Atos - Senior HR Business Partner

Job Description: HR Business Partner

Background Requirements

Essential Background Requirements

- Professional (university level) HR qualification or equivalent.

- Evidence in providing support and advice to management on operational HR activities such as grievances, absenteeism, and other people issues, towards a successful realization of business goals and employee motivation

Desirable Background Requirements

- Basic English language ability.

Knowledge and Skills

Strategy

- Client Focus (1)

- Understand business goals etc key strategic deliverables

- Applies strategic diagnostics tools, undertakes strategic analysis with support, considers - as is- and - to be- scenarios and participates to identify gap.

- Supports the sourcing of relevant information regarding internal and external trends and - best in class- HR practices.

Workforce Strategy & Management

- Client Focus (1) & Delivery Focus (1)

- Aware of the broad Atos recruitment strategy and the recruitment process and tools available. Understands and can articulate the factors which contribute to our employee value proposition.

- Ability to provide suggestions and advice on how to apply the - attract and retain- policy of Atos.

Career Development

- People Focus (2) & Flexibility (1)

- Understands the business issues, promote the role of training and development and the tools available to facilitate the development of people with support from senior HR people.

- Has a good understanding of roles within the GCM Framework in order to be able to advise managers on matching people in a job with support from senior HRSP or senior HRBP

Compensation & Benefits Management

- Profitability Focus (1)

- Understands the concept of Total Rewards strategy.

- Can provide supporting data for making reward decisions.

HR Governance

- Client Focus (1) & Delivery Focus (1)

- Has good knowledge of country and/or regional labor laws, rules, regulations and obligations and can advise management appropriately on existing rules with support from senior HR people.

- Demonstrates an understanding of system / data sources and can create links between various systems to provide insightful analysis.

- Able to effectively support messages with sufficient examples and graphical materials.

Stakeholder Engagement

- Communicative (1) & Integrity (1)

- Interacts with employees and stakeholders in a manner which is sensitive to their needs.

- Able to speak the language of the target audience.

- Is aware of the key messages regarding engagement and communicates in a way that is consistent with these.

- Ability to develop an open and honest relationship with managers of a small unit / team.

Change Management

- Flexibility (1) & Communicative (1)

- Understands the business case for change and is able to communicate this to the business.

- Shows insight in the messages and choice of media that ensures maximum buy-in to the change.

Administration & Information Systems

- Delivery Focus (1)

- Has a thorough knowledge of tools and system capabilities and use related to HR processes that support HR policy and practices.

- Ability to utilize this knowledge to support and deliver efficient and accurate business and employee services.

- If applicable, knows and understands the Shared Service Centre (SSC) service catalogues.

Remark: Levels 1, 2 and 3 indicate the level of depth expected per competency, where level 3 is the most advanced. This is conform the generic Atos Competency Model.

Tasks

Focus of Activity:

Provide general HR advice and support on company policy and operational solutions to help the business with people issues.

Mandatory Tasks

Strategy

- Supports HR Management in the development of People Strategies that are designed to meet business objectives.

Workforce Strategy & Management

- Translate the primary strategic drivers into HR practices that support the development of key people capabilities.

- Apply methods for undertaking skill gap analysis, interpret results and produce an action plan for narrowing the gap.

- Supports in the search and selection process and advises on areas of sourcing opportunities.

- Support in the implementation of action plans related to Employee Satisfaction Survey results.

- Advise management on how to implement retention and motivation methodologies in accordance with company policies.

Career Development

- Advise on- and verify the implementation of- functional or departmental training plans using the results of training needs analysis.

Compensation & Benefits

- Advise and support management on compensation and benefit related topics.

HR Governance

- Advise management and employee's on the accurate application of appropriate HR policies.

- Work with appropriate HR Specialists in preparing legal documentation (e.g. contracts) or legal advice relating to (international) employment terms and conditions, conform to local rules and regulations.

Stakeholder Engagement

- Work with HR Specialists to report and analyze accident incidences and sickness absenteeism and advise management on appropriate actions.

- Advise management on health and safety legislation and compliance.

Change Management

- Advise and facilitate stakeholders through the change process and use appropriate communication methods to support and motivate the reasons for change.

Administration & Information Systems

- Responsible for monitoring the accurate and timely execution of Personnel Administration activities for individuals or groups; alert HR Support Staff of any discrepancies and follows-up on corrective actions.

- Provide regular reports on HR issues or performance.

Optional Tasks

- Assist in the preparation of Works Council and / or Union negotiations and agreements.

- Proactively advise management on legal and business issues in close cooperation with HR or Legal specialists.

- Further tasks may be country specific; to be agreed at local level.