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
- Actively contribute to HR projects & initiatives as
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:
- Degree in Business, Human Resources Management or related
- Proven track record of delivery in a complex and international matrix
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.
