Site HR Manager

Mission 

The Site HR Manager is the preferred entry point to advise and support operations on all HR activities, behaving as a business partner. Always connected to the HR community (BG & Country HR teams, HR Centers of Expertise and Employee Service Centers) and to the Management team, the Site HR Manager will deploy the HR strategies defined at Group, BG and country levels and the effective implementation of HR Policies and Procedures. The Site HR Manager will also have a Competences Development focus to attract, engage, develop and retain the talent needed to reach the business objectives.

Responsibilities

• Is the HR representative/advisor in the Site Management Team.
• Has a direct input in the preparation of the MTP, Budget, Site Workforce plan (ex: headcount forecast, salary evolutions, competences and resources needed, productivity plans,…). 
• Elaborates each year a competences development & training plan based on TDP/MTP/Budget, to feed the SDP.
• Defines, together with the Site Management Team, the action plans to be launched to reach the business objectives on recruitment & staffing (including allocation of internal and external resources and mobility). 
• Has an effective contribution to SIOP/MPS to optimize resources in production sites with related actions (staffing, training, polyvalence, polycompetences,…).
• Leads the deployment of organizational changes managed at Site level (ex: Employee Relations, Internal Communication, Training and mobility, C&B,…) with the support from the HR community. 
• Mentors and initiate coaching actions (when needed) to develop Site Management Team leadership.   
• Manages and develops the HR team on site (if applicable).
• Leads the Involvement of Personnel Axe and Internal Communication actions on Site.
• Leads the C&B processes on site (including shareholding plans, salary reviews, retention plans,…).
• Animates and promotes Health, Safety and Ergonomics activities on site, together with the HSE leader. 
• Prepares and follows the HR indicators; proposes corrective actions in case of deviation vs forecast/objectives.
• Ensures proper deployment and application of HR policies and Procedures on site. Escalates any deviation to HRPP or People Ethics in real time, respecting the processes defined. 
• Deploys Valeo culture and CSR activities (ex: 5 Axes, Ethics and Compliance, People Ethics, Diversity, Well-Being at Work,…) with all support functions. 
• Leads DL sourcing, recruitment and staffing (with TAC support for I&C) and on-boarding activities on site. 
• Defines the HR priorities with operations and shares the action plans associated with all relevant Employee Service Centers (ex: Talent Acquisition, Training plan, ER,…) and in the HR community.
• Leads Employee Relations, supported by BG and Country HR teams (and Group, if needed), to capture business trends and anticipate possible consequences on future operations. Leader on negotiation processes (if applicable).
• Assesses the work ambiance and the motivation factors for the teams on Site; elaborates the action plan linked to the Employee Feedback survey results and supports its deployment in the site.  
• Leads the deployment of all HR processes (including SDP/IDP, salary review and mid-year/annual appraisal campaigns, training plan, people reviews and internal mobility), with the support from the HR community.
• Is responsible for all HR administration tasks which are not directly managed by the relevant Employee Service Centers (ex: payroll, benefits management, personnel administration,…).
• Leads or contributes to HR projects defined at Group, BG or Country levels.
• Listens to Employees and Managers to create a positive social climate, reinforcing employees’ engagement and avoiding legal risks/disputes.
• Leads conflict resolution between Employees or between Managers, as a mediator. Manages disciplinary and legal procedures when needed.
• Monitors the quality of HR services through regular follow up and service level agreement reviews with ESC.
• Facilitates Individual Development Plan and Succession Development plan follow up, as an advisor. 
• Solves problems linked to organizational, communication or management issues.
• Answers directly (working with the right person in the HR organization to prepare the inputs) to individual/Managers’ needs related to all HR activities.
• Is the entry point for connections to local stakeholders (by delegation from Site GM or Country HRD).
• Represents the HR community in internal and external audits on site (for the HR related activities).
• Manages facility and medical services (when applicable at site level) considering the well-being at work strategy.

Informations

Exigences

Compétences:

communication interne MANAGEMENT Team Management Excel avancé FORMATION PAIE

RH MANAGEMENT RECRUTEMENT