HR Business Partner - 2 years determined - CTBC at Continental

Enables both the short-term and long-term strategy of the local business clients  in line with corporate policies related to human relations, organizational and employee development by defining and implementing the appropriate HR strategic initiatives required to meet the defined business strategy (e.g.  Strategic Workforce Planning, HR Transformation) - Guides employees and supervisors in HR related matters (supports in decision making and acts as consultant). Leads them to the right point of contact and promotes the full portfolio of HR related services (e.g. payroll, data administration, recruiting - Ensures consistent application and compliance of defined HR Policies, Programs and Procedures - Actively identifies gaps, proposes and implements changes necessary to cover risks - Maintains the collaboration with all the stakeholders in line with the Balance of Cooperation (e.g. BU HR)  - Accompanies and implements (business) change projects in his/her area of responsibility together with management of respective organizational units and internal/external experts (if applicable) - Leads and implements HR projects in the assigned area of responsibility - Participates in other business projects, representing with general HR knowledge to achieve the project deliverables - Consults and guides the organization through times of significant changes (e.g. digital transformation, VUCA world) and supports organizational development - Acts as a role models of our company values and culture. - Implements and supports Employer Branding road map and act as an ambassador - Works closely with Recruiting department or SSC Recruiting or external services for sourcing and selecting the best fit candidates - Acts as a talent scout in the organization and provokes positive changes in the talent management - Drives readiness of talent through proper succession planning in line with the business needs - Supports and guides managers as well as individual employees in talent and performance management processes in accordance with country specific legal regulations, CoE guidance, and company guidelines - Ensures execution of talent management measures - Derives trends in development needs, alerts organization to critical areas for succession planning, etc. - Supports local programs (e.g. Onboarding, talent development) - Guides execution of TMOD Initiatives and measures (e.g. Project management) in area of responsibility - Drives nominations for Leadership & Talent Development Programs for target groups in the area of responsibility - Drives competency management by identifying gaps and proposing (training) measures  - Executes Job Evaluation based on local, country or/and cooperation policies - Consults on Compensation Policies and Programs, Benefits & Pensions to assist business needs.  - Steers and facilitates annual Salary Review - Acts as a single point of the contact for all topics (which are not covered by Shared Services) for the employees and managers in area of responsibility - Maintains individual Union & Employee Representative Relationships depending on country approach - Ensures compliance to all relevant regulations  - Guides employees and superiors in employee relations conflict management - Responds to employee relation issues such as employee concerns, harassment, and discrimination complaints.  Conducts internal investigations as necessary.  - Acts as company representative towards external parties (courts, fairs, local networks, authorities..) if assigned - Ensures employee data accuracy  - Ensures data availability and quality of the audit/compliance related records (i.e. record of compensation decisions, training certificates, exit interviews) - Monitors time management, ensures legal compliance and trigger actions if needed due to labor requirements  - Takes over administrative tasks if it comes to customization and deviations from the standard