Job description
Do you want to be a part of the world’s leading jewelery company while putting your experience in business partnering into use? If yes, then we might have an exciting opportunity for you! You will be part of an exciting business area and work in an international organisation of can-do spirited, passionate, and performance-driven people.
About the Team:
At Pandora our HR Business Partner partners with our leadership to provide strategic consulting on human resource-related issues for our Distribution Centre teams.
Our HR Business Partners act as an employee champion and change agent, assessesing and anticipating HR-related needs whilst formulating partnerships across the Operations and HR functions to deliver value-added service to management and employees. This role will collaborate with global business partners as well as local business partners
You will be part of our Distrinbution Centre Leadership team and will be responsible for managing a small team
This role will focus be responsible for assisting in the development and execution of HR programs, policies and solutions that help drive behaviours and attain business goals.
Your Role as a HR Business Partner:
- Responsible for day-to-day workforce relations to include ensuring that work environments and workplace practices promote a positive employee relations environment free of discrimination, harassment, or any form of unfair or unethical practice.
- Ensuring policies and programs are implemented consistently across core business groups
- Collaborate and partner with local HR team members and global HR team members on initiatives, strategy and processes. Act as liaison and ensure language, strategy and initiatives are relatable and effective for DC population and workforce.
- Think and act strategically. Assist the leadership team to drive initiatives and remain on the leading edge. Understand current environmental and economic issues and their impact on people.
- Conduct investigations, site assessments, and IDRs (all related forms of complaints) that ensure objective evaluation and resolution of issues.
- Provide management with collaborative consultation on sensitive or complex employee relations issues.
- Review and monitor performance management process to ensure quality, timeliness and effectiveness for business.
- Assist with the needs assessment and determination of management and leadership training for business area.
- Oversees and manages the entire talent acquisition responsibilities for NAM Operations. Partners with LATAM HR for LATAM Operations recruitment needs.
- Provide management with collaborative consultation on sensitive or complex employee relations issues.
- Partners with the Performance & Rewards leader to ensure competitive pay for internal and external hires as well as to manage the communication and execution of pay for performance methodology and other aspects of our compensation philosophy.
- Partners with the Talent leader to implement appropriate change management, manager assimilation, and related tools and processes. Assists with facilitating Talent programs for the NAM Operations team.
- Partners with Global counterparts from other DC’s on projects and initiatives.
- Manages, supports, drives and enhances engagement activities and programs for NAM Operations team.
- Assist managers in the design of jobs and/or facilitate the identification of core competencies and skill requirements across the business area to ensure consistency.
- Provide training and consulting in effective employee performance management practices including coaching, career development, and disciplinary actions.
- Serve as confidante, resource, and sounding board to business managers and leaders.
- Maintain in-depth knowledge of local legal requirements related to day-to-day management of employees reducing legal risks and ensuring regulatory compliance. Partner with legal department as needed/required.
- Promote and champion Pandora values in every day activities.
- Provide HRIS support to Operations team regarding time management, people performance, goal-setting and other people initiatives within HRIS
What is needed to succeed:
- Bsc in HR Management, Industrial/Organizational Psychology, or related field
- Minimum of 8 to 10 years' experience resolving complex employee relations issues within a global organisation with a focus on distribution centres would be highly advantageous
- Strong leadersip and stakeholder management skills are required to develop a positively engaged team and high performing culture
- Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.
- Previous experience managing a team is required
- Extensive knowledge of human resources including organizational development, employee relations, litigation management and avoidance.
- Previous experience working with non-exempt personnel and temporary staffing workforce
- Previous experience working in a fast paced, ever-changing environment
- Strong collaboration and communication skills
- Strong business partner, guiding and supporting employees and leaders across all HR activities
About Pandora:
Pandora designs, manufactures and markets hand-finished jewellery made from high-quality materials at affordable prices. Pandora jewellery is sold in more than 100 countries through 6,800 points of sale, including more than 2,700 concept stores.
Headquartered in Copenhagen, Denmark, Pandora employs 27,000 people worldwide and crafts its jewellery at two LEED certified facilities in Thailand using mainly recycled silver and gold. The company plans to be carbon neutral by 2025 and has joined the Science Based Targets initiative to reduce emissions across its full value chain. Pandora is listed on the Nasdaq Copenhagen stock exchange and generated a revenue of DKK 23.4 billion in 2021.
Pandora’s recruitment procedures are designed to be transparent and clear for all candidates. This helps us ensure that applicants are provided with a fair and equal opportunity to demonstrate their competencies and skills by removing blocking factors, possible biases, and risks of discrimination. We encourage everyone applying to our vacancies to refrain from adding identity-related elements such as a photo, marital status and age.
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