HRBP Industrial Operations (Manager)

Founded in 1960 in the UK, REED has grown continuously and become a leading brand both in the UK and the international arena. Today REED has 350 offices with more than 3.000 employees and is providing services across 20 specialist sectors. We work closely with experienced and qualified professionals across a wide range of consultancy sectors, delivering bespoke recruitment solutions on a variety of roles for mid and senior level.

As Reed Turkey, we are looking for a " HRBP Industrial Operations (Manager)" with below requirements for our client.

Qualifications

• University degree –Psychology, and related, Economics, Human Resources
• +7 years’ experience in HR related field, minimum 4 years of relevant business partnering role in a complex, matrix organization, mandatory exposure to trade unions and industrial operations environment (SSC, BPO experience is an advantage)
• Self-starter with the ability to take initiative and work independently, proactive approach towards problems and issues
• Flexibility to prioritize multiple responsibilities and activities in high pressure situations
• Presentation skills, project management, working across cultures and human typology
• Driving license
• Relevant experience with the main HR processes in a similar organizational environment, has dealt with CoE’s and shared services
• Fluent in English

Job Description

• Strategic HR Partnership: Acting as a partner for the designated function, being responsible for all HR activities for the Industrial operations activities and plant located.
• Aligning People Agenda: Aligning people practices, analyzing organizational structure, finding synergies, and driving the people agenda with functional managers.
• Managing Trade Union Relationships: Managing trade union relationships, negotiating, and driving positive collaboration by fostering trust, focusing on company values and practices.
• Labor Law Consultancy and Expertise: Staying updated with labor legislation and acting as an advisor and consultant on labor law matters for managers, connecting with the legal department.
• End-to-End Employee Lifecycle Management: Executing actions needed to implement HR processes and the employee cycle end-to-end for the specific function – recruiting, hiring, administering employees, terminating, evaluating, managing performance, developing, retaining, and managing succession.
• Talent Management and Development: Supporting the talent management process across the function and driving development initiatives for creating an engaged workforce, a solid succession pipeline, and a capable workforce to reach the company’s business objectives.
• Employee Experience and Engagement Focus: Focusing on creating an engaging employee experience, guiding managers towards an engagement culture, proposing actions, and guiding their implementation.
• Leadership: Directly supervises and guides a team of two professionals.
• Data-Driven Decision Making: Using data and analytics to support decisions and guide appropriate people’s practices.