HUMAN RESOURCE MANAGER LUXEMBOURG

KEY RESPONSIBILITIES:

Relationship Management

Establish a trusted advisor relationship with the clients as well as with regional HR partners
Develop strong working relationships with the regional specialist teams to help ensure the efficient delivery of end to end HR services, products and processes to clients and employees
Partner with Line Managers across business lines to ensure the effective & seamless delivery of end-to-end HR services and processes
Provide line managers and employees with responsive, high quality guidance and counsel on HR services, policies and activities.

Performance Management

Provide guidance to Line Managers for goal-setting and the performance review process; coach managers in providing high quality feedback and linking compensation to performance management
Assist line managers to address under performance, develop employee to grow into new roles, and have difficult conversations
Provide advisory and training support to employees and managers during the performance management and employee feedback process
Drive calibration across the year-end calibration

Employee Relations

Advise Line Managers on opportunities and risks relating to management actions and challenges with employee that may affect employee relations
Perform exit management actions as required including RIFs
Provide proactive manager education and coaching to improve ER environment and mitigate risks
Work with managers to address employee issues, assist with performance management and raising the overall performance level
Counsel employees on personal and work related issues that affect performance and foster policy understanding g. performance capability etc.
Manage local employee representative bodies and social partners on HR matters

Resourcing

Partner with Recruiting, Compensation and Line Managers to ensure proposed Compensation offers to candidates are compliant with regulatory, and business unit
Monitor recruiting data and metrics to identify trends and anticipate issues e.g. use of compensation commitments
Interpret and implement workforce plan and integrate with replacement and opportunistic hiring
Support managers to devise appropriate new-hire orientation and transition plans
Facilitate internal career mobility discussions with employees and managers
Participate in the approvals process e.g. ATO

Talent & OD

Run the talent process - identification/assessment, calibration of designations, driving business talent reviews
Support the cluster talent board activities
Ensure the business actions effective career, development and succession plans, with emphasis on High Potential/deep reach as well as critical talent
Champion and potentially even manage/facilitate/deliver high potential and rotational/mobility programmes

Learning

Work with seniors to identify the learning needs in their business and help implement appropriate solutions
Coach and train managers in all core people management processes
Provide support for business team development

Mobility

Partner with EMEA Mobility and/or the local mobility coordinator to identify and implement the appropriate mobility solutions
Partner with Mobility to devise a rationale for Approval purposes (includes information to facilitate relocation)
Dealing with complex individual

Reporting & Metrics

Partner with analysts and/or HRSS to obtain and interpret metrics required for businesses; provide commentary and insight on analysis.

Risk & Controls

Understand and proactively manage risk and compliance across all areas of work
Appropriately assess risk/reward relationships when making business decisions
Adhere, at all times, to relevant laws, internal policies, procedures and guidelines
Complete all mandatory training on time
Escalate any potential or arising risks, liabilities or issues as soon as known to the direct

HR Projects & Initiatives

KNOWLEDGE & EXPERIENCE

Strong experience in an HR Generalist/Business Partner role in an international matrix organization
Good understanding and application of local employment law, procedure & policies
Knowledge and experience of sound HR practice
Commercial awareness and a solid understanding of how HR adds value to the business
Proven experience in coaching leaders and staff (e.g. on performance and on developmental aspects)
Project management and delivery
Experience in the Financial Industry preferred but not a pre-requisite

QUALIFICATIONS:

SKILLS & COMPETENCIES:

Able to communicate well, with tact and diplomacy, both verbally and in writing
Language Skills: written and verbal fluency in both French & English is essential
Excellent written, numerical and analytical skills
Proven track record of execution and delivery in a busy and complex environment
Proficient in Microsoft Word, Excel and PowerPoint
Proficient in the use of HR systems, preferably People Soft, Taleo
Strong ability to influence & persuade
Demonstrable decision making and problem solving skills, outcome and solutions focused
Adaptable, pragmatic, and "hands-on" approach
High tolerance for dealing with ambiguity and on-going change
Client Excellence: can quickly establish rapport and credibility to deal in a professional manner with individuals at all levels in the organisation
Strong organisational skills: prioritise, organise and drive personal work flow and follow-up to completion
Time sensitive and productive: ability to be responsive and prioritise tasks, work to tight deadlines, expedite and chase to completion
Resilient under pressure and self-motivated in a fast paced and demanding environment
High level of personal integrity and discretion
Accuracy and attention to detail
Team

The SR Group (Netherlands) B.V. is acting as an Employment Agency in relation to this vacancy.