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Director HR Business Partner
vor 2 Wochen
**At TE, you will unleash your potential working with people from diverse backgrounds and industries to create a safer, sustainable and more connected world.**
**The Role**:
The position can be remotely based anywhere in Europe, preferred locations would Shaffhausen Switzerland or Bensheim Germany. For all other locations close to one of our Automotive locations would be beneficial but not required. Location will however determine the need to travel but travel is anticipated around 20% overall.
**Key Responsibilities**:
**Strategy**
- **Business Unit and Operations Strategy**: Influences and contributes towards shaping the functional strategy in alignment with the Global Auto strategy, with primary focus on deployment of right capabilities enabling organic and in-organic growth opportunities and creating a right culture with focus on Operational excellence.
- **Organization Design**:Partners with functional leaders to review the effectiveness of current organization design and influence the design.
- **Mergers & Acquisitions**: Collaborates with M&A Integration team during due diligence phase and further ensures the successful integration of various functions within BU.
- **Strategic Workforce Planning**: Strengthen the Strategic workforce capabilities within the functions through systematic approach and talent forecasting and planning tools while also building flexibility and agility considering cyclical nature of our business.
- **Culture**: Shape and create the culture of accountability by ensuing business leaders are driving the commitment to culture transformation initiatives within their respective business area.
**Execution**
**Project Management**: Drives strong project management cadence and effectively manage multiple and competing priorities balancing the focus between business and HR functional priorities.
**TE HR Operating Model**: Leverages on TE HR Operating Model to deliver on best and timely HR services and ensure good understanding of business priorities and projects within the broader HR Community.
**HR TEOA**:Drive HR operational excellence through TEOA and on-going identification of continuous improvement opportunities across HR processes and systems.
**Talent Acquisition**: Ensures putting strong cadence to review performance of RPO hiring solution and Executive Recruitments using standard dashboard and collaborate to effectively resolve any escalations.
**Global HR Processes & Systems**: Ensure smooth compliance with TE Global HR Processes such as Performance management, yearend compensation review etc.
**Talent Management and Organization Leadership Reviews (OLR)**: Build and execute pro-active approach and cadence within the client leadership team to drive successors readiness, improvement in gender diversity and employee engagement and inclusion index.
**Talent**
- **Leadership Coaching**:Partner with the Leadership Team to provide advice, creative problem solving and counsel on HR related business matters.
- **Leadership Effectiveness**:Coach and counsel senior business leader in driving their own and team development through systematic use of information from leadership evaluation process and tools (LDW, 360 Feedback, Leader simulation, LEI Index etc.)
- **Succession Pipeline**:Put strong cadence and governance to measure progress of succession pipeline for all commercial leadership and value creation roles.
- **Self-Development**: Foster own development through networking with peers across IS and other segment, partnering with CoE Teams on initiatives with common purpose and drive best practice and knowledge sharing within Auto and broadly across TE HR community.
- **Employee Engagement, Inclusion and Diversity**: Drive employee engagement through effective communication, programs, and alignment to development and growth opportunities.
The role also requires HR Partner to coach business leaders on driving their own and team development, shape the organization culture, introduce new ways of working and drive strong commitment to employee engagement, inclusion and diversity.
An undergraduate degree in Human Resources Management with an MBA being highly desired. Specific HR Capabilities requirements include:
**Business Mindset**
- Industry Insight - Translates his/her knowledge of TE’s competitors, the business environment, and external stakeholders into strategic business ideas to add value to the business.
- Strategy Formulation & Development - Demonstrates understanding of TE’s strategy and competitive position in the industry, able to participate actively in the business strategy development process.
- Business Operations - Provides advice to business partners based on his/her knowledge of the business’s value chain and the role key functions and departments play in creating value for the business.
- Financial Acumen - Makes decisions and offers ideas that take into account the financial drivers of TE’s business and the industry, and the views of investors.
- Ant
