Ph3Overview /h3pbPosition : /b HR Site Nexans Offida /ppbOrganization /b /pulliFunction : HR /liliCountry : Italy /liliLocation : position on Offida /liliSupervisor : HR BU and Plant Manager /li /ulh3Context /h3ulliSizing implementing the right workforce organization /liliDeveloping the management teams /liliEnsuring the engagement of all employees on Site /liliHis/her mission is to design and implement the site HR Strategy, aligned with the BGBU strategic roadmap, and contributing to the business objectives. /liliThe HR Manager is involved in the Business where he/she works closely with the Plant Manager and his/her management team to achieve the objectives of the site(s) in • controlling the cost of employment • developing the local management and supervisory teams • fostering the engagement of all employees • ensuring labor relations compliance. /li /ulh3Purpose /h3pThe Site HR Manager is responsible for deploying and coordinating the Site HR roadmap (Social transformation, employee engagement, skills management, recruitment, training,…), the Group policies and programs (Compensation Benefits, Talent, diversity, NRP, …) at site level, in line with Nexans HR and business strategy. He/she advises and supports managers on all people related matters. He/she supports the Site Manager in bringing his/her expertise, co-leads the change. /ph3Areas of responsibility /h3pUse active verbs to define areas of responsibility and especially the weight of each responsibility: “Manage”, “Support”, “Participate”; “Is responsible for”, “Is in charge of”, “Promote”, “Contribute” etc. /ph3Business and HR transformation /h3ulliContributes to business strategy of the site (strategic plan, SWOT…). /liliTranslates and coordinates 3-5 years Site HR vision. /liliDevelops, coordinates, implements and ensures annual Site HR roadmap. /liliCommunicates and leads the change management’s actions to support the Site Vision. /liliFollows the HR KPI (Absenteeism, Overtime, Total Cost of Employment….) and ensure the right level of performance. /liliCoordinates people matters during business transformation (financial, organizational, social and legal, people impact analysis), defines actions plan and acts as a facilitator (communication…). /li /ulh3Staffing /h3ulliLaunch the required Staffing /liliCoordinates validation of open position requests. /liliLeads the interview process, supports site managers in the final selection. /liliNegotiates pay packages with candidates. /liliPrepares and deploys the induction program /li /ulh3Training Performance /h3ulliSupports and drives processes regarding leadership/career management/knowledge management and learning and development. /liliManages the competencies/skills gap analysis for the site and leads the corrective actions. /liliAccording the BG/BU Strategy the Site Vision, defines the guidelines for learning development actions (coaching, mentoring, training, e-learning...). /liliSupports sites managers in the performance process, ensures that all employees have a performance review and an appropriate development plan (in line with the gap analysis and business requirements). Follows their realization. /li /ulh3Work environment, social relations employment engagement /h3ulliFollows the Health Safety results and ensures the deployment of the right actions to improve it. /liliContributes with local management to labor relations approach. /liliEnsures the compliance the social and legal rules. /liliIs responsible for individual and collective bargaining. /liliIs responsible for labor agreements negotiation, their communication and deployment. /liliPerforms complaint, discipline and conflict management. /liliActs as a relay and is responsible for internal communication with employees (Vision, Business events, Group programs initiatives,…). /liliDeploys the employee survey, analyses the results with the management committee, communicates the results and define the actions plan for the site. /li /ulh3Expected results /h3p(What is the expected contribution of the position? What are the main objectives and expected results linked to objectives?) /pulliRLTI numbers /liliAbsenteeism rate /liliTotal cost of employment /liliStrike hours /liliNLV survey results and actions plan /li /ulh3Position sizing /h3p(A few key indicators of the position such as: Turnover, Budget, Sales volume, number of N-1 etc.) /pulliHeadcount of the site /li /ulh3Required skills and qualifications /h3p(Management and function competencies regarding available Nexans models, personal attributes, education, experience) /pulli3-5 years’ experience as HR Specialist/Manager in an industrial site /liliBusiness oriented /liliNegotiation skills /liliCoaching skills /liliAbility to assess/develop people /liliStrong communication animation capabilities /liliGood listener, analyses mindset to translate a need in a solution /li /ul /p #J-18808-Ljbffr