HR Manager Topton PA

Main duties

• In accordance with the Group/Group Segment/Business Unit HR strategy, the Site budget and the needs and expectations of operational staff, develops and obtains approval for site HR action plans, and the necessary means (organization, resources) to implement these action plans.
      >> Assessment indicator : Approval of HR Action Plans and necessary resources by Site management / Respect of Budget Costs

• Ensures deployment of such HR action plans, and Group/Region standards, tools, programs and regulations, with as much efficiency as possible (quality, costs, deadlines, etc.).
      >> Assessment indicator : Level of deployment of HR standards, tools, programs and regulations.

• Responds to requests of operational staff concerning all aspects of HR and help them factor the HR component into their strategic decisions. On the basis of market benchmarks, may propose organizational changes/evolutions.
      >> Assessment indicator : Level of satisfaction of operational staff with HR services in relation to expected results/ Cost per hire/ Turnover/ Respect of Budget costs/Labor costs optimization

• Implements the Human Resources strategic workforce planning (SWP), particularly in the areas of personnel hiring, training, and career development.
      >> Assessment indicator : Level of deployment of SWP on Site/ Cost per hire/ Turnover

• Ensures compliance with employment legislation and on sites rules (company rules and regulations, etc…). Initiates social dialogue at the site and interface with union representatives as required. In accordance with the labor policy of the concerned country/zone, negotiates agreements based on obligations and opportunities.
      >> Assessment indicator : Number of informational meetings / negotiations with union representatives / Agreements reached/ Number of labor disputes

• Initiates and participates in the development of employee motivation actions (promotes and monitors health and safety policy, proposes actions for preventing and combatting psycho-social risks, ensures a good social climate; implements communications, etc.).
      >> Assessment indicator : Rate of employee satisfaction determined by internal Satisfaction Surveys / Turnover Rate

• Coordinates thinking and research on continuous improvement actions in all fields: health, safety, etc. as well as champions action plans at the site level for any surveys.
      >> Assessment indicator : Number of improvement actions implemented

• Participates with the HR Director of the Zone and the Group Internal Communication Dept to the reinforcement of the Group's "employer brand" through targeted communication actions (relationships with schools, interviews in the specialized press, etc.) and to the deployment of the group CSR (social and societal responsabilities, human rights).
      >> Assessment indicator : Number of communication actions implemented/ Recruitment costs