Senior HRBP

RESPONSIBILITIES: WITH THE CONSUMER AT HEART, YOUR KEY FOCUS WILL BE Business Partnering • Partner with business leaders to translate strategy into people priorities, workforce plans and organizational solutions. • Provide expert guidance on performance management, talent, succession planning, employee engagement, compensation and organizational effectiveness. • Lead annual people processes including performance reviews, talent reviews, salary planning and workforce planning. • Act as a trusted advisor on complex employee relations matters, balancing business needs, employee experience and risk management. • Partner with Finance and business leaders to monitor workforce planning, headcount, organizational structures and people costs, ensuring effective resource allocation and alignment with business objectives and budget targets. Employee Relations & Social Dialogue • Lead relationships with employee representatives, Works Council (CSE) members and trade unions, fostering constructive social dialogue. • Prepare and lead information and consultation processes in compliance with French labor law. • Lead collective bargaining negotiations and the implementation of collective agreements. • Support organizational changes, restructurings and workforce transformations requiring employee representative consultation. • Ensure compliance with labor legislation, collective agreements and company policies. Organizational Capability • Support implementation of organizational changes aligned with business and talent strategies. • Lead change management initiatives. • Drive capability-building initiatives aligned with global and local people priorities. • Coach leaders to build high-performing, engaged and inclusive teams. Talent Acquisition & Development • Implement talent strategies • Build succession pipelines for critical roles and key talent populations. • Support managers in identifying, assessing and developing talent. • Facilitate leadership development, training and career development initiatives. • Lead recruitment activities to attract and onboard high-quality talent. Compensation & Benefits • Support the design and deployment of competitive and equitable reward programs. • Drive local compensation review processes and advise leaders on reward decisions. • Communicate and administer employee benefit programs. People Practices & Systems • Ensure consistent application of HR policies, processes and governance standards. • Partner with Centers of Expertise and BES to deliver efficient HR solutions. • Maintain data integrity within HR systems and leverage people analytics to inform decision-making. • Monitor HR metrics and provide insights to support business performance and workforce planning. Workplace Experience, Facilities & Fleet Management • Lead Facilities and Workplace Management activities to provide a safe, compliant and engaging work environment. • Oversee company fleet and mobility programs, including vendor management, policy implementation and cost control. Employee Engagement • Monitor engagement, culture and organizational health indicators. • Develop and implement action plans to improve employee engagement and retention. • Promote effective communication and collaboration across the organization. • Partner with leaders and employee representatives to foster an inclusive and high-performing culture. SKILLS & PERSONAL QUALITIES • 8+ years of progressive Human Resources experience, including Business Partnering and Employee Relations responsibilities. • Proven experience partnering with senior leaders and influencing decision-making in a complex matrix environment. • Strong expertise in French labor law, employee relations and social dialogue. • Demonstrated experience managing Works Council (CSE) consultations, employee representative relationships and trade union negotiations. • Proven ability to lead collective bargaining processes and support organizational transformations in a unionized environment. • Strong business acumen with the ability to translate business strategy into people priorities and organizational solutions. • Experience leading change management, organizational design and workforce planning initiatives. • Strong coaching and influencing skills, with the ability to challenge and support leaders at all levels. • Proven experience in talent management, succession planning, leadership development and employee engagement. • Excellent stakeholder management, negotiation and conflict resolution skills. • Strong analytical mindset and ability to leverage data and insights to drive decision-making and business outcomes. • Ability to manage complex and sensitive situations with sound judgment, professionalism and confidentiality. • Strong project management skills with the ability to manage multiple priorities and stakeholders simultaneously. • Experience managing external vendors, workplace services and operational budgets. • Knowledge of HR information systems and people analytics tools, preferably Workday. • Excellent communi #J-18808-Ljbffr