1. Addresses requests received from Employees and/or People Leaders (utilizing the appropriate tools) or acts pro-actively with Leaders beyond data-diagnosis. Executes the activities required to address the request and, where relevant, teams up with Business Partners to execute strategic initiatives.

2. Design and implement change management activation for local and global initiatives (i.e. DSO) leaning into the 90-day cycle rhythm, that may last more than one cycle.

3. Support organizational changes and transformations (restructuring, mergers, acquisitions and divestments) providing and executing appropriate solutions to the business from the HR perspective. Establish retention measures following global guidelines where relevant.

4. Works with Teams, People Leaders and Employees to improve work relationship, increase collaboration and retention. Provide professional advice on demand and as needed.

5. Address specific topics under the area of expertise or responsibility (T- Profile) (i.e. DE&I, Labor Relations, Talent Management etc) within/cross divisions, while cascading and maintaining initiatives across the country cluster.

6. Manage and resolve employee relations issues.

7. Proactively maintain and understand internal trends (data insights) and external market dynamics to deliver impactful solutions. 

B) Focal Point:
1. Where there is a Focal Point need, the People Partner needs to know and understand the people and business concerns for the area, interact (formally and informally), fostering secure and trustful relationships. This can be done in several ways (below are some opportunities, but not limited to): 

a. Participation in meetings where people and business issues are discussed/ developed b. Interact with key people at all levels, listening to the needs
c. Foster collaborative environment between leadership and employees

2. Understand business needs and collaborate with Business Partners, other People Partners, Foundations and Experts (if applicable) etc to bring impact to the area / site.

a. Identify specific needs with Leaders and translate them into initiatives to be managed through AskHR. Utilizing the skills and capabilities of the HR ecosystem to deliver with impact.
b. Serve as a point of contact for the business for specific initiatives if not developing those due to availability or area or expertise.

3. Support and manage Labor Relations/ negotiations if applicable for the area

WHO YOU ARE:

 Qualifications:

a) Preferably a university degree or equivalent, especially with the main focus on Human Resources
b) MBA desirable
c) Fluency in the English and local language (spoken and written) 

Skills & Experience:
A People Partner needs to demonstrate a ‘T-shaped profile’ , meaning a breadth of knowledge & experience on HR and industry, while having a deep knowledge on one or more areas of HR and industry. 

To be successful, a People Partner needs a good combination of breath and depth and be a role model for VACC behaviors. This will be reflected on the Partnering Home Capability at the Country cluster level. 

Breadth (horizontal on the T): A People Partner needs to have capabilities in the following dimensions:

1. HR Ecosystem: Good understanding of HR practices, employee relations, and organizational dynamics. Basic to medium understanding in Total Rewards, Talent management, development and/ or acquisition or related roles in HR is beneficial. Experience working with diverse teams and handling employee relations issues is valuable. Capable to see the interactions and implications of the different areas/ topics of the ecosystem and spotting improvement opportunities to offer a better user experience. 

2. Consulting & Influencing Skills: Capability to understand the needs of stakeholder and impact of options. Effective communication, empathy, influencing (persuasion), active listening and problem-solving skills are crucial. People Partners need to collaborate with various stakeholders, including employees and leaders, influencing stakeholders, and advocating for employees. 

3. Business Acumen: Understanding the key levers and business context and goals (how money is made), the relation between local and above business units and its impact at the cluster/ region. Understanding of how HR aligns with organizational success.

4. Agile/ data mindset: Able to move amongst projects/ business and topics and get up to speed on a short time, and capable to leverage data-driven decisions & digital initiatives, such as the existing HR systems, to drive better business outcomes Depth (vertical on the T), A People Partner needs to have a basic capability on all of these dimensions and a deep experience / capability in at least one of them:

1. Culture and Organizational Design: Capable to support cultural transformations, integrations, new operational model implementation. Combining HR elements, people perspective and business acumen.

2. Talent and Performance Management Expertise: Proven experience in developing and implementing talent management strategies, including performance management, talent development, talent retention and initiatives to promote DE&I within the organization. 

3. Change Management Skills: Strong skills in change management, with a focus on engaging and empowering employees to adapt to organizational changes.

4. Project Management: drive agile ways of working, and lead HR projects to ensure timely delivery and alignment with organizational objectives and budget-compliant delivery.

5. Local labor law; able to deal with difficult legal situations and when applicable deal with union negotiation

6. Conflict Resolution: The ability to mediate and resolve conflicts is crucial. People Partners often handle employee disputes, performance issues, and other sensitive matters.

7. Data Analytics & Mindset: Analyze HR data to identify trends, make informed decisions, and drive improvements is essential. Capable to work comfortably with data while generating insights and developing options to improve performance.

 

 

experience

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