Junior HR Business Partner

The GSC HRBP is responsible for aligning business objectives with employees and management in a specific location. This role serves as a consultant to management on human resource-related issues, acting as an employee champion and change agent. The GSC HRBP will work closely with the Senior HR Manager and Employee Relations Manager to deliver value-added service to management and employees that reflects the business objectives of the organization.

1. FORMAL EDUCATION:

• Bachelor's degree in Human Resources, Business Administration, or a related field or equivalent through experience.

1. KNOWLEDGE & EXPERIENCE:

   Required:

• Minimum of 1-5 years of experience in general HR topics, ideally with a focus on business partnering 
• Strong interpersonal and communication skills, strategic thinking, and knowledge of HR best practices
• Fluent in Polish language is a must; advanced English proficiency is desired, ideally fluent in written and spoken English

1. JOB COMPLEXITY FRAMEWORK:

• Complexity: Manages a variety of operational and tactical HR matters within defined locations. Handles recruitment, learning, performance and engagement topics that require coordination with regional teams.
• Communication: Communicates clearly and empathetically with Employees and Managers at all levels within scope. Translates Corporate or Region HR strategies into local actions and ensures consistent messaging across locations.
• Supervision: Provides day-to-day HR support and coaching to Managers, ensuring compliance and consistency in HR Practices.
• Influencing Skills: Build trust-based relationships with local leadership and Employees. Influences decision-making by providing data-driven insights and practical HR advice tailored to the local context.
• Freedom to Act: Operates with high degree of autonomy in managing local HR operations. Responsible for implementing HR initiatives and ensuring alignment with both local needs and corporate policies.

1. TECHNICAL/SKILL REQUIREMENTS:

• Microsoft tools: Proficiency in Microsoft Office Suite, including Excel for data analysis and reporting, PowerPoint, and Word, for various business applications.
• Communication: Excellent verbal and written communication skills. Ability to communicate information clearly and persuasively to various stakeholders.
• Adaptability: Ability to work in a fast-paced environment and manage multiple priorities.
• Collaboration: Strong collaboration skills to work effectively with the Senior HR Manager and Employee Relations Manager.
• Customer focus: Provides high-quality HR services that meet the needs of the business.

1. TRAVEL REQUIREMENTS:

• occasionally

  Salary 9700-12500 PLN

#LI-JS2

Recruitment & Onboarding

• Manage the end-to-end recruitment process, including job postings, candidate screening, interviews, and selection for blue collars.

• Support Managers in drafting the job description and participate to the recruitment process for white collars positions.

• Track blue collars recruitment progress and maintain local recruitment dashboards or trackers.

• Coordinate onboarding activities to ensure new hires are effectively integrated into the organization. Support onboarding and offboarding processes by coordinating local documentation, system access, and checklists, complementing HRSS activities.

Performance Management

• Support the performance appraisal process, including goal setting, mid-year reviews, and annual evaluations by monitoring progress and tracking completion in the system.

• Provide coaching and feedback to managers and employees supported to improve performance and development.

• Ensure implementation of the Talent Management strategy leading calibration meetings and talent reviews meeting locally. Coach and develop Managers supported to effectively identify, nurture, and retain top talent, fostering a culture of continuous improvement and high performance.

Learning & Development

• Identify training needs and coordinate training programs to enhance employee skills and capabilities.

• Stay updated on changes in employment laws and regulations and ensure timely implementation of necessary changes.

• Support the organization and logistics of training sessions, including invitations, attendance tracking, and feedback collection.

Engagement & Morale

• Support the implementation of engagement surveys conducted by Corporate.

• Analyze survey results and develop localized action plans to address identified issues. Develop and implement programs and initiatives to boost employee morale and engagement.

• Organize events, activities, and recognition programs to enhance employee satisfaction. Monitor employee morale and take proactive steps to address any issues.

Change Management

• Lead and support change management initiatives within the locations supported.

• Provide guidance and support to managers and employees during periods of organizational change.

Time & Attendance and Payroll Coordination

• Monitor and validate time and attendance data to ensure accuracy and compliance with local labor laws and internal policies when not covered by SBS department.

• Act as a local point of contact for timekeeping issues, coordinating with managers and employees to resolve discrepancies when not covered by SBS department.

• Collaborate with the centralized or local payroll team to ensure timely and accurate submission of local data, including variable pay, absences, and contract changes.

Coordination & Communication

• Act as a liaison between local sites and the central HR team to ensure consistent communication and process alignment.

• Support the organization of HR-related events, training sessions, and employee communications.

• Respond to employee inquiries regarding HR policies, procedures, and documentation, escalating to HRSS or ER Manager as appropriate.

Employer Branding

• Act as a local ambassador of the Company’s values and culture

• Partner with Talent Acquisition to promote the company as employer of choice

• Support local employer branding campaigns, job fairs, and community engagement events

KPI

• Drive accountability by setting clear objectives and track progress across all HR initiatives.

• Use data to inform decisions, identify trends in recruitment, retention, engagement and performance to guide strategic actions.

• Collaborate with Managers to define and monitor people-related KPIs that support business goals.

• Report regularly on key HR metrics (GBMS) and translate them into actionable insights for local leadership teams.