Primary Function of Position:
This position will provide human capital-centered thought leadership, strategic and tactical solutions to address business challenges of the leadership team for the site/functional unit. Partnering with the relevant senior and functional HR Business Leaders and as well as extended HR teams - HR CoE’s (Centers of Expertise), People Services and People Solutions - they will proactively deliver initiatives and insight that drive and sustain human performance for their client group.
As part of the global People and Strategy Consulting function of HR, this individual will be a member of their functional/site/country leadership team as well as regional, if applicable
Roles and Responsibilities:
- Proactively collaborate with client group leaders to translate business needs into impactful talent strategies and solutions that support business objectives.
- In partnership with extended HR team, develop and deliver focused solutions to support the unique and/or local talent strategies.
- Implement corporate or regional strategies and programs into the business; measure and track success and proactively drive improvement. Influence the design of future programs to better support the business.
- Serve as a thought leader for the client groups on leadership expectations, culture, team performance and organizational design. Participate in conversation around organizational health data in consultation with business leaders.
- Build a strong consultative relationship with senior leadership as a trusted advisor and sounding board.
- Support growth plans for the function/site/country including overseeing plans for new site creation and expansion as well oversee major change initiatives include site co location and establishment of matrix hub sites.
- Drive and coordinate major change management initiatives within the function/site/country such as site co-location, M&A, expansion, cultural transformation.
- Anticipate gaps / future people requirements and develop sourcing, performance and rewards strategies for business-critical roles. Influence, consult and provide insights to business leaders in executive-level calibration reviews (Director and above).
- Support the broader talent strategies, strategic workforce plans (SWPs) and succession plans with aligned business leaders as defined by the functional or regional HRBL.
- Provide coaching & mentoring to business leaders (VPs, Senior Directors, key Directors)
- Participate in the interview and selection of key leadership roles for the function/site/country.
- Oversee the execution of key complex and high-profile/high touch transfers (e.g. senior cross-country talent move), sensitive/senior disciplinary situations and internal communications by coordinating the respective HR resources involved.
- Educate and advise senior leaders on complex people matters related to their team members within their function/site/country guiding them through local requirements and dynamics to come to an effective resolution.
Specific to Country HR Leadership
- Assist the HR team at the country/site level find the right balance of local requirements and global consistency within the HR operating model and act as an advisor for global colleagues providing expert and sound local insights.
- Participate in governance country and/or regional forums for country-level HR policy and compliance matters in alignment with the HR compliance organization and relevant COEs.
- Drive alignment and decision making of senior leaders (Senior directors and VP+) within the matrix site on the strategy for the roll out of programs, policy, for the country/site.
- Oversee the country works council or employee representation body interaction and operating rhythm. Work with the HR support structure to plan for the evolution of the works council/employee representation body. Ensure any consultation obligations are met and addressed to enable the roll out of programs and organization changes.
- Provide informal coaching and mentoring to other locally based HR employees and act as their indirect matrix leader providing applicable feedback to the direct manager.
- Role model the Intuitive culture and be a steward for the companies’ values for other HR employees and for senior leaders.
- Hold applicable HR legal entity responsibilities (ie POA) for the local entities in Germany.
Required Knowledge, Skills, and Experience:
Skills & Abilities:
- Strong business acumen
- Cultural leadership – modeling value and expectations
- Analytical and conceptual thinking skills; ability to support recommendations through data and analysis.
- Ability to generate and apply novel talent solutions to support the business.
- Ability to remain focused with strong attention to detail and deliver exceptional quality work.
- Ability to take systems view outside the function, the country and to the BU/company level.
- Ability to influence and challenge executive leaders.
- Exceptional communication (both oral and written) and interpersonal skills with a proven ability to build trust, credibility, and strong, productive relationships.
- Proven ability to work positively, collaboratively, and professionally within a team and across a global organization.
- Ability to drive change, think strategically and operationally.
- Ability to set priorities and be flexible in a changing environment; will be expected to use sound business judgement both in the moment as well as recognizing when others need to be involved in the decision-making process.
- Familiarity and comfort in working in a highly matrixed organization.
- Ability to travel internationally approximately 20% of the time.
Education and Experience:
- A Bachelors (BS/BA) in Business Management, Human Resources, or related field is required.
- Minimum of 8 years’ experience; of which 5+ years as an HRBP or in client-facing capacity
- Relevant industry experience and/or experience in a US multinational a plus.
- A minimum of 5-7 years of experience in a Manufacturing environment is required.
- Fluent in English and German
Intuitive ist ein Arbeitgeber, der gleiche und gerechte Beschäftigungsmöglichkeiten bietet. Wir bieten allen qualifizierten Bewerbern und Mitarbeitern gleiche Beschäftigungsmöglichkeiten, unabhängig von ethnischer Herkunft, Geschlecht, Schwangerschaft, sexueller Orientierung, Geschlechtsidentität, nationaler Herkunft, Hautfarbe, Alter, Religion, geschütztem Veteranenstatus, Behindertenstatus, genetischen Informationen oder einem anderen Status, der nach den geltenden Gesetzen auf Bundes-, Landes- oder lokaler Ebene geschützt ist, und verbieten jegliche Form von Diskriminierung und Belästigung.
Gemäß den „Fair Chance“-Gesetzen berücksichtigen wir qualifizierte Bewerber, die verhaftet wurden oder Vorstrafen haben, für offene Stellen.
