Можливість для людей з України
Ľutujeme, spoločnosť ponúkajúca danú pracovnú pozíciu ukončila zverejnenie ponuky na stránke.
Ďakujeme za porozumenie.
Zobraziť podobné ponuky
Ďakujeme za porozumenie.
Zobraziť podobné ponuky
HR Business Partner - HR, workforce and project management - Global HR
Deutsche Telekom IT Solutions Slovakia
Place of work
Košice, Slovakia
Košice, Slovakia
Contract type
full-time
full-time
Start date
ASAP
ASAP
Wage (gross)
From 1 400 EUR/monthFinal salary is negotiable. We are offering base salary depending on seniority level and previous experience of candidate. In addition to base salary we provide variable part and other financial benefits. Base salary will not be lower than 1 400€/brutto.
From 1 400 EUR/monthFinal salary is negotiable. We are offering base salary depending on seniority level and previous experience of candidate. In addition to base salary we provide variable part and other financial benefits. Base salary will not be lower than 1 400€/brutto.
Information about the position
Job description, responsibilities and duties
Purpose
HR Business Partner is responsible for the strategic consultation of business regarding the defined 6 core competencies: Business Enabler, Total Workforce Management, Talent and Performance Management, Leadership Culture, Social Partner Management, overlapping projects with business impact.
Key accountabilities
Business Enabler
• responsibility for and contribution to HR topics based on the respective division’s business strategy and ensuring of appropriate topic visibility and prioritization
• derivation of HR impact from business strategy (e. g. new business areas, products) and consultation on concrete recommendations regarding implementation and measures
• consultation and steering of organizational changes
Total Workforce Management (TWM)
• steering and implementation of overall TWM process using the instruments according to the product list
• derivation of personnel planning, including budget planning for qualification measures based on business planning and business strategy
• steering of HR share in business, financial planning and forecast process (within the dimension of TWM)
• integration of business plan and business and finance planning preparation of qualitative and quantitative Internal Workforce/ External Workforce planning (costs and stock), skill planning (skill development), planning of sourcing/purchasing concept – all taking into consideration of company / management demands (e.g. fair share, prevention of false self-employment)
• steering of personnel restructuring measures in supervised business divisions including the respective qualitative and quantitative deallocation of personnel restructuring operations
• derivation of requirements for action from forecast planning and introduction of target achievement measures
• consulting services and sparring partner for business regarding sourcing instruments
Talent and Performance Management
• ensuring transparency and supervision of the performance process; derivation of strategic follow-up measures (incl. performance and qualification management)
• development of transparency (processes, results) in talent development and Fair Share; derivation and steering of strategic follow-up measures
• management of staff portfolio in terms of skills, performance and succession, Fair Share, age structure and internationality; Set-up of target state in co-operation with business
• strategic skill planning (qualification board) in collaboration with Competence Centers
Leadership Culture
• continuously push Leadership Culture at the (respectively) highest management level and support of operationalization, e.g.
• change: anchorage of change topics in business change projects
• employee survey follow-up: consultant and sparring partner
Social Partner Management
• shaping of consultation and negotiation processes as a gatekeeper and in alignment with Competence Centers, business and social partners
• chief negotiator regarding employment agreements, with the respective committees
• negotiation of business issues that go beyond local operational structure
Overlapping Projects with business impact
• HR BP is the sponsor in HR-(sub)-project
• member of Steering Committee; involvement of HR/Business perspective and decision maker
• effective and resource-optimal solution complex HR problems - under time pressure or with a spontaneous change of conditions – with continuously excellent results up to the highest management levels
• application of innovative capacities and inventiveness while developing and executing a sustainable and value-increasing approach to solving HR problems (creative mind-set)
• convincing top management of new and creative HR solutions
• participation in the creation of long-term change processes in the segment, such as transformation projects (near-offshore, personnel restructuring, etc.)
• steering and implementation of projects in complex surroundings together with relevant stakeholders
• E2E responsibility for the management and execution of projects and sub-projects or project phases based on project management methodologies
• responsibility for final completion of project purpose
HR Business Partner is responsible for the strategic consultation of business regarding the defined 6 core competencies: Business Enabler, Total Workforce Management, Talent and Performance Management, Leadership Culture, Social Partner Management, overlapping projects with business impact.
Key accountabilities
Business Enabler
• responsibility for and contribution to HR topics based on the respective division’s business strategy and ensuring of appropriate topic visibility and prioritization
• derivation of HR impact from business strategy (e. g. new business areas, products) and consultation on concrete recommendations regarding implementation and measures
• consultation and steering of organizational changes
Total Workforce Management (TWM)
• steering and implementation of overall TWM process using the instruments according to the product list
• derivation of personnel planning, including budget planning for qualification measures based on business planning and business strategy
• steering of HR share in business, financial planning and forecast process (within the dimension of TWM)
• integration of business plan and business and finance planning preparation of qualitative and quantitative Internal Workforce/ External Workforce planning (costs and stock), skill planning (skill development), planning of sourcing/purchasing concept – all taking into consideration of company / management demands (e.g. fair share, prevention of false self-employment)
• steering of personnel restructuring measures in supervised business divisions including the respective qualitative and quantitative deallocation of personnel restructuring operations
• derivation of requirements for action from forecast planning and introduction of target achievement measures
• consulting services and sparring partner for business regarding sourcing instruments
Talent and Performance Management
• ensuring transparency and supervision of the performance process; derivation of strategic follow-up measures (incl. performance and qualification management)
• development of transparency (processes, results) in talent development and Fair Share; derivation and steering of strategic follow-up measures
• management of staff portfolio in terms of skills, performance and succession, Fair Share, age structure and internationality; Set-up of target state in co-operation with business
• strategic skill planning (qualification board) in collaboration with Competence Centers
Leadership Culture
• continuously push Leadership Culture at the (respectively) highest management level and support of operationalization, e.g.
• change: anchorage of change topics in business change projects
• employee survey follow-up: consultant and sparring partner
Social Partner Management
• shaping of consultation and negotiation processes as a gatekeeper and in alignment with Competence Centers, business and social partners
• chief negotiator regarding employment agreements, with the respective committees
• negotiation of business issues that go beyond local operational structure
Overlapping Projects with business impact
• HR BP is the sponsor in HR-(sub)-project
• member of Steering Committee; involvement of HR/Business perspective and decision maker
• effective and resource-optimal solution complex HR problems - under time pressure or with a spontaneous change of conditions – with continuously excellent results up to the highest management levels
• application of innovative capacities and inventiveness while developing and executing a sustainable and value-increasing approach to solving HR problems (creative mind-set)
• convincing top management of new and creative HR solutions
• participation in the creation of long-term change processes in the segment, such as transformation projects (near-offshore, personnel restructuring, etc.)
• steering and implementation of projects in complex surroundings together with relevant stakeholders
• E2E responsibility for the management and execution of projects and sub-projects or project phases based on project management methodologies
• responsibility for final completion of project purpose
Requirements for the employee
Candidates with education suit the position
University education (Master's degree)
Educational Specialization
Management
Language skills
English - Upper intermediate (B2)
Experience in the position/sector
Human Resources Business
Number of years of experience
3
Personality requirements and skills
Soft skills
• Consulting competency - Advanced
• Leadership skills - Intermediate
• Sovereignty
• Assertiveness
• Representation abilities
• Negotiation skills
• Change management
Finance skills
• Knowledge of economics - Basic
Other criteria or requirements
• broad business understanding
• very good knowledge of the HR portfolio, standard processes and products
• proficiency in relevant legal aspects (especially labor law, labor management regulations, corporate law)
• knowledge of recruiting measures/instruments (IWF/EWF)
• knowledge of personnel development tools
project management know-how (project sponsor focus)
• excellent knowledge of structured and agile working methods in projects
• excellent ability in understanding complex organizations and topics so as to implement projects independently and according to the situation, with a focus on HR
• Consulting competency - Advanced
• Leadership skills - Intermediate
• Sovereignty
• Assertiveness
• Representation abilities
• Negotiation skills
• Change management
Finance skills
• Knowledge of economics - Basic
Other criteria or requirements
• broad business understanding
• very good knowledge of the HR portfolio, standard processes and products
• proficiency in relevant legal aspects (especially labor law, labor management regulations, corporate law)
• knowledge of recruiting measures/instruments (IWF/EWF)
• knowledge of personnel development tools
project management know-how (project sponsor focus)
• excellent knowledge of structured and agile working methods in projects
• excellent ability in understanding complex organizations and topics so as to implement projects independently and according to the situation, with a focus on HR
Advertiser
Brief description of the company
Our brand Deutsche Telekom IT Solutions Slovakia entered the life of Košice region in January 2006 under the name T-Systems Slovakia and has been inextricably linked with this region ever since. We proved this the very next year, when we became one of the founding members of Košice IT Valley association.
Over the last decade, we have managed to grow from scratch to being the second largest employer in the eastern part of the country. At the same time, with more than 3,900 employees, we are one of the top fifteen largest employers in Slovakia. Thanks to our highly qualified and motivated employees, we are the company with the fastest growth in added value within the IT industry in Slovakia. Our goal is to proactively find new ways to improve and continuously transform into the type of company providing innovative services.
The company under the brand T-Systems Slovakia s.r.o. has defined its mission as follows: "We give IT meaning".
As part of our strategic activities, we are transforming our company into a modern information and communications technology services provider stepping towards a future based on digital technologies. We implement these steps to move our business from a project-driven model (where we supply the required number of IT experts based on our customer's requirements) to an innovative and product-oriented company model (where we supply and manage products and services during their lifecycle at the customer).
We believe that such a transformation can succeed with the right employees who are constantly developing their skills and thus contributing to the professional image of our brand in the market.
Over the last decade, we have managed to grow from scratch to being the second largest employer in the eastern part of the country. At the same time, with more than 3,900 employees, we are one of the top fifteen largest employers in Slovakia. Thanks to our highly qualified and motivated employees, we are the company with the fastest growth in added value within the IT industry in Slovakia. Our goal is to proactively find new ways to improve and continuously transform into the type of company providing innovative services.
The company under the brand T-Systems Slovakia s.r.o. has defined its mission as follows: "We give IT meaning".
As part of our strategic activities, we are transforming our company into a modern information and communications technology services provider stepping towards a future based on digital technologies. We implement these steps to move our business from a project-driven model (where we supply the required number of IT experts based on our customer's requirements) to an innovative and product-oriented company model (where we supply and manage products and services during their lifecycle at the customer).
We believe that such a transformation can succeed with the right employees who are constantly developing their skills and thus contributing to the professional image of our brand in the market.
Number of employees
1000 and more employees
ID: 4249509
Dátum zverejnenia: 23.5.2022
2022-05-23
lokalita: Košice Pozícia: HR Business Partner Spoločnosť: Deutsche Telekom IT Solutions Slovakia
Spodná hranica mzdy (brutto): 1 400 EUR/month