Strategic HR Business Partner

At ING, we believe all sustainable progress is driven by people with the imagination and determination to improve their future and the futures of those around them. Being innovative and being agile are key elements for our future success and we expect you to be a driving force in this development. For our Hub in Bratislava with over 1000 employees, we are looking for a strategic HR Business partner and role model to help lead this change.

JOB PURPOSE

Partners with senior management to enhance their leadership capabilities and support their strategic people decisions on topics such as talent and succession planning, workforce planning, retention, and team performance to enable business strategy and drive business results.

RESPONSIBILITIES

• Together with the business leader, co-drive the people agenda of the business
• Promote and apply people global solutions that meet business needs
• Collaborate with HR People Services & CoE Teams to successfully deliver the People agenda
• Build a strong relationship with the management of the business by demonstrating business acumen and strategic insight and providing valuable future looking people solutions
• Drive the implementation of people solutions & programs towards the business and do value adding activities to deliver people solutions
• Coach and educate leaders at your level of the organisation on the new and existing people solutions and how they meet the business needs
• Provide specialist advice on the interpretation and application of HR policies and procedures, resolving complex or contentious queries and issues and enabling others to take appropriate actions
• Investigate complex hypotheses, using a wide range of HR data to diagnose underlying causes of key business issues and identify opportunities to enhance employee engagement and/or improve business performance
• Ensure that the talent needs on the short, medium and long term are identified and met in order to drive the business results

BEHAVIORAL COMPETENCIES

• Anticipates and balances the needs of multiple stakeholders.

  For example, shows a strong commitment to identifying all relevant issues and making decisions that maximize outcomes for all key stakeholders. Engages effectively with multiple stakeholders and responds with well-balanced, win-win solutions.

• Builds strong-identity teams that apply their diverse skills and perspectives to achieve common goals.

  For example, connects with others on team projects and leverages their strengths and knowledge to deliver the best possible results. Champions the decisions of the team and operates in a way that builds team spirit.

• Applies knowledge of business and the marketplace to advance the organization's goals.

  For example, has a sophisticated grasp of business drivers, finds new ways to increase own contribution. Stays attuned to business and industry changes, ensures own activities remain aligned to key objectives.

• Builds partnerships and works collaboratively with others to meet shared objectives.

  For example, enlists a range of stakeholders to add value; ensures they are well informed and surprises are avoided. Confronts and challenges "us vs. them"; shows strong appreciation for others' efforts toward shared goals.

• Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences.

  For example, disseminates knowledge, insights, and updates in a polished, precise, and compelling manner. Demonstrates a deep interest in others' comments. Creates rich documents and reports.

• Builds strong customer relationships and delivers customer-centric solutions.

  For example, digs deeply into customer feedback and drives the innovations that can enable the organization to better meet customers' future needs. Frequently adjusts approach to ensure customer needs are met and to improve service.

• Holds self and others accountable to meet commitments.

  For example, tracks performance and strives to remain effective, learning from both successes and failures. Readily takes on challenges or difficult tasks and has reputation for delivering on commitments.

• Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems.

  For example, consistently looks at complex issues from many angles; obtains a rich and deep understanding; swiftly cuts to the core issue; skillfully separates root causes from symptoms.

• Maneuvers comfortably through complex policy, process, and people-related organizational dynamics.

  For example, builds support for ideas among key decision makers and stakeholders. Anticipates political difficulties and identifies ways to overcome any resistance.

• Actively seeks new ways to grow and be challenged using both formal and informal development channels.

  For example, demonstrates a strong commitment to development by regularly practicing and applying new knowledge and skills; is quick to share new learning with others. Creates a thorough, detailed development plan.

• Sees ahead to future possibilities and translates them into breakthrough strategies.

  For example, keeps up to date on current and future industry trends and market forces and considers these when making decisions. Clearly identifies and prioritizes efforts and initiatives to have the greatest strategic impact on the organization.

• Recognizes the value that different perspectives and cultures bring to an organization.

  For example, confronts stereotyping and offensive comments promptly. Consistently behaves with great sensitivity toward differences in cultural norms, expectations, and ways of communicating.

TECHNICAL COMPETENCIES

• Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on analyzing data from multiple sources to draw appropriate conclusions and make suitable recommendations.
• Works with guidance (but not constant supervision) to design and implement equitable, market-based, and cost-effective reward and recognition systems.
• Works independently and provides guidance and training to others on analyzing data trends for use in reports to help guide decision making.
• Uses comprehensive knowledge and skills to act independently while guiding and training others on motivating all employees to learn, grow and develop so that they can obtain the knowledge and experience they need to help the organization reach its goals.
• Uses comprehensive knowledge and skills to act independently while guiding and training others on making sure the organization develops and maintains the culture, values and design it needs to reach its objectives while managing structural change.
• Works independently and provides guidance and training to others while interpreting and applying comprehensive knowledge of laws, regulations and policies in area of expertise.
• Uses comprehensive knowledge and skills to communicate with other people independently while providing guidance and training to others on speaking in a clear, concise and compelling manner.
• Uses comprehensive knowledge and skills to act independently while guiding and training others on ensuring the organization can recruit people with the skills it needs to achieve competitive advantage, while also balancing its resources in order to meet short-term and long-term strategic goals.
• Applies comprehensive knowledge and/or skills to independently engage in strategic planning.