous Improvement Program).

· Partner with HR Business Partners to support Organizational Design, workforce planning, change management, and footprint restructuring through evidence-based recommendations.

· Analyze business trends, talent metrics, and workforce data to develop proactive organizational and talent strategies that support profitable growth; apply advanced data analytics to anticipate future workforce needs.

· Collaborate closely with global HR partners to strengthen alignment, enhance processes, share best practices, and champion the "One HR" model.

· Manage and monitor talent management processes by generating actionable insights from HR metrics, dashboards, and predictive analytics.

· Assess business cycles and workforce needs to develop human capital strategies that build capability and readiness in alignment with BU goals.

· Evaluate talent to build leadership and functional capabilities at the site, country, or regional level.

· Partner with and coach people leaders to execute BU strategies aligned with organizational priorities, supported by analytics and clear performance insights.

· Manage recruiting and staffing initiatives; advise people leaders on final candidate selection, compensation decisions, talent planning, and career development.

· Conduct quarterly deep-dive talent reviews using data-driven assessment methods; demonstrate year-over-year progress on succession readiness and develop SMART plans for critical roles.

· Support the development of career pathways for the direct labor population and strengthen process capability improvements using measurable indicators.

· Forecast staffing needs based on business volume fluctuations through capacity models, scenario planning, and workforce analytics.

· Participate in works council/union negotiations and ensure effective administration of labor agreements.

· Advise management and employees on personnel matters including grievances, investigations, and arbitrations.

· Lead onboarding, offboarding, and retention initiatives supported by data insights and continuous improvement feedback loops.

Your ideal background:

· Bachelor's degree or equivalent experience; HR-related field preferred.

· Minimum 5+ years of HR experience in a manufacturing environment.

· Minimum 8+ years HR Generalist/HRBP experience across multiple HR disciplines including Employee Relations, Talent Acquisition, Compensation, Talent Management, and Leadership Development.

· Experience partnering with business leaders in a matrixed environment, with strong influencing and stakeholder management skills.

· Demonstrated ability to balance strategic thinking with hands-on execution.

· Ability to design innovative solutions and adapt quickly within a dynamic environment.

· Proven capability as a credible coach, facilitator, and role model for effective leadership and performance.

· Ability to establish trust and build credibility with teams and stakeholders at all levels.

· Strong interpersonal, organizational, and analytical skills, with a process-oriented mindset and a sense of urgency.

· Strong understanding of local employment laws and experience with grievances, investigations, and collective bargaining agreements.

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