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Ensuring Essilor GmbH Germany and Essilor Austria GmbH a high quality of HR generalist support while closely working with the business leaders in supporting the business and driving the HR strategy and respective agenda. Furthermore managing the day to day HR topics/activities within transactional and transversal is key and while doing so the role is participating in the HR DACH team as well as in the local Leadership teams and will engage in cross-legal entity/cluster responsibilities and/or programs & projects.

 

Key tasks & objectives:

 

Business Partnering

  • Anticipating and executing HR EU strategies as well as planning activities in context of broader business decision
  • Having a deep understanding of the business products & services and their respective processes by applying strong business acumen
  • Providing meaningful input to annual business processes like budgeting, performance & target management et al
  • Participating in setting and controlling HR budgets 
  • Building a trustful relationship with key business people and all relevant internal customer groups
  • Fully acting as local engagement ambassador for the overall strategy of Employee Engagement and the Mission by managing all programs locally and deriving dedicated actions (survey support, shareholding programs, inclusive business activities etc.)
  • Supporting transformational changes while interacting from HR perspective and support in the re-design of organizational structures and workflows of the local legal entity
  • Being aware of current and future trends within HR and its organization

 

HR Recruiting

  • Ensuring that selection practices are fair and with the approach to go for the best possible fit while looking for potential 
  • Effectively launching and accompanying the recruiting process within the group standards and tools given to run effective recruitment decisions
  • Running Interviews in all steps of recruiting, onboarding, trial-period and exit to meet internal HR quality standards and to underline the HR horse sense in managing these phases
  • Interact with HRIS team and local HR Ops/Admin team to manager the administrative HR
  • Being aware of the respective labor markets and trends within the evolution of different functions and roles

 

Fruitful Talent Management

  • Discussing and leading consistent and sustainable strategic succession planning with  managers for all kinds of teams including the development of senior leadership positions with HR DACH
  • Ensure talent pipeline for leadership and critical positions
  • Making sure to expose talents on international stage and foster international mobility
  • Interact with HR DACH to identify developmental activities in training & tools on a local, EU and global Learning & Development level
  • Leading and supporting the local Performance Management and Talent Review process
  • Assess and understand learning needs and opportunities
  • Propose learning paths, co-define with managers individual development plans and follow action plans
  • Work to ensure successful rollout of learning initiatives
  • Be an ambassador of group learning & development programs, inform locally and encourage employees to self-develop themselves

 

 

HR Operations

  • Acting as a strong stakeholder within employee relations with respect to the local works councils and by having a full legal understanding of local labor and collective law with respect to the BetrVG/Kollektives Arbeitsrecht
  • Interacting proactively with the local works councils based on standardized internal procedures, Arbeitgeberverband-responsibilities/collective contracting and internal projects/initiatives together with the representatives of the works councils
  • Understanding and embracing the use of HR systems 
  • Ensuring that HR systems are used properly & effectively
  • Securing that HR data standards are met, GDPR respected for local governmental regulations
  • Managing and being fully responsible for the full the administrational part of each employee (contracting, salary, certifications, et al)
  • Demonstrating thorough understanding and application of compensation and benefits principles, concepts, practices, and standards incl. the overview of the annual salary and bonus review, local tariff elements of the Arbeitgeberverband/collective agreements et al

 

 

HR Communication​​​​

  • Interacting with/in all HR DACH communication by supporting DACH comm’s and deploy locally adapted information to the respective internal customer groups (Intranet, Newsletter, organizations announcements, internal brochures/folders, events (internally/externally) with respect to the HR agenda
  • Ensuring strong employee communications across client groups in all given phases of an organization

 

 

Project & Program Management

  • Leading local and participating in European HR programs and projects while furthermore  implementing the outcomes/ new processes locally
  • Ensuring local HR projects are managed with persistence, success and qualitative approach and securing an appropriate follow-up
  • Applying the key principles and methodologies in PM as well as leveraging cost, time & quality with respect to all necessary stakeholders, risks/opportunities and the full PM environment to run HR projects effectively and efficient

 

Experience/Education Required

  • Graduate or equivalent, HR qualification preferred
  • Strong HR generalist experience at management level
  • Experience of working in a large multinational, matrix organisation - an industrial experience would be a plus
  • People management
  • Fluent German and English
  • At ease with IT systems and IT applications (reporting skills, Microsoft suite, …)



Additional Attributes/Skills Sought
 

  • Customer Focus – Seeing everyone as your customer doing an excellent job even if that means delivering tough messages. The ability to quickly build trusting relationships with customers.  
  • Leadership Impact – Model integrity. Act as a true business partner, displaying gravitas and maturity.
  • Driven by Results – Meets commitments, taking a proactive approach and focusing on efficiency.
  • Coaching positioning – Coach and mentor, attract and develop top talent, address poor performance quickly.  
  • Change management – Challenge the status quo. Comfortable operating in an ever-changing environment and leading others through change initiatives.
  • Effective Communication – Excellent communication skills both written and oral. The ability to influence. Strong presentation and facilitation skills.
  • Self-aware learner – Aware of development areas and open to feedback. The ability to handle pressure, complexity and conflicting priorities.