Talent Acquisition: regular monitor status of vacancies, participate in all managerial employees final assessment, provide developmental feedback for internal employees after assessment. Drive improvements of on-boarding & transitions process in division: updates on-boarding plans, drive managers` learning re on-boarding process, consults managers, ensure all employees has smooth and appropriate on-boarding.
Talent Management: take active part in succession planning, lead POCs on the departments’ level, and take active part in divisional POC. Ensure all managers are aligned with global TM approach; consult them re all Talent Assessment & Development issues. Regular track status of development activities on divisional level, ensure appropriate Talents & employees’ development. Ensure strong talent pipeline for middle managers positions.
Performance Management: Ensure HR Cycle (PMP & DD) is fully in line with global procedure and deadlines. Consults managers due to all Performance Management questions and Employees` development.
Organizational design: Supports organizational changes providing appropriate solutions to the business from the HR perspective. Ensures availability of the actual job descriptions in a local JD catalogue. Consults the managers about the creation/up-date of job descriptions.
Compensations & Benefits: review all C&B salary proposals and ensure competitive and fair total remuneration for specialist and middle managerial positions. Take active part in annual Merit Increase: consult managers, ensure salary review is in line with guidelines, market and internal benchmark.
Employee Relations: manages labor law/litigation in close collaboration with the (Senior) HR BP in difficult ensuring compliance and adherence to applicable laws and Bayer rules.
Implement Bayer HR directives, policies, processes, systems and programs throughout division and strives for best practices in the standardization, harmonization and alignment of local HR activities. Through an understanding of the business and engagement with the managers, translate the business requirements and challenges into relevant HR actions and initiatives.
Knows and complies with legal and regulatory legal acts which prescribe the production, economic and financial and economic activity of the company, the regulations of the federal, regional and local public authorities, and define priorities for the economy development and the pharmaceutical industry and the Program of law-abiding behavior in the company Bayer.
Education: university degree, Human Resources specialization will be an advantage;
HR BP experience is an advantage;
5+ years’ experience and proven track record in working across the core HR functions with specific experience in one/two expert HR field;
Complete set of wide HR competencies: labor law, compensation & benefits, people development;
Excel, Power Point advanced level;
Role model for the Bayer LIFE Values, Leadership, Integrity, Flexibility and Efficiency.
Business Insight: has general business acumen and understanding of complex business strategies. Good understanding of financial impacts derived from HR decisions and policies.
Attract & Develop Talents: knows and applies talent assessment & talent development practices, ability to give structured developmental feedback, views talent development as an organizational imperative.
Manages Ambiguity: Deals comfortably with the uncertainty of change. Effectively handles risk. Can decide and act without the total picture. Able to implement change management practices in division. Learning agility, ability to defend the position.
Collaboration: ability to build long term partnerships with internal management & staff, including the various relevant representatives of workers groups and external stakeholders. Strong networker, especially within the HR function.
Customer Focus: anticipates customer needs and provides services that are beyond customer expectations. Be strategic partner to build, grow and maintain profitable and long-lasting relationships with key stakeholders.