HR Business Partner

Date de publication : 18/07/2024

Requisition ID : 29625

Context

Within Global Energy Management & Sales, the Expertise Center Human Resources positions itself as a business to grow people, teams and the organization, through its 3 main missions:

Proactive management and anticipation of future business needs and resources
Growing people and teams and encouraging change in managerial behavior
Pursuing cultural shift and organizing collaboration and accountability

The HR Business team provides a strategic and operational HR service to the business and to the employees in the assigned portfolios/organizations. It contribute to the effectiveness and efficiency of GEMS’s HR function.

Main Activities

Thanks to your credibility on the business, you understand the stakes

of GEMS’s Business Platforms (BP) and
of teams and people in the Expertise Centers (EC) to make the business run efficiently

Your proximity to the teams and people in GEMS’s EC and BPs give you an insight in what is living in the teams with GEMS’s people.

The HR Business Partner role in GEMS combines HR strategy and operational implementation for a given perimeter. As such:

an understanding of GEMS’s business activity, its drivers of value creation, financial and business targets as well as the market in which GEMS’s business is conducted, and
an insight in the required skills, values and incentives to strengthen people’s contribution to GEMS’s results, their personal development and their well-being,

Is combined with your capacity to:

challenge, advise and coach managers on how to engage employees, build people capabilities effectively and resolve potential people issues;
support the business in managing the HR processes;
advise on and implement change projects and organizational design, including restructurings, etc, ensuring ENGIE policies and GEMS guidelines are followed;
ensure data and processes are accurately recorded, enabling relevant and up to date Management Information.

More in particular for underneath HR processes, this means:

Staffing

Based on the headcount budget and its associated cost, outline a recruitment planning, define mobility actions, retention measures and a succession planning;

Headcount budget follow-up, recruitment, individual accompaniment in terms of career (re)orientation, identification of people at risk;

Competence and know-how

Definition of minimum skill set required by type of function, identification of future skill requirements and establishment of the required development actions;

Measure people’s competency against the minimum requirements and define the skill gaps to be closed to fulfill future requirements

Career planning

Identify tomorrow’s potential leaders, managers and experts;

Engage in professional and career interviews with staff, mapping expectations and potential issues;

Remuneration:

Ensure package benchmarking with peer organizations for the respective business perimeters in in place, as well as coherency within the teams;

Accompany managers in the Salary Review process, ensuring that guidelines are respected and coherency is guaranteed. Handle remuneration requests in respect of C&B policies;

Team functioning

Install GEMS’s values and desired behaviors in the teams to strengthen their capacity to act;

Roll out and follow-up actions installing GEMS’s values and desired behaviors in the teams. Organize team sessions to strengthen their capacity to act;

Performance

Set orientations for a coherent drill down of objectives from BP/EC level down to team and individual level; promote a continuous feed-back culture;

Ensure that all teams and GEMSers have objectives in place. Follow-up on performance reviews. Guide managers in the People and Position Review (PPR) process;

Tools

Feed the HR Tools team with relevant business feedback on increasing HR management autonomy for managers;

Deploy HR tools with managers and guarantee data accuracy;

Well-being

Keep oversight of well-being perimeters for your teams in scope.

Organize well-being actions and accompany individual cases;

From your position you will contribute to strengthening GEMS’s HR processes, by relaying relevant field information to the expert teams in EC Human Resources.

You will rely on HR expert teams to help you set up your dedicated action plan that you will deploy thereafter in the EC/BP.

You are responsible for fluid interactions with your colleague business partners, keeping them informed of what you incur and sense though your daily work with teams and people, sharing the outcome of process results (e.g. PPR, Performance Measurement, L&D campaigns, Salary Review, career and professional interviews , …) and reporting so that measure can be taken at EC/BP level whenever needed.

For the GEMS country platforms (outside France/Belgium), you work in close collaboration with the local HR teams and you build a strong relationship with the HR stakeholders, who are giving day-to-day support on HR operational processes. You act as a strategic challenging partner and you are expected to contribute to the overall development of the international business, in line with the GEMS policies, processes and governance as well as providing HR functional expertise by serving as a business partner to the different teams and to provide HR leadership according to the Engie Leadership way.

Work location

France

Travels: A combination of remote work with some travels to the countries you are responsible for will be required.

Education and professional background

Master degree in Human Resources Management ideally with evidence of a strong taste for Business topics; alternatively a Master Degree in Economics, Finance, Business Administration combined with a demonstrated people orientation and mastery of social law basics.

More than 7 years of experience in the energy or banking sector, in one the roles described above.

Profile / skills

Proven leadership skills

Excellent people and interpersonal skills

Analytical, pro-active, “do-er” mindset and problem solving orientation

Good communicator

Creative thinker, willing to challenge status quo and be a catalyst for change.

Strong team player, with a ‘can do’ attitude, approachable, flexible, responsive and delivery focused.

Attention to details, accurate

Well organized

High autonomy

Languages