Logo of Huzzle

HR Business Partner

Applications are closed

  • Job
    Full-time
    Mid Level
  • People, HR & Administration

Requirements

  • Degree and / Or master’s in human resources, management or related field
  • Minimum of 3 years of proven experience as an HR Business Partner
  • 1 – 3 years of proven experience on a Human Resources Role
  • Strong knowledge of HR practices, employment laws, and regulations
  • Excellent client-facing and internal communication skills
  • Ability to build strong relationships with stakeholders at all levels
  • Proactive in identifying and solving problems
  • Solid organizational skills including attention to detail and multi-tasking
  • Discipline, impact, influence, energy, ambition and proactivity
  • Have the necessary documentation to provide subordinate work in Portugal at the time of the application (elimination factor)
  • Portuguese (fluent)
  • English (minimum B2)
  • Resilience

Responsibilities

  • Develop and implement HR strategies aligned with the overall business strategy.
  • Contribute to the elaboration of the OpCo’s 3 year People Plan, followed by cascaded Functional People Plans for the business areas under responsibility, aligned with Company Strategic Objectives and Policies.
  • Plan, coordinate and monitor the Functional People Plan implementation.
  • Conduct strategic workforce planning to ensure the organization has the right size, shape, cost, and agility for the future.
  • With the areas you support, identify training needs and assist in the development of training programs.
  • Drive succession planning efforts to ensure key roles are filled with qualified candidates.
  • Develop strong, trust-based relationships with key stakeholders, including senior leaders, managers, and employees.
  • Act as a trusted advisor to business leaders on HR-related matters.
  • Support the Leadership Team and all employees with analysis and HR insights.
  • Gain a deep understanding of the business needs and challenges of the different departments.
  • Align HR initiatives with the specific needs and goals of the various stakeholders.
  • Partner with the stakeholders to design, challenge and develop action plans to answer the business areas strategic needs, providing HR expertise.
  • Provide coaching and consulting to leadership on HR matters.
  • Analyze trends and metrics to develop solutions, programs, and policies.
  • Identify & address capability needs (knowledge, skills & behavior) for target groups in coordination with POD (People Organization Development).
  • Liaise with the COE’s (centers of expertise) to attract, develop, and retain top talent to meet the organization’s needs.
  • Oversee performance management processes to ensure they are effective and aligned with business goals.
  • Drive the PM Cycle and guarantee a high quality performance management process, compliant with Global standards and guidelines, by challenging and supporting Line Managers and Employees.
  • Leads the capability building process by guiding stakeholders on which are the desired/required Leadership expectations and behaviors aligned with HEINEKEN; as well as translating the strategy to the desired culture and behaviors, adjusting it to the HR priorities and policies.
  • In collaboration with Managers and COE’s, lead the Talent needs mapping process, drive the identification of potential and development needs/actions, feeding Talent pools to close talent gaps.
  • Oversee performance management processes to ensure they are effective and aligned with business goals.
  • Drive the PM Cycle and guarantee a high quality performance management process, compliant with Global standards and guidelines, by challenging and supporting Line Managers and Employees.
  • Lead TRM’s (Talent Review Meetings) guaranteeing that the sessions contribute to a fair performance assessment, and calibration, process, feedback gathering and sharing, ultimately contributing as well for an improvement of the level of goal setting, assessment and feedback.
  • Contribute to build actions aiming to increase the employee engagement and employee satisfaction.
  • Support and facilitate Climate Process and Action Plan definition for the business areas they support.
  • Ensure the organizational framework (structures, job descriptions and job grades) reflects and is aligned with the Company’s objectives.
  • Provide the Business indicators and relevant analysis (headcount, absenteeism, turnover, costs, …) for a strategic and effective management, aligned with Company’s objectives and policies.
  • Support the organizational changes to ensure smooth transitions and communicate the benefits and impacts of changes to all relevant parties.
  • Collaborate in the development and implementation of change management strategies to support business transformation.
  • Review and challenge the organizational structures and the ways of working, collaborating to identify issues and propose improvements.
  • Provide guidance on HR policies and procedures to ensure compliance with employment laws and regulations.
  • Conduct regular meetings with business leaders to provide HR advice and support.
  • At an organizational level, work proactively with the Leadership Team and all relevant stakeholders to achieve a flexible organization, and being agile in learning and adjusting.

FAQs

What is the main role of the HR Business Partner?

The HR Business Partner operates on a local level, acting as a bridge between the HR department and the business to ensure that HR strategies are effectively implemented and aligned with business goals.

Who will the HR Business Partner report to?

The HR Business Partner will report to the People Director.

What qualifications are required for the HR Business Partner position?

A degree and/or master’s in human resources, management, or a related field is required, along with a minimum of 3 years of proven experience as an HR Business Partner and 1-3 years in a Human Resources role.

What skills are essential for the HR Business Partner role?

Strong knowledge of HR practices, excellent communication skills, ability to build relationships with stakeholders, organizational skills, proactivity in problem-solving, and resilience are essential for this role.

Is fluency in languages required for this position?

Yes, fluency in Portuguese is required, and a minimum of B2 proficiency in English is also necessary.

What is the location of the HR Business Partner position?

The HR Business Partner position is located in Vialonga.

What are some responsibilities of the HR Business Partner?

Responsibilities include developing and implementing HR strategies, conducting strategic workforce planning, identifying training needs, driving succession planning, providing coaching to leadership, and overseeing performance management processes.

What type of culture does Grupo SCC promote?

Grupo SCC promotes a culture of belonging, learning, sharing, and diversity, advocating for fair and equal opportunities for all individuals.

Does the organization support employee development initiatives?

Yes, the HR Business Partner is responsible for identifying training needs and assisting in the development of training programs to promote employee growth.

Are there specific diversity and inclusion initiatives at Heineken?

Yes, Heineken promotes and celebrates diversity, believing it enriches lives and strengthens the business, and advocates a culture of inclusion.

Join us as we brew more than just quality beers, we brew the Joy of True Togetherness.

Retail & Consumer Goods
Industry
10,001+
Employees

Mission & Purpose

HEINEKEN - the world's most international brewer. It is the leading developer and marketer of premium beer and cider brands. Led by the Heineken® brand, the Group has a portfolio of more than 300 international, regional, local and speciality beers and ciders. We are committed to innovation, long-term brand investment, disciplined sales execution and focused cost management. Through "Brewing a Better World"​, sustainability is embedded in the business and delivers value for all stakeholders. HEINEKEN has a well-balanced geographic footprint with leadership positions in both developed and developing markets. We employ over 80,000 employees and operate breweries, malteries, cider plants and other production facilities in more than 70 countries.