HR Business Partner - Distribution Center

Do you want to be a part of the world’s leading jewelry 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 organization 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 Center teams.

 

Our HR Business Partners act as an employee champion and change agent, assessing 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 and local business partners.

 

You will be part of our Distribution Center Leadership team and will be responsible for managing a small team.

 

This role will focus on being responsible for assisting in the development and execution of HR programs, policies, and solutions that help drive behaviors and attain business goals. 

 

Your Role as a HR Business Partner:  

 

Strategic Partnering

• Be a thought partner and executive advisor assessing the organizational health of the DC, with a focus on strengthening capabilities, engagement, development, and retention of talent.
• Analyze trends, diagnose opportunities, identify, and deliver appropriate solutions with measurable results.
• Align HR Strategies: Work with senior management to develop HR strategies that support the business's strategic objectives.
• Consultation: Act as a consultant to managers and executives on human resource-related issues, providing insights and recommending solutions.
• Change Management: Support and guide change management initiatives, ensuring smooth transitions during organizational changes.
• Collaborate and partner with local and global HR team members on initiatives, strategy, and processes. Act as a liaison and ensure strategy and initiatives are relatable and effective for the AME Operations population.
• Partners with Global counterparts from other DCs on projects and initiatives.
• Own organizational design of structure and manage all employee data related information and tasks (promotions, changes in reporting lines, compensation changes, position management, etc.) throughout employee lifecycle.
• Promote and demonstrate Pandora values in everyday activities.
• 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.

 

Talent Management / Learning & Development

• Recruitment and Staffing: Collaborate with hiring managers to identify staffing needs, participate in the recruitment process, and ensure a smooth onboarding experience.
• Partners with LATAM HR for LATAM Operations recruitment needs.
• Provide training and consulting in effective employee performance management practices including coaching, career development, and disciplinary actions.
• Develop talent management plans, facilitate talent reviews, and lead succession planning discussions that identify top talent and ensure a strong and diverse pipeline of talent.
• Assess capabilities of talent, identify training needs for leadership and competency development both now and for the future.
• Evaluate and analyze overall climate by reviewing data from employee listening surveys and partner with leaders to create meaningful action plans and solutions that will drive positive employee experiences.
• Succession Planning: Work with AME OPS LT to identify and develop internal talent for key leadership positions.
• Training Programs: Identify training needs and coordinate creation and deployment of training programs to enhance employee skills and knowledge. Work with leaders to ensure time and commitment for development.
• Leadership Development: Responsible for coordination and deployment of needed leadership development programs to build management capabilities and prepare future leaders.

 

Employee Relations

• Employee Engagement: Foster a positive workplace culture and improve employee engagement and satisfaction through various initiatives together with the leadership team.
• Conflict Resolution: Coach leaders on how to address and resolve employee relations issues, such as conflicts, grievances, and disciplinary actions. Occasionally step in to mediate or ensure procedural compliance in difficult or termination cases.
• Conduct investigations, site assessments, and