HR Business Partner

Did you know KONE moves over one billion people every day? We employ over 60,000 driven professionals in over 60 countries worldwide joined together by a shared vision. As a global leader in the elevator and escalator industry, it is our mission to improve the flow of urban life.

Why this role?

Human Resource Business Partner. Be part of a global organisation that actively supports your career and internal promotions, means that for the right person, this critical role could be the next step in a fantastic career at KONE. This position reports to HR Director, SEA and dotted line to MD

What will you be doing?

• Acts as a Strategic Partner for business and Drives People Agenda.
• Acts as a member of Country Management Team.
• Understands the business needs, turning them into HR action plans supported by Center ofExpertise insight and guidance and leading the HR team to drive the agreed actions andprovide the best HR service to the business
• Provide support and advice for leaders and drive the actions that support the achievementof business objectives.
• Focuses on business partnering, advisory and coaching
• Collaborates tightly with other HR professionals to produce high-quality and businessoriented HR services - while being locally present and knowledgeable
• Guides managers and employees to utilize HR service channels
• Deliver selected process tasks in the units

-Actively utilize the processes and tools provided by the HR organization
-Acquires needed services from HR CoE and HR Services, and makes

sure the business receives the service as agreed upon

• Workforce Planning

-Together with business, analyze and forecast workforce needed to

achieve business plans. Develop approaches to meet those needs, and

lead and support in related actions, e.g. planning sessions or identifying

critical workforce segments.

• Employee relations

-Together with business, drive employee relations topics, e.g. negotiations

and grievances. Ensure the compliance of the activities, and strive to

eliminate potential conflicts of interest through e.g. awareness building.

• Engagement

-Owns the Unit engagement agenda and drive local priorities. Partnering

with CoE, manage the engagement survey and drive action planning.

• Organization development and capability building

-Identify opportunities for supporting strategic direction through organiza

tion design. Support and consult the business when undertaking organiz

tional changes.

• Health and Wellbeing

-Partnering with CoE, advise the business in health and wellbeing strategy

and topics. Understand the Unit’s situation in this area, and develop ap

proaches forimprovement. Participate in vendor selection.

• Change management and culture

-Play a leading role in KONE culture development and in strengthening

KONE-wide understanding of people aspect of change. Provide training

and hands-on supportfor business.

• Mergers & Acquisitions

-Support the business in M&A efforts by taking an active role in people as

pects ofthe change. Advice e.g. due diligence processes, legal matters or

making of post-merger integration plans.

• Employment lifecycle consultation

- Guide and support business in employment and labor law. Ensure com

pliance and consult with internal and external stakeholders as needed

• Learning and development support

- Partner with CoE to support the business in identifying competence de

velopment priorities. Provide help with actions e.g. mapping develop

ment paths for critical talent, program nominations or budgeting L&D ini

tiatives.

• Talent management support

- Support the business with Performance Management calibration ses

sions. Partnering with CoE, provide insights into talent management,

e.g. succession planning or talent pipelines and pools. Develop leader

ship teams.

• Talent acquisition support

- Partnering with CoE, provide input into candidate selection for critical

roles. Drive the review of headcounts and budgeted requirements.

• Performance and reward support

- Partnering with CoE, advise the business in rewarding strategy and other

performance and reward topics. Provide input to planning, guidelines

and local vendor selections. Drive a culture of high performance and

recognition.

• Communications support

- Partnering with CoE, to develop and drive effective internal and external

communication strategy within the country.

Are you the one?

• Bachelor’s degree in a relevant field or equivalent experience
• Minimum 10 years of progressive HRBP experience from in a multinational industrial company and with minimum 5 year in leadership role.
• Fluency of English and local language.
• Proven track record in multi-functional capacities as HRBP/HR manager
• Project management and change management knowledge
• Experience in working in Metrix organization
• HR Process and project management experience
• Experience in working across functional/business lines in a global organization
• Industrial Relations and workplace relations knowledge/understanding
• Knowledge of HR and safety related regulations and legislation

At KONE, we are focused on creating an innovative and collaborative working culture where we value the contribution of each individual. Employee engagement is a key focus area for us and we encourage participation and the sharing of information and ideas. Sustainability is an integral part of our culture and the daily practice. We follow ethical business practices and we seek to develop a culture of working together where co-workers trust and respect each other and good performance is recognized. In being a great place to work, we are proud to offer a range of experiences and opportunities that will help you to achieve your career and personal goals and enable you to live a healthy and balanced life.

Read more on https://careers.kone.com/en/