HR People Partner (m/f/d)

Job Description Summary

Der HR People Partner ist zentraler Bestandteil der Mitarbeitererfahrung – der Stelleninhaber befähigt Führungskräfte, unterstützt Mitarbeiter und setzt HR- Initiativen dort um, wo sie am wichtigsten sind: vor Ort. The HR People Partner is a central component of the employee experience – the position holder empowers managers, supports employees, and implements HR initiatives where they are most important: on site. Die Rolle berät Führungskräfte und Mitarbeiter zu lokalen HR-Themen, bietet regelmäßiges Coaching und Unterstützung an und berät kompetent zu Fragen zur Mitarbeiterbeziehungen, der Einhaltung lokaler Gesetze und Richtlinien, der Personalplanung und Veränderungsinitiativen. The work thus directly contributes to a positive, inclusive, and safe work culture and enables managers to lead confidently and clearly.

Key Responsibilities

Strengthening Employee Leadership

• Conduct management training to solve problems using central tools and HR standards.
• Support and coach managers on complex issues.
• Work closely with managers to promote an inclusive, safety‑oriented corporate culture.
• Collaborate with local management teams and provide advice on HR‑related matters.

Focus on Employee Experience

• Contribute to the promotion of a positive corporate culture by integrating GEV values into local HR initiatives; support the improvement of engagement and the overall employee experience.
• Bring together employee opinions by sharing employee insights and HR data with HRBPs and employee managers.
• Redirect inquiries through appropriate self‑service channels and train employees in new ways of working.

Local Support and Employee Relations

• Act as a local HR expert for employee managers, HRBPs, and COEs.
• Handle proactive employee‑relations issues and everyday complaints to minimize problem escalation.
• Collaborate with COEs to resolve sensitive matters (e.g., determining corrective actions after an investigation, analysing emergency cases to develop appropriate measures).
• If no local/special LR function exists: advise and support labour relations/unions and works councils on activities/issues (e.g., wage/contract negotiations) and perform work that requires local expertise or on‑site presence.
• Ensure compliance and enforcement of local regulations, laws, guidelines, and provide the necessary level of support for managers to make effective decisions.

HR Strategy & HR Process Activation

• Implement the HR and talent agenda set by HRBPs.
• Support local HR projects and change initiatives.
• Lead various HR initiatives across the entire talent lifecycle and support managers and employees in their implementation, including the introduction of new HR processes and corporate culture.
• Actively participate in HR decisions, taking into account and aligning with corporate goals and compliance requirements based on local knowledge and expertise.

Employee Engagement & Psychological Risks

• Serve as a liaison between employees and HRBPs to relay feedback and suggestions.
• Support People Leaders in implementing engagement strategies within their teams.
• Coach People Leaders on creating an engaging work environment.
• Identify and mitigate psychosocial risks within client groups; collaborate with stakeholders to develop and implement programs to address those risks.

Qualifications

• Bachelor's degree from a recognised college or university.
• Strong professional experience in human resources, with responsibility in areas such as recruitment, training, compensation, benefits, employee development, or performance management (ideally in a production environment).
• Very good German language skills in writing and speaking.
• Good English language skills.

Desired

• Strong problem‑solving skills; ability to make independent decisions and manage conflicting priorities in a fast‑paced environment.
• Comprehensive knowledge and understanding of local labour law and legal requirements, and proven experience in applying HR policies.
• Detail‑oriented with excellent organisational and documentation skills.
• Sound judgement to ensure integrity, compliance, and confidentiality.
• Strong interest in innovative HR solutions and process improvement.

Additional Information

Relocation Assistance Provided: No