• Leadership and in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
• Oversight of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
• Leadership of the employee engagement process and the analysis and communication of annual results.
• Coach managers through employee relations issues of varying complexity, provide guidance on conversations with employees, the employee relations process, and potential legal issues.
• Partner with Legal and relevant stakeholders on any complex HR matters.
• Partner with Global HR, Compensation and Benefits on job evaluation and market pricing for roles.
• Identify and involve appropriate third-party resources for delivery.
• Lead and collaborate with Country Managers, Head of Compliance, and other Business Leaders on ongoing professional development for the employee population, including reviewing, tracking, and documenting compliance with mandatory and non-mandatory training.
• Support the design of the full performance management process, including objective setting, quarterly and annual reviews.
• Coach managers on assessing and developing talent and monitor follow-up actions to maximize employee productivity through swift and timely resolution of employee performance issues.
• Ensure appropriate corrective action steps are taken, including coaching, verbal or written warnings, and development plans.
• Identify and involve appropriate third-party resources.
• Ensure all employee investigations are thoroughly documented and timely and responsible resolutions are implemented.

Skills: Legal Compliance, Employee Relations, HR Leadership, Talent Management, Performance Coaching, Regulatory Oversight, Stakeholder Collaboration, Training Coordination

• Align priority people activities to the business plans and global and regional HR priorities
• Drive a vibrant, highly performing culture through performance development and differentiated reward
• Enhance employee engagement through leadership and communication, enabling a work environment, and providing learning and development opportunities
• Provide differentiated total rewards to attract, develop, and retain talent
• Align recruitment strategy and activities to ensure the attraction of the right talent to the organisation
• Build a strong and diverse leadership pipeline and succession plan
• Implement the company's talent management approach
• Secure depth in succession plans for critical roles
• Oversee the quality of individual development plans for identified talent and their implementation
• Act as local talent acquisition partner to local leaders and line managers, lead recruitment processes for all levels
• Work in partnership with the Country President, Senior Management Team, and line managers as a business advisor, identify HR and people implications, provide recommendations, and drive execution of plans to support business objectives
• Identify organisational needs and critical people and organisational capabilities required to support these
• Understand the business direction and the role that HR plays within the objectives

Skills: Talent Alignment, Performance Culture, Employee Engagement, Total Rewards, Recruitment Strategy, Leadership Development, Succession Planning, Business Partnership

• Act as a coach and mentor to executive business managers and promote the development of their skill set to build confidence, competence, and capability to deal with people issues
• Support the business in communicating and enabling change within the business area
• Provide the business with data-driven insights to support people management accountability
• Deploy global HR programme interventions to ensure they align with country requirements
• Manage global processes and systems on key people processes including talent management, reward, performance management, recruitment, training and development, and payroll service delivery
• Work closely with the global and regional HR community to understand key people processes, their benefits, and applications
• Strengthen HR capability within the function
• Manage a small team capable of delivering HR plans
• Develop the professional capability and relevant knowledge and skills of the team and resource appropriately
• Set a clear direction and ensure clarity on priorities
• Set objectives, coach and assess performance, and address performance gaps
• Lead employee relations investigations
• Lead all local investigations into allegations of sexual harassment and harassment or bullying, ensuring compliance with both global and local processes
• Lead employee relations with the Works Council, lead regular Works Council meetings, negotiate and write Works Council agreements

Skills: Executive Coaching, Change Management, Data-Driven Insights, Global HR Programs, Team Leadership, Performance Management, Employee Relations, Works Council Negotiation

• Demonstrate strategic thinking and the ability to translate business goals into actionable people plans
• Use fact-based insights to influence and drive business performance
• Achieve results through effective collaboration in a matrixed organisation
• Demonstrate executive maturity with an enterprise mindset and the ability to understand how the local organisation supports the global strategy
• Exemplify the AstraZeneca values and behaviours
• Conduct activities and interactions consistent with company values and in compliance with the code of conduct and supporting policies and standards relevant to the role
• Complete all required training on the AstraZeneca code of conduct and supporting policies and standards on time
• Report potential issues of non-compliance
• Foster a culture of openness in which employees are comfortable raising questions or concerns
• Immediately address and report instances of non-compliance
• Manage accountabilities at AstraZeneca, including ethical conduct and compliance, team management, performance management, individual development planning, talent management, recruitment, people information, safety, health and environment accountabilities, and fiscal and financial awareness
• Understand the legal and regulatory requirements of the role in providing appropriate resources, including human, financial, material, facilities, and equipment, to maintain the quality system and continually improve its effectiveness

Skills: Strategic Thinking, Business Alignment, Collaborative Leadership, Executive Maturity, Ethical Compliance, Talent Management, Performance Oversight, Regulatory Awareness

• Bridge management and employee relations by addressing demands, grievances, or other issues
• Manage the recruitment and selection process
• Support current and future business needs through the development, engagement, motivation, and preservation of human capital
• Develop and monitor overall HR strategies, systems, tactics, and procedures across the organization
• Nurture a positive working environment
• Oversee and manage a performance appraisal system that drives high performance
• Maintain the pay plan and benefits program
• Assess training needs to apply and monitor training programs
• Report to management and provide decision support through HR metrics
• Ensure legal compliance throughout human resource management
• Ensure the HR team meets their KPIs

Skills: Employee Relations, Recruitment Management, Talent Development, HR Strategy, Work Environment, Performance Management, Compensation Benefits, Training Assessment

• Progressive human resources and people operations experience
• General understanding of the employee life cycle and HR best practices, including maintaining employee data, compliance, onboarding and offboarding, and recruiting
• Data-focused with a general understanding of people and recruiting metrics
• Intermediate Microsoft Excel skills
• Healthcare and technology experience
• Experience with Greenhouse
• Effective communicator and collaborator
• Excellent organizational skills and attention to detail
• Entrepreneurial spirit with a sense of ownership and comfort operating in ambiguity
• Solution-oriented with the ability to think strategically and creatively in decision-making
• Strong work ethic to exceed expectations and goals
• Coachable and able to take direction and feedback well while being forward-thinking and willing to challenge the status quo
• Ability to act with integrity, professionalism, and confidentiality

Qualifications: BA in Human Resources Management with 5 years of experience

• Experience as an HR Business Partner or similar role, including frontline HR experience.
• Experience analyzing data, recognizing trends, and developing recommendations for action based on the analysis.
• Experience with performance and development initiatives, change management, and employee relations.
• Experience partnering with and influencing leadership in order to drive improvement and change.
• Experience leading and implementing global, large-scale HR operational projects.
• Ability to manage a complex set of stakeholders and advocate for change.
• Ability to prioritize effectively across competing demands.
• Ability to lift files, open file cabinets, bend, stoop, reach, and stand as necessary
• Must be able to maintain Confidentiality
• Ability to stand/walk for long periods of time
• Ability to work at a safe and steady pace

Qualifications: BS in Business Administration with 7 years of Experience

• Significant in-market HR experience
• Strong track record of driving a people development mindset and building a robust approach to talent management and leadership pipeline development
• Experience in working with Works Councils or Unions
• Evidence of successful leadership in transformation projects
• Fluent in German and English
• In-depth experience in one HR specialism
• Fair knowledge of relevant legislation
• Experience in working with shared service centers and outsourced providers
• Extensive experience with Human Resources processes or related (e.g., hiring, training, performance management)
• Human Resources Professional Certification (e.g., PHR, SPHR, SHRM).
• Ability to navigate a complex organizational matrix, establish trusting relationships and influence without formal authority
• Significant experience in multiple HR domains, program management, change leadership and effective communications

Qualifications: BA in Industrial-Organizational Psychology with 12 years of Experience

• Experience in HR operations
• Strong experience in managing employee relations
• In-depth knowledge of local Labor laws, statutory regulations and HR best practices
• Knowledgeable and well-versed in Microsoft Word, Excel, PowerPoint and Outlook.
• Process and results-oriented with superior organizational skills
• Be able to work in a fast-paced environment and manage multiple priorities
• Proactive with a 'can-do' attitude and strong ability to work independently as well as in a team environment
• Exceptional attention to detail and accuracy
• Ability to quickly develop proficiency in new programs and be good with numbers
• Good command of written and spoken English skills with professional communication skills
• Customer-oriented mindset with good interpersonal skills to manage various stakeholders from senior to junior level
• Excellent time management, problem-solving, and issue resolution skills

Qualifications: BA in Organizational Psychology with 6 years of Experience

• Energetic, smart, quick learning, positive and “will-do” attitude;
• Experience in HR General or 1 year working as HRL or HRM;
• Strengths in planning, recruiting and retaining talent;
• Strong analytical, organizational skills and problem-solving skills;
• Good communication, negotiation skills and excellent teamwork skills;
• Professional knowledge of wages; good understanding of Labor Law, tax…
• Basic English verbal and reading skills;
• Solid experience with partnering with a wide network of clients and across Human Resources to deliver effective business solutions.
• Solid experience in People Management.

Qualifications: BA in Labor Relations with 3 years of Experience