HR Business Partner – Timisoara, Romania (On-site)

Overview: The HR Business Partner is responsible for acting as the primary HR partner for all functions within the assigned area, collaborating with employees, managers, and the recruitment team to align people strategies with corporate policies on organizational development and talent management.

Key Responsibilities: - Partner with managers and employees to deliver the full HR services portfolio; provide guidance on HR-related matters and serve as the main point of contact. - Collaborate with Centers of Expertise to ensure effective delivery of HR services; identify gaps and implement changes to mitigate risks. - Align recruitment plans with headcount requirements and business needs; support staffing objectives. - Support organizational structure topics, such as departmental structures and reorganizations; contribute to organizational effectiveness. - Contribute to compensation and benefits activities; support job evaluations and salary progression plans; participate in salary review processes. - Monitor retention, turnover, and other HR KPIs; implement retention and employee development measures. - Drive continuous improvement of HR processes; communicate changes and cascade them throughout the organization. - Facilitate employee development efforts and support development plans in collaboration with relevant stakeholders.

HR Business Partner – Timisoara, Romania (On-site)

Overview: The HR Business Partner is responsible for acting as the primary HR partner for all functions within the assigned area, collaborating with employees, managers, and the recruitment team to align people strategies with corporate policies on organizational development and talent management.

Key Responsibilities: - Partner with managers and employees to deliver the full HR services portfolio; provide guidance on HR-related matters and serve as the main point of contact. - Collaborate with Centers of Expertise to ensure effective delivery of HR services; identify gaps and implement changes to mitigate risks. - Align recruitment plans with headcount requirements and business needs; support staffing objectives. - Support organizational structure topics, such as departmental structures and reorganizations; contribute to organizational effectiveness. - Contribute to compensation and benefits activities; support job evaluations and salary progression plans; participate in salary review processes. - Monitor retention, turnover, and other HR KPIs; implement retention and employee development measures. - Drive continuous improvement of HR processes; communicate changes and cascade them throughout the organization. - Facilitate employee development efforts and support development plans in collaboration with relevant stakeholders.