HR Business Partner
HR Business Partner
FrieslandCampina produces and sells consumer products such as dairy-based beverages, infant nutrition, cheese and desserts in many European countries, in Asia, Africa and North-America. FrieslandCampina’s activities are divided into 7 business groups:
· Europe
· Retail & Americas
· Asia
· Middle East, Pakistan & Africa
· Professional & Trading
· Specialised Nutrition
· Ingredients
FrieslandCampina has branch offices in 38 countries and employs ~ 21,000 people. FrieslandCampina’s products find their way to more than 100 countries. The Company’s central office is based in Amersfoort, The Netherlands.
The first Financial Shared Services Centre was launched successfully in 2013 in the Netherlands (FSSC NL). In 2016 FrieslandCampina has decided to expand its Financial Shared Services concept by setting up a Financial Shared Service Centre in Kuala Lumpur for Asia and in Budapest to support its businesses in the Europe, Middle-East and Africa region.
With the introduction of Shared Services, we moved from a complex, traditional 'back-office' structure to a streamlined operational, business process centric organisation delivering improved and consistent quality to our (internal and external) customers and consumers.
The HR Business Partner acts as strategic business partner and local advisor in HR questions for our SSC population in Hungary and in Kuala Lumpur. The HR Business Partner’s primary purpose is to support senior line management to be effective and impactful managers and leaders and drive the people and culture agenda.
Translate & enable people strategy for business. He or she will contribute to the HR strategy, policies and procedures and define goals to execute HR process in line with corporate guidelines, internal procedures and legislation.
What we ask
- University or college degree in Economics or Human Resources
- At least 12 years of relevant experience in multiple HR leadership roles, preferably at a multinational company and matrix organization. SSC experience is a significant advantage.
- Commercial acumen – understanding the commercial priorities and financial principles to ensure resources and L&D investment are in line with strategy
- Collaborate to Win – bringing people together and communicating with teams to create powerful outcomes
- Acting with Decisiveness - Acting with pace and decisiveness, giving others the confidence to do the same
- Bringing data driven, principle based approach in decision making
- Developing Others - Taking personal responsibility for the performance and development of their team, helping others when the opportunity arises; build credibility to coaching people managers on situational leadership
- Strong end-to-end process knowledge for own HR function, in depth and up to date knowledge of Hungarian labour law
- Knowledge of HR ERP systems (eg. SAP, Nexon)
- Excellent written and verbal communication, problem-solving, influencing and interpersonal skills; very strong stakeholder management, influencing and negotiation skills
- High level of strategic thinking, system thinking and decision making skills
- Work effectively in a highly collaborative and flat organization
- High attention to details and accuracy
- Ability to create clear directions and vision in line with functional strategy
- Advanced project management, change management and stakeholder management skills
- Knowledge of LEAN / continuous improvement and CI mindset
- Excellent language proficiency English - Dutch or any additional European language skill is an advantage
What we offer
- A wide range of competitive benefits (cafeteria, home office and sustainable travel allowance, grade allowance, MetLife life- and accident insurance, Medicover medical + hospital package, All You Can Move sport pass)
- Hybrid way of working - Home office opportunity (3 days/week)
- Friendly corporate culture with flat hierarchies in a dynamic and a motivated team
- Opportunities for personal and professional development through our in-house academy
- Opportunity to bring in your ideas and to develop further
- Challenging tasks with real added value
Vacancy description
In the new HR operating model, the HRBP acts as a strategic partner, bridging the gap between HR and the business objectives. He/she will work closely with the various capability pools (Talent, People/Growth/ Health etc) in delivering the work required below.
1. Oversee the major areas of the Hire to Retire process for the dedicated organization units in close cooperation with Talent Capability Pools, People Advisors the HR SSC and the local payroll service provider such as:
- recruiting and staffing
- process;
- employee administration;
- compensation and benefits;
- talent management;
- engagement and retention;
- performance management
- facilitate live Relative Performance Review session on MT level;
- follow up throughout the year with MT Development;
- exit process;
2. Organization development:
- act as internal advisor for SSC Director and department leaders in re-organization projects
– provide inputs regarding local regulatory environment and necessary actions;
- coach leaders (MT/MT-1) to create a high-performance environment
- enable leadership development
- translate business needs into talent, engagement and change HR interventions for inclusion in the country / function
- performs the role of change management ambassador;
- actual organizational design for specific business line;
3. Communication:
- management of strategic HR key internal employee communication
- local employer brand ambassador for external relations;
4. Company representation and employer rights for FCSC EMEA only:
- reviewing signing and approving employment related documentation/HR processes exercising full employer authority
- reviewing and signing SSC contracts and documentation as official representative of the company
- management of contacts with company lawyer in regard to HR related matters
5. Strategy
- develop business specific HR strategy in line with overall HR strategy and vision
- SSC policy development and documentation in consideration with corporate policies where applicable
6. Reporting and management information
- exchange knowledge/information regarding own knowledge with internal and external parties, within legislation and policies and procedures of own functional discipline
- supporting business report
7. Networking and knowledge development
- build and maintain a network of relevant (internal and external) stakeholders/partners
- ensure information, keep information up to date, monitor internal and external developments and share relevant information