Human Resources Coordinator

Jobtailor; Deutschland; Vor Ort; EUR 75.000 - 110.000; Vollzeit

Zusammenfassung

Jobtailor is seeking an experienced HR Business Partner to coordinate the HRBPs and Total Rewards teams, ensuring alignment, quality and consistency in deliverables. You will act as a strategic partner to leaders, supporting people-related decisions on structure, performance, retention and movements.

You will guide the team in handling sensitive topics with business areas, ensuring a consultative, hands-on and well-targeted approach.

Qualifikationen

• Bachelor's degree in Psychology, Business Administration, HR, People Management or related fields.
• Solid experience in Human Resources with exposure to HRBP, Total Rewards, Career, Compensation, Culture or Organizational Development.
• Knowledge of career frameworks, compensation, internal mobility, succession and performance management.
• Familiarity with 9-Box, OKRs, PDI (Individual Development Plans), performance evaluations, engagement/climate surveys and assessments.
• Experience providing consultative support to leaders.
• Strong data analysis skills and experience with HR metrics.
• Clear communication, active listening, organization and the ability to influence.
• Maturity to handle sensitive topics, change and strategic decisions.
• Experience in high-growth companies, cultural transformation or restructuring.
• Experience implementing or revising career, compensation and succession models.
• Experience with AI tools, dashboards and people analytics.

Aufgaben

• Coordinate the HRBPs and Total Rewards teams, ensuring alignment, quality and consistency in deliverables.
• Act as a strategic partner to leaders, supporting people-related decisions on structure, performance, retention and movements.
• Guide the team in handling sensitive topics with business areas, ensuring a consultative, hands-on and well-targeted approach.
• Monitor people metrics and translate data into practical recommendations for the business.
• Lead initiatives related to career, compensation, internal mobility and recognition.
• Support the design and evolution of career policies, salary structures, promotions, merit increases and job classifications.
• Conduct analyses of internal equity, pay competitiveness and the impacts of workforce movements.
• Support leaders in decision-making about people development, considering criteria, performance, potential and budget.
• Design and oversee succession planning processes, talent mapping and attrition risk assessments.
• Support performance management cycles, feedback, PDI (Individual Development Plans) and potential assessments.
• Connect people diagnostics with leader and team development actions.
• Ensure performance and succession practices are aligned with the company strategy.
• Strengthen organizational culture by translating values and expected behaviors into day-to-day practices.
• Support leaders and teams in change processes, transformation, restructuring or new working models.
• Lead climate/engagement initiatives that foster engagement, communication, alignment and change adoption.
• Identify cultural risks and propose simple, practical actions aligned with the reality of the business.

Kenntnisse

HRBP experience

Total Rewards

Career development

Compensation

Culture change

People analytics

Data analysis

Communication

Stakeholder management

Change management

Ausbildung

Bachelor's degree in Psychology, Business Administration, HR, People Management or related fields

Tools

HR dashboards

AI tools for HR

Jobbeschreibung

Responsibilities

• Coordinate the HRBPs and Total Rewards & Career teams, ensuring alignment, quality and consistency in deliverables.
• Act as a strategic partner to leaders, supporting people-related decisions on structure, performance, retention and movements.
• Guide the team in handling sensitive topics with business areas, ensuring a consultative, hands-on and well-targeted approach.
• Monitor people metrics and translate data into practical recommendations for the business.
• Lead initiatives related to career, compensation, internal mobility and recognition.
• Support the design and evolution of career policies, salary structures, promotions, merit increases and job classifications.
• Conduct analyses of internal equity, pay competitiveness and the impacts of workforce movements.
• Support leaders in decision-making about people development, considering criteria, performance, potential and budget.
• Design and oversee succession planning processes, talent mapping and attrition risk assessments.
• Support performance management cycles, feedback, PDI (Individual Development Plans) and potential assessments.
• Connect people diagnostics with leader and team development actions.
• Ensure performance and succession practices are aligned with the company strategy.
• Strengthen organizational culture by translating values and expected behaviors into day-to-day practices.
• Support leaders and teams in change processes, transformation, restructuring or new working models.
• Lead climate/engagement initiatives that foster engagement, communication, alignment and change adoption.
• Identify cultural risks and propose simple, practical actions aligned with the reality of the business.

Qualifications

• Bachelor's degree in Psychology, Business Administration, Human Resources, People Management or related fields.
• Solid experience in Human Resources, with exposure to HRBP, Total Rewards, Career, Compensation, Culture or Organizational Development.
• Knowledge of career frameworks, compensation, internal mobility, succession and performance management.
• Familiarity with 9-Box, OKRs, PDI (Individual Development Plans), performance evaluations, engagement/climate surveys and assessments.
• Experience providing consultative support to leaders.
• Strong data analysis skills and experience with HR metrics.
• Clear communication, active listening, organization and the ability to influence.
• Maturity to handle sensitive topics, change and strategic decisions.
• Experience in high-growth companies, cultural transformation or restructuring.
• Experience implementing or revising career, compensation and succession models.
• Experience with AI tools, dashboards and people analytics.