HRBP

Sibelco Group

23h

About The Position

The HR Business Partner acts as a strong and trusted partner to business leaders, managers and employees within the assigned country and/or cluster(s). The role is close to the business, understands operational priorities and translates people needs into practical HR actions that support performance, organisational effectiveness and a positive employee experience. The role combines proactive HR business partnering with hands-on HR support across workforce planning, recruitment, performance and talent, engagement, employee and industrial relations, organisational change, HR compliance and HR operations. The HR Business Partner has responsibility for HR Operations within the cluster and provides oversight of payroll delivery, ensuring payroll-related inputs, controls and issue follow-up are managed effectively in partnership with HR Operations, Finance and payroll providers. Complex or high-risk matters are escalated to the Director HR Sub-Region where appropriate. Partners with managers within an assigned country and/or cluster scope. Independently manages standard HR matters, supports employee and industrial relations consultations, and coordinates payroll inputs and issue follow-up with HR Operations. Escalates complex negotiations, significant payroll risks and high-impact matters to the Director HR Sub-Region.

Requirements

Degree in Business Administration, Psychology, Human Resources, Law or equivalent; master degree is an asset.
Typically 5–10 years of broad HR generalist / HR Business Partner experience, including regular advisory support to managers on people matters.
Hands-on experience in employee relations and local labour-law matters within the country/countries in scope, with the ability to manage standard cases independently.
Experience in an operational or industrial environment and exposure to organisational change is preferred.

Nice To Haves

Master degree is an asset.

Responsibilities

Acts as the regular HR business partner for managers within the assigned scope, staying close to business priorities and translating people needs into clear, practical HR actions.
Provides sound advice and constructive challenge on organisational, employee and people-risk matters, resolving standard issues independently and escalating complex or sensitive topics to the Director HR Sub-Region when required.
Supports workforce and headcount planning, including capability, critical-role and succession needs, by providing local HR input and follow-up.
Advises managers on organisation structure, role clarity and the people implications of organisational changes, supporting implementation within agreed frameworks.
Supports managers in defining recruitment needs and coordinates recruitment with Talent Acquisition in line with Sibelco policies and approval requirements.
Supports selection and offers, ensuring employment conditions are consistent with Sibelco policies, internal equity and local legislation.
Supports managers with performance management, talent and succession, feedback and employee development.
Uses engagement insights to support focused local actions and reinforces Sibelco Values and a constructive performance culture.
Manages standard employee relations matters including absence, conduct, performance, disciplinary and grievance cases, ensuring consistency with local legislation and Sibelco policies.
Supports local consultation with works councils, employee representatives and labour unions, contributing to preparation, follow-up and documentation and escalating complex negotiation topics where needed.
Works with HR Operations to ensure effective onboarding, offboarding, employee changes, contingent worker processes, time & attendance, leave & absence and payroll-related inputs.
Provides local oversight of payroll delivery, ensuring accurate and timely inputs, appropriate checks, issue follow-up and coordination with HR Operations, Finance and payroll providers.
Supports managers and employees in using Workday and standard HR processes and follows up data-quality or service-delivery issues.
Ensures HR practices comply with applicable labour legislation, collective agreements and Sibelco policies and keeps relevant local HR policies and procedures up to date.
Uses HR data to support decision-making and contributes to HR projects, process improvements and implementation of new HR tools and ways of working.