Managing The HR-Activities Of A Textile Division Of An International Company

Daily rate

By arrangement

Expenses

plus expenses

Project duration

as of now - 15.11.2023

Deployment country

France

Deployment city

Greater Lyon

Required availability

100 %

Industry

Function

Human Resources

Service

Our client, an international producer of industrial high tech products and services, is looking for the divisional HR Officer (m/f/d) - ad interim - with the option of a permanent contract for one of its major divisions in France. 

As a key member in the senior management team of the division, the Division HR Officer (m/f/d) acts as the interface to the Executive President (EP) and his/her organization as well as the internal customer of the functional organization. His/her focus is the strategic alignment between the Group HR and the Division and the operational alignment within departments of the Division.

The Division HR Officer (m/f/d) identifies issues; diagnoses root causes, provides insight, offers recommendations and delivers solutions to pressing business objectives through talent lens. He/ she takes responsibility of driving and owning business outcomes.

RESPONSIBILITIES:

Strategic partner:

• Plan, implement and supervise HR projects and policies within the Division to align with global HR initiatives, guidelines and strategy
  
• Act as a change agent and coach to the line managers of the Division to support organizational transformation in line with the Business Plan ambitions (e.g. business process and organization re-design and capabilities, and change management)
  
• Create metrics and reporting concerning human capital related to business initiatives and performance including retention, promotions and employee engagement
  
• Prepare presentations, reporting and recommendations based on such data to the Division and the Group
  

Functional expert:

• Understand the business drivers, ensure an up-to-date knowledge of industry developments, and monitor current trends, practices and systems to make recommendations for improvements that create added value for the business
  
• Build a workforce that creates a competitive advantage by recruiting, developing and retaining top talents necessary for the Division’s strategy execution (incl. talent and compensation) in an efficient and cost-effective manner
  
• Travel to the Division Units regularly to ensure compliance with HR group and Division standards, policies and procedures; develop corrective action plans as needed
  
• Effectively coordinate a (shared) team of professional HR across the larger Units
  

Change agent and employee champion:

• Increase the overall performance of the organization by creating strong interactive partnership with the line managers and local HR
  
• Onboard, support the personal development of the Division leadership team; advise and coach them on management & interpersonal issues, mediate potential conflicts
  
• Within the Division, ensure employees engagement and motivation; promote a high-performance & innovation culture
  
• Develop and drive stakeholders change management plans, ensure that change management requirements are translated into actions to lead transformations across the Division
  

Personnel accountability

800 Employees

Budget accountability

Not specified

• Practiced in developing an HR strategy that supports significant business growth
  
• Proven ability as a strong generalist, displaying a broad range of HR experience in recruiting, HR strategy, and a special emphasis on change management and succession planning
  
• Proven experience managing change and acting in a nimble and rapid manner, aligning HR processes and tools to support strategic business priorities, producing measurable results
  
• Successful experience working in a large matrix reporting environment and to adapt to various cultures
  
• Excellent verbal and written communication skills in English and French (German is a plus)
  
• Strong ability to manage multiple priorities with confidence and an ability to influence executives
  
• Ability to conceptualize, communicate and implement new programs
  
• Ability to understand “big picture” business results and effectively apply a pragmatic and flexible HR model to contribute to the Group’s continued success
  

Linguistic proficiency