• Understands the requirements of the HR roadmap and works to ensure its delivery
• Builds relationships easily by establishing an understanding of the business set up for each department, having a clear idea on business objectives and how these affect team members
• Works closely on a daily basis with departmental heads to understand operational issues and to anticipate and resolve any issues
• Applies pragmatic solutions and offers innovative ideas to resolve issues
• Guides managers through the HR processes
• Works with the relevant manager(s) to lead on any restructures, insourcing, outsourcing or redundancies
• Works with the line manages to identify training needs for team members
• Builds a succession plan with line managers for each department, identifies gaps or areas of risk to the organisation and provides solutions
• Takes as a proactive rather than a reactive approach to their work
• Collaborates with HR team members and seeks specialist advice as needed (payroll, talent acquisition etc)
• Remains up to date on legal changes and embeds changes to policy and processes as cascaded from group HR
• Responsible for regularly reviewing the administrative processes and identifying efficiencies and areas for improvement
• Keeps up to date on key changes that may affect HR, understands current trends, best practice and innovations.
• Escalates issues or concerns to the SVP - Group HR Director
• Operates in a confidential, collaborative and consultative manner whilst offering fair challenge, when appropriate to find the right solution

• Ability to lead and guide on investigations, disciplinary, grievance or capability processes
• Guides managers to effectively managing issues with a view to a quick and pragmatic and informal resolution
• Is a skilled communicator and can resolve conflict easily
• Is fully familiar with Germany employment legislation and can articulate or interpret legal meanings easily, to managers and employees
• Builds a strong working relationship with the workers council

• Engages with hiring managers to ensure the role has been correctly scoped; reviews the JD and offers suggestions as needed
• Liaises with the Talent Acquisition lead (if appropriate)
• Is familiar with competency based interviews and selection methods
• Guides, coaches and trains interviewers in how to conduct a professional Global Blue interview
• Ensures that job requisition forms are completed correctly and monitors the progress of open vacancies

• Responsible for ensuring that the on-boarding process has been carried out effectively
• Reviews the output of any vetting or background checking that has been undertaken and takes appropriate action
• Has oversight of all the basic HR processes and ensure that they have been completed properly
• Responsible for ensuring that the HR induction has been undertaken for all new hires and that operational inductions have been set up
• Ensures that probationary periods are monitored

• Has a good level of competency and knowledge of Workday
• Runs reports and manipulates data easily through the use of strong excel skills
• Has the ability to present information in a clear way, extracting data and using it effectively with the end user
• Proactively sets up processes and makes improvements and changes to existing reports so that information is presented correctly
• Uses stats to manage and monitor departmental KPI’s and for keeping the SVP HR informed as and when required
• Prepares reports as and when required

• Responsible for reviewing all relevant policies and procedures on an annual basis
• Regularly audits processes and data (Workday) to ensure accuracy and compliance
• Liaises with the SVP - Group HR Director regarding changes to any policy and procedure and agrees timelines for rollout
• Fully aware of SOX and the HR teams obligations to ensure compliance
• Oversees the preparation of payroll workpapers
• Manages team activities and ensures junior members work within the standard processes
• Leads by example

• Ensures that exits from the company are carried out in a timely and professional manner
• Conducts exit interviews, shares information with the relevant manager(s) and produces quarterly analysis reports to measure attrition
• Responsible for the timely execution of leavers from the system, providing notification to IT, security and payroll to remove the individual from all systems

• Operational HR – 60%
• Administrative HR – 20%
• Team development – 10%
• Global implementation HR – 10%

• ER cases
• Measurement of monthly attrition
• Management of vacancies
• Audits – 100% accuracy for SOX, Workday data, GDPR etc

• Detail conscious
• Skilled communicator
• Tenacious
• Completer/finisher

• Strong Workday knowledge
• Proficient in power-point, excel and word
• Fluent in German and English
• Effective manager of time and priorities
• Excellent knowledge of Germany employment legislation
• Broad HR generalist skill set
• Proven coaching, mentoring skills

• A minimum of 4 years plus working as a HR Generalist/HRBP
• Bachelor degree (preferably in Human Resources)