Human Resources Business Partner

ppThe HRBP will support the HRD to achieve the HR team’s strategic objectives and take the HR lead on a range of different projects, responsibilities, running and developing the HR function. He /She is responsible for the direct leading of the HR Intern. /p pThe HRBP acts a partner to the store teams ensuring that managers are suitably coached on HR matters. This role supports the full HR function for their scope
- including developing HR policy and process for the business, support colleagues and the leadership team in terms of development activities to improve their personal effectiveness, and manage the development of resourcing activities, ensuring that the business attracts and retains the best talents on the market. She/he manages organizational change to ensure the business is operating at its most effective. /p pThe HRBP will support the business to drive a culture of empowerment, coaching and development. /p h3Job responsibilities /h3 h3TALENT ACQUISITION ONBOARDING /h3 ul liProactively source and actively recruit Team Managers, Expert Client Advisors, (Senior) Client Advisors, Stock Controllers and any other roles within the organisational structures– this includes the full 360 recruitment process from recruitment brief and sourcing, interview process to contract generation and administering reference checks as well as offers and payroll onboarding /li liBuild a network of candidates through proactive search, professional networks and education partnerships. Promote the brand within the network; conduct exploratory interviews /li liEducate wider HR team stakeholders about recruitment trends, challenges and best practices /li liDevelop recruitment programs /li liDevelop partnerships with educational providers to focus on Early Career Professionals. /li liPartner with the Learning team to design and deliver onboarding programmes /li /ul h3TALENT MANAGEMENT /h3 ul liDevelop succession planning for all employees which will then feed into the wider talent pipeline and succession plan /li liConduct the OMR (Organization Management Review) in collaboration with the HRD /li liCoach managers on defining individual development plans with all appropriate employees /li liWorking closely with the Learning department on the creating and planning of training plans and courses /li liMobilities in and out; coach and accompany employees on mobility /li liProactive planning of missions subject to individual performance/development and business need /li liCoordinate attendance to EMEA development programs /li liProactively drive the performance management cycle /li liWork closely with the Team Management population to monitor and optimise team performance to business priorities /li /ul h3COMPENSATION BENEFITS REPORTING /h3 ul liParticipate to the annual MyImpact and ICR Campaigns reviewing employees' performance and rewards /li liWork closely with the Payroll Benefit Partner to be aligned on the talent reward strategy /li liPreparation in collaboration with the Payroll Benefit Partner of the candidates’ package, presentation of the offer with the line manager /li liDeputise for Payroll Benefits Partner when required to ensure smooth delivery of all payroll processes /li liResponsible for the monthly reporting requirements for the designed scope /li /ul h3EMPLOYEE RELATIONS /h3 ul liAdvise, train and coach all managers on the appropriate way to manage all ER issues ensuring competent management of all situations /li liManage all ER issues smoothly with the appropriate line managers /li liEnsure full awareness of local employment legislations and have a proactive approach to educating on any upcoming legal changes and take appropriate actions ensuring full compliance at all times /li /ul h3CSR, HEALTH SAFETY AND WELFARE /h3 ul liTake a proactive approach to CSR activities, always looking for new opportunities in line with the EMEA strategy /li liEnsure compliance on HR related Health Safety topics /li /ul h3Profile /h3 h3Professional experience and know how: /h3 ul liSubstantial previous experience working at a HR Business Partner or HR Manager level /li liStrong knowledge of employment legislation for Belgium /li liInternational and multi-country HR experience preferred /li liInnovative and proactive mindset /li liFull breadth of HR knowledge and experience /li liExperience of working in a fast-moving company /li /ul h3Personal and interpersonal

skills:
/h3 ul liExcellent problem-solving skills /li liExcellent inter-personal skills /li liAssertiveness and emotional resilience /li liHigh level of integrity /li liNatural coaching skills /li liExcellent communication skills – written and verbal /li liStrong attention to detail /li liProactive /li liHighly organised /li /ul h3Education: /h3 ul liBachelor degree in relevant HR studies and/or Masters degree preferred /li /ul h3Languages; strong command of English is essential, command of the following languages is an advantage: /h3 pFounded in Paris in 1854,