HR BP Burgos Plant

Job purpose

The strategic Human Resources Business Partner aligns the human resources policies and processes to the strategy of the business with the aim to i) improve overall business performance, ii) (help) create a company culture where people thrive so that they are a competitive advantage for the organization, and, iii) assist line leaders in managing change.

The Business Partnership is manifested in the various roles of HR as a Strategic Partner, Process Expert, Change-Agent and as an employee advocate. To achieve our organization objectives, it is necessary to establish and develop a competent, efficient, and results oriented HR Organization which understands local requirements while maintaining alignment with EMIA policies and processes on Talent, Performance, Reward & Recognition, Development and Culture.

The role will report direct line to the HRBP EMEA Manufacturing, Quality & Labour Relations, and dotted line to the Plant Manager of Burgos. He/She will be part of the Burgos Plan Leadership team.

Responsibilities

Strategy formulation & implementation

• The HR Business Partner is involved in and supports the process of strategy formulation and execution. S/he adds value by participating in and contributing to decisions involving the current and future direction of the business, mainly – but not exclusively – linked to human capital.

Organizational Effectiveness | Culture and Engagement | Change Management

• Assist leaders in the organization design, implementation and communication. Partner with line management to understand the future needs of the organization in order to build a fit for purpose structure. Work closely with the Talent Center of Excellence ( CoE) and work to identify external candidates to staff the organization while leveraging best practices in talent management.
• Play an active role in developing and implementing change management processes and innovation initiatives. In reference to change management, HR provides tools and processes that encourage and support the ability of organizations to anticipate and respond to new trends, opportunities, and challenges.
• Bridgestone Manufacturing Excellence (BME): Your contribution to Burgos Plant Lean Manufacturing transformation journey  will be key as you will lead the Organization Pillar & ensure all HR policies/systems are enabling or promoting this change.
• As part of the company’s transformation, support the organization in building a culture that achieves its vision while embracing the Bridgestone Essence and Behaviors.

Performance | Talent | Development

• Partner with people managers in aligning individual and team goals to the company’s strategy and objectives. Coach and counsel people managers in i) differentiating performance, ii) addressing performance gaps and iii) identifying and growing talent.
• The HRBP ensures that design and implementation of training, development and career planning activities are in line with the organizational requirements. Actively support the organization in identifying and managing talent, and, execute talent development activities within the regional strategy and guidelines. The job-holder is expected to support the expansion of the capabilities of employees by partnering with line management to identify local and global opportunities for development.
• Lead Training Strategy and thereby ensuring compliance with all appropriate regulations, and have programs in place to support development and retention of staff using the 70-20-10 developmental approach

Total Rewards & Recognition

• Partner with the Total Rewards & Analytics CoE and ensure that market competitive rewards, in line with EMIA Total Rewards philosophy, are in place.
• Partner with managers in developing compensation proposals for promotions and external hires within Company guidelines.
• Coach and counsel leaders on Bridgestone’s total rewards approach and tools to differentiate performance, recognize and reward accomplishment, and retain high potential/high performing talent.

Labor Relations

 Lead the local meetings & interaction with Unions. Work closely with the HRBP of the other Spanish Plants,  in order to maintain a positive industrial relations climate and complete the CBA negotiation as planned.

HR Technology | Administration | Budget

• Champion HRIS technology (SuccessFactors, SAP Employee Central, …) thereby ensuring compliance and data accuracy. Leverage HR data to make informed people decisions.
• Ensure  all policies, procedures, and employee documentation are in compliance with national regulations. Ensure all employees receive the appropriate compliance training and information
• Measure and track the HR function’s performance and drive performance improvements in the HR effectiveness.

Requirements

• Bachelor/Master Degree in Human Resources, Business Administration or related field (ideally within Human Resources, Psychology, Law and/or organizational development field);

• Technical : proficiency in Office 365 & SAP HR (EC / SuccessFactors) preferred
• Able to prioritize and manage multiple tasks concurrently.
• Excellent knowledge of English
• Min of 7-10 years experience in different areas of HR
• Experience of working in a global and matrix business & HR organization

Bridgestone Leadership Capabilities

• Establishes strategic direction and effectively communicates the Bridgestone vision: Communicates a clear and inspiring vision for the business; drives competitive and innovative strategies and is able to generate alignment against the strategic direction
• Demonstrates business acumen to achieve results through others: Understands, educates and applies the fundamental business concepts by which a company operates in order to deliver results and create a climate that fosters personal commitment to excellence.
• Promotes and enhances company culture: Champions the organization’s shared values and beliefs
• Effectively manages across cultures: Achieves effective collaboration, alignment, and communication across multiple dimensions of cultural diversity.
• Boss focused – serves the end user: Makes BOSS (end users) and their needs a primary focus of one’s actions; develops and sustains productive relationships with BOSS; leverages BOSS intimacy in the development of new products, services and competitive advantage.
• Demonstrates self-awareness and emotional intelligence: Recognizes one’s personal strengths, weaknesses, opportunities, and limits. Understands emotions and their effects
• Intellectually curious in support of learning agility: Actively identifies new areas for learning; regularly creates and takes advantage of learning opportunities; uses newly gained knowledge and skill on the job and learns through their application
• Embraces and leads  change and innovation: Encourages different and innovative approaches to address problems and opportunities; facilitates the implementation and acceptance of change within the organization
• Identifies and develops organizational talent: Attracts high caliber diverse talent , leads and guides others to accomplish organizational goals and objectives through on-going development and collaboration.