Senior HR Manager, Southern Europe
Turner Broadcasting
Paris, FRThis was removed by the employer on 10/27/2014 11:28:00 AM PST
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Full Time Job
PRIMARY PURPOSE OF POSITION
The Senior HR Manager will be responsible for the provision of a proactive and full range of HR services to all of Turner's Southern Europe Operations such as Programming, Creative, Commercial and Senior Management team as well as the supporting/central functions including Legal, Finance; Facilities etc. The role will be first point of contact for all Paris based employees and Managers and will lead an HR Advisor in Rome and an HR Advisor in Madrid.
Turner's Southern Europe Operation is split primarily between Paris, Madrid and Rome. Overall, the division has an employee base of c150.
The role will include HR business partnering, organisational design, talent management, employee relations, reward and wellbeing, and HR administration, and for providing high level support to the HR Director to enable the delivery of the company's human resources strategy and business objectives.
ESSENTIAL JOB FUNCTIONS
1. Build effective relationships with the Management team and other managers/stakeholders within the business to ensure that they can access strategic, operational and best practice advice on a range of business/HR issues and a positive employee relations climate is maintained.
2. Advise Business Unit Heads and their managers on all aspects of organisational design and redesign and change management, including advising on changes to structures, job roles and definitions, reporting lines, new ways of working, process improvements, role eliminations, etc.
3. In the event that role eliminations are required, manage or oversee (consultation and administration) processes as required by employment law, and ensure that managers are coached and supported in managing the processes fairly and appropriately.
4. Liaise and partner with other professionals in the L&D, Resourcing, HR Ops and Reward teams when specific expertise and assistance is required.
5. Provide, along with local HR Advisors, advice and support on the development of an appropriate Reward Strategy for the business areas, in association with the Reward & Benefits team, including package benchmarking, remaining up to date with market and competitors reward practice and providing support on all reward related issues.
6. Advise on all aspects of effective performance management, ensuring that employees are set meaningful objectives and developmental plans, and provide advice and coaching on the use of the PDR process.
7. As required, advise and coach managers on specific performance, conduct, absence or employee relations matters and ensure that all disciplinary and capability issues are dealt with in good time, sensitively and appropriately.
8. Partner with managers and other stakeholders to ensure that employee health and wellbeing issues are well managed, ensuring return to work interviews take place, managers support and encourage high levels of attendance, and that absence is reported and monitored properly.
9. When recruiting (externally) partner in-house recruitment to ensure that high caliber candidates are attracted to the business and provide timely and up to date advice to Managers to ensure compliance with employment and immigration legislation and best practice.
10. In conjunction with L&D/International L&D, support managers in planning and being open to personal development opportunities.
11. Support managers in improving the level of productivity, effectiveness, morale and team spirit among employees.
12. Remain up to date with best HR and employment practice both generally and in relevant business sectors. Ensure a good understanding of the financial drivers of the business and competitive market activity in order to ensure HR is well placed to provide commercial advice and respond to current and future business and labour market challenges.
13. Undertake and manage projects and new initiatives as directed by the HR Director (both within the business areas and across the wider EMEA business) to support the achievement of the HR and Business strategy.
14. Working closely with the Management team and Compensation & Benefits team, manage the annual merit review (and bonus schemes) to ensure fair, consistent and appropriate rewards in line with Group budgets.
15. Take proactive steps to ensure all HR systems, local policies and procedures are updated regularly to take account of new and forthcoming employment legislation.
16. Ensure the effective use, management and maintenance of all data held on the company's HRIS.
17. Support and advice on the implementation of the company's Diversity strategy and related policies and procedures, particularly in relation to recruitment, promotion, career development, and creating an open, inclusive and appropriate culture within TBS where differences are respected and valued.
18. Develop effective relationships across other TW HR teams, and seek out opportunities and joint working that may benefit Turner across Southern Europe.
19. Management and development of HR Advisors, and ensure that all HR administration is well managed and meets agreed service standards.
20. Work with payroll providers (where necessary) across the regions to ensure correct salary administration on a monthly basis.
21. Liaise and partner with Finance on the budgeting of personnel cost and ensure a correct Forecasting of all HR related cost.
SKILLS AND QUALIFICATIONS
• Experienced HR practitioner with good generalist HR experience, resourcing experience and exposure to Reward strategy and L&D.
• Good business acumen and ability to provide HR services and advice in a commercially sensitive and appropriate way.
• Graduate calibre, preferably with an HR professional qualification.
• Fluency in French, English and Spanish is essential.
• Experience in M&A/Integration desirable.
• Strong intellectual capacity and ability to analyse, understand and advise on complex HR issues from a commercial perspective and with cultural sensitivity but underpinned by a detailed understanding of legislative and best practice requirements.
• Effective change agent, able to be proactive, lead by example and support the implementation of change across the business.
• Strong interpersonal and relationship skills, able to inspire confidence in the Management team, and key stakeholders both within HR and outside of HR. Experience of Work Council and/or Employee Representation advantageous.
• A completer/finisher, able to get things done and be proactive and responsive.
• Detailed understanding of French employment law and working knowledge of employment law across Spain and Italy a distinct advantage.
• Experience of working with and partnering remote teams, with cross border experience in a matrix structure is essential.
• Experience of working in a U.S organization is desirable.
• The ability to draft policies, reports, presentations and other written materials as required, in a clear and persuasive way.