HR Business Partner - Ceptura, Prahova

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Employer: Evolve today
Domain:
  • Human Resources - Psychology
  • Job type: full-time
    Job level: peste 5 years of experience
    Location:
  • BUCHAREST
  • Ploiesti
  • Updated at: 26.10.2020
    Short company description

    We are a complex company that offers consulting and recruitment services in the Human Resources area..

    Evolution in performance, professionalism, balance and satisfaction.

    We are your trustworthy partner that understands the markets continuous dynamic change and difficulties but also from our constant direct engagement with the companies we work with, and their employees.

    We speak the languages of those that have ambitions, motivation for success and are able to adapt, innovate, and evolve.

    As your devoted partner we identify the requirements and the necessities of your company and as well for your employees.

    Requirements

    5+ years’ experience in an internal HR department, covering a large variety of human resources activities; previous experience in working with Sales teams is an advantage.
    A bachelor’s degree in an HR-related field
    Good knowledge of Romanian labor laws
    Good knowledge of Microsoft Office (Word, Excel, PowerPoint, Outlook)
    Excellent communication and people skills
    Good organizational skills with high attention to details
    High level of confidentiality
    Excellent communication skills
    Strong organizational skills with a problem-solving attitude

    Responsibilities

    To be successful in this role, you should have 5+ years’ experience in HR field in a company with more than 50 employees covering multiple areas of HR activity: recruitment, training & development, performance management, talent management, compensation & benefits, HR admin. Our ideal candidate combines excellent communication skills and empathy with a hands-on approach and problem-solving attitude.

    Recruitment:
    Ensuring Recruitment activities are fully aligned with business strategy
    Maintaining an aggressive recruitment effort to attract the best talent available for mid-management roles
    Maintaining a constant in-flow of entry-level talent
    Establishing a fulfilling Internship program to attract future potential
    Revising existing Recruitment related policies and procedures

    Training & Development:
    Creating an efficient Training & Development plan, considering the company’s business targets and employees’ performance reviews
    Ensuring effective management of the T&D budget to cover critical needs (T&D budget is never enough for everyone!)
    Emphasizing on-the-job and in house training instead of expensive external courses
    Creating a massive coaching culture
    Identifying high performers and high potentials – developing accelerated growth plans

    Total Rewards:
    Reviewing and revising current Compensation & Benefits, including salaries, bonuses, and other rewards
    Establishing a comprehensive salary mid-management and bonus plan
    Tying bonus payout strictly to sales and business performance
    Revising Reward-related policies & procedures
    Automating Rewards processes and integrating with the central HRM platform
    Establishing clear communication on current standings and targets – and correlation with salaries and bonuses

    Retention:
    Retaining the best talent in the organization by providing a tailor-made monetary and nonmonetary reward
    Measuring and increasing engagement
    Maintaining a tolerable turnover rate
    Establishing an exit interview practice to identify and measure retention pain points and risks

    Performance Management:
    Ensuring individual performance targets are aligned with the company’s annual business targets (pyramid structure)
    Conducting mid-year and end-year performance reviews, actively involving Functional Management
    Connecting annual (or bi-annual) salary review with the performance ratings

    HR’s Strategic Role – Business Partnering:
    Providing direct HR support to the main Business Units to help them achieve business targets
    Establishing an HR culture as a support function
    Conducting all HR services (Recruitment, Development, Performance Management, etc.) from one service point for each Business Unit

    HR Administration:
    Setting up an Employee Database with employee profiles, service history, etc.
    Ensuring all HR documentation is existent as per the local legislation and Company policies
    Overseeing a documentation audit to maintain a quality documentation system
    Ensuring preparation and signing of required documentation (contracts, amendments, Job Descriptions, orders, etc.)
    Developing an electronic employee database
    Establishing a proper reporting system, including attendance/timesheets, government compliance and statistics
    Putting in place a proper Disciplinary Policy/Procedure

    Employee Relations and Internal Communications:
    Revising existing Company policies on Employee Relations
    Ensuring a fair and balanced approach to conflicts in the workplace
    Establishing an effective internal communication system (intranet/share point?)
    Ensuring all employees are up-to-date with the current state of the business and developments

    HRM Systems:
    Preparing Technical Requirements and managing the software development process for: Recruitment, Performance Management, Career and Development Plan, HR Administration
    Testing and launching the HRM Platform

    Other info

    Office: Sos. Bucuresti-Ploiesti, Ceptura – Prahova/ 2-3 days’ work from home