Area HR Business Partner - FUELS 1 1

Job Purpose:

To act as an HR partner for business managers to develop a tactical & strategic HR service within customer groups.  Translating business strategy into HR action within functions.  Focus on how to attract, engage, and grow the best people. Roll out the BV Group & OG HR programs and practices.

To ensure or oversee daily delivery of HR transactional and operational activities for FUELS in the area directly, or through the local HR SSC (Admin and payroll, training administration), ensuring full compliance with local laws & regulations as well as BV practices.

Main Duties & Responsibilities:

Attract:

• Play a key role in vacancy management focusing on proactive recruitment, annual resource forecasting, recruitment measures, and processes to attract the best people.
• Lead and demonstrate the BV Employee Value Proposition ‘Leave Your Mark’ in all internal and external recruitment marketing and communications.
• Improve the DEI approach to resourcing and attraction to the Fuels industry using a broad range of tools, techniques, and platforms.

Grow:

• Drive a high-performance culture by supporting and challenging management teams to appropriately apply a breadth of performance and development principles when making people planning decisions and strategies.
• Enable cross functional consistency and ownership of performance, by leading performance forums and talent calibrations sessions.
• Act as an enabler in building organizational capability and depth through Talent Review & pipeline identification
• Support the diagnosis of individual and team development needs, engaging the capability requirements into tactical delivery.
• Recognize the highly technical nature of the workforce and build solutions that support career growth and mobility.

Engage:

• Facilitate successful completion of employee engagement survey process (BVOCAL) with follow-on action planning.
• Ensure compensation and benefits are competitive and managed fairly in line with company DEI principles.
• Tactically manage employee relations minimizing cost and facilitating the mitigation of cost to ensure has zero business performance impact.

• To take responsibility for your own actions and those of your employees to support the company in achieving its health & safety and environmental goals and objectives.

Business Partnering & Matrix Working:

• Operate as a lead HR contact in the area, connecting within FUELS division; local HRSSC and other BV Operating Groups within the area.
• Engage in functional business planning to drive alignment of Group & Operating Group HR strategies/plans with the business agenda.
• Display role model leadership behavior through embedding feedback and coaching relationships.
• Enhance and build the capability of the organization to incorporate the HR component into strategic planning, development and assessment and improve competitive position.
• Work with the local HR Advisors to provide a high quality, employee centric HR service.

Deliverables:

• An annual HR/development activity plan for the region
• People planning pack containing budget headcount, recruitment activity, employee relations & employment legal activity, Performance Review data, talent pipeline data, annual resource planning forecast, attrition, absence, SWOT analysis – in place for zone.
• Partner with finance to control headcount cost.
• Legal/employee relations costs mitigated within the region.
• Support delivery against HR/recruitment KPIs.
• Develop strong working relationships between HR and business.
• Adherence to performance management process and bonus principles
• Role modelling of leadership behaviors, core values and code of ethics

Principal interfaces: (List the main interlocutors)

• Regional HR of FUELS and Head of the Area as functional line management
• Other management team
• All colleagues within the region
• Local HRs acting as SSC in the region.
• FUELS HR peers

Dimensions:

MED Area :

• Rev:   ~20M EUR
• Headcount:  ~ 200 employees
• Countries: GRC, MLT, CYP, ITA, CRO

Job Knowledge, Skills & Experience: (Specify the educational background, qualifications and experience typically required to perform the job fully and effectively)

• Extensive business and HR experience
• Able to build good working relationships whilst maintaining professional perspective
• Employee Relations (collective and individual)
• Good understanding (& practice) of employment legislation and policy / working practices
• Experienced in all HR disciplines, ability to work independently
• HR specialism across any HR disciplines is an advantage
• Able to operate at strategic, tactical and operational level with high degree of day to day autonomy whilst contributing to the Operating Group HRBP team
• Able to work in a matrix environment building excellent relationships with local HR networks in each country and the local HRSSCs in order to be efficient and effective in operating across a large Region.
• HRIS is SuccessFactors – experience is essential
• Must have potential to grow and continue to develop in HR and leadership as business is growing and ambitious
• Must be able to adhere to the BV Absolutes, role model the BV Values and live up to the BV Leadership Expectations

Qualifications Required:

• Educated to degree or equivalent level
• Recognised HR qualification highly recommended

Key Challenges: (Capture in 2-3 statements key challenges to be faced in this job)

• Manage both strategic and operational / transactional HR responsibilities over a widespread geographical perimeter, mostly considering the important quantity of transactional tasks.
• Complexity in relation with the matrix environment + number and various levels of direct interlocutors from Vice President to all employees
• Support the various initiatives and work with stakeholders to ingrain them in the day-to-day processes while being faced with frequent changes or evolution or reboots, etc.