Job Description

The position scope includes the proactive consulting and guidance of departments in all HR topics in alignment and coordination with services from other HR departments as a first person of contact for The position scope includes the proactive consulting and guidance of departments in all HR topics in alignment and coordination with services from other HR departments as a first person of contact for managers and authorized decision maker from the HR department. Take optimal care of the business partner Create transparency regarding staff topics Administrate LH Group interests, create operational security Ensure the selection of relevant applicants Create safety in people planning through data transparency Talent development Successfully implement reorganization and transformation Administer LH Group interests, Business peace TASKS Most important responsibilities (non-personal) Advise towards the strategical orientation of the supervised department and the overall organizational structure and cooperate within all HR topics. Therefore, decide on measures and carry out those as authorized representative from the HR department Advise the managers on all labor law (collective/ individual) relevant topics, with organizational impacts on staff and general people topics. Support managers in exercising their leadership responsibilities and ensure compliance with and implementation of HR policies and regulations Carry out co-determination processes, arrange cooperation with the co-decision bodies, negotiate regulations, etc. for the supervised area Negotiate contractual conditions, in particular of staff admission, change and leave. Advise significantly on remuneration determination and development of staff members Carry out the initial consulting in recruitment. Ensure the staffing and onboarding process and facilitate the smooth collaboration of all corresponding interfaces Advise managers on tactical personnel planning, by taking into account the area structure, strategic objectives as well as HR policy considerations (demography, diversity, succession planning, transformation needs, etc.). As well contribute to the development of long-term strategic people planning for the area under supervision Advise managers on the individual career and development planning of their employees, e.g. in the context of a talent conference and carry out a follow-up to the discussed matters with the managers Involve as a sparring partner in transformation and change discussions. Advise and control the implementation process. Ensure the appropriate consideration of 'soft' change topics and if applicable the appropriate integration of internal interfaces and/or external consultants Conduct difficult discussions and disciplinary measures, advise the department and, in exceptional cases, the employee in conflict situations Collaborate and support in implementing programs and processes of talent management as well as operate as the functional contact of talent management Parameters to consider Legal and department requirements, tariff contracts, company agreements, job contracts People policy framework Strategic considerations of the Business Units/ LHG Re-organization guidelines Collective bargaining agreements, employment contracts Relevant cross-sections Co-Determination in the Department, LGBS Department, CO, Staff members Diagnostic, Human Resource marketing, if applicable Recruiting-Units Department, if applicable strategic personnel planning, if applicable HR controlling Talent Management Change-/ Transformation management, external consultants Legal department, PO HR Consultancy