HR Business Partner

Overview

Trinseo is a different kind of global materials company – at the intersection of people, technology, and customers. We are a world leader in the production of plastics and latex binders. Our culture is built on passion and innovation. A career at Trinseo presents a unique opportunity to work in a highly collaborative environment. Helping customers solve their most complex material challenges is the reason we come to work each day. We are seeking innovative thinkers – ready to tackle any challenge and passionate about delivering value. As a global materials solutions provider focused on delivering innovative and sustainable solutions to our customers, we need people to feel respected and included so they can be more creative, innovative, and successful. We strive to create workplaces that reflect all communities and customers we serve and where everyone feels empowered to bring their full, authentic selves to work. That's why we're fully committed to inclusion across race, gender, age, religion, identity, and experience to drive us forward every day.

Role Overview:

The HR Business Partner works in collaboration with and influences multiple plant departments to ensure that the plant/business plan priorities and actions are aligned across the organization regarding workforce. He/she handles complex issues and escalated activities, ensuring compliance with country-specific employment and other related legislations and manages HR Administrators in the area of responsibility. In addition to HR Business Partnering, the role entails managing the payroll process end-to-end in the country in collaboration with the EMEA Payroll Manager. Industrial Relations and successful management of labor regulations are an important part of the job.

Responsibilities

1. HRIS System: ensures 100% data compliance in HRIS & Payroll systems (WorkDay and CGA) including handling of audits related to it (e.g. SOX) based on the respective DOA.
2. HR Guidance: provides HR policy guidance, interpretation and execution; develops contract terms for new hires, promotions and transfers; maintains in-depth knowledge of country-specific legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance as well as country-specific employment or other related legislation compliance; handles complex issues and escalated activities (e.g. disciplinary action or grievance and complex employee situations involving research).
3. Vendor management: manages various external vendors, e.g. Outplacement, Employee Assistant Program; contact person for key service providers such as temporary agencies, recruitment companies; works with COE and procurement in case of vendor selection and changes of the benefit program/pension fund in all cases following corporate guidance on vendor selection and management.
4. Strategic Planning: creates a vision for the plant/country strategy and plays a key part in influencing and creation; scans the horizon for upcoming workforce trends and future initiatives that may impact the organization and articulate them to the senior management; presents the rationale and business case for HR interventions at plant and country.
5. Workforce Planning: influences and develops key workforce performance indicators to deliver the plant workforce plan; works in collaboration and influences departments to ensure that the plant business plan priorities and actions are aligned across the site regarding workforce; anticipates the impact of external changes on the workforce and influence the development of potential solutions.
6. Consulting: establishes effective relationships with assigned management and advocate to managers the use of coaching skills to enable others to optimize their performance and that of their team; influences the training needs analyses process in order to determine the required development, resource inputs and liaising with colleagues to deliver appropriate interventions; coaches the line managers as “super-user” of HR tools, programs and technologies; bridges line manager skill and capability gaps for all people related activities, e.g. setting objectives, performance review.
7. Change Management: assists with building an infrastructure to support and influence change management including change approaches, policies and measures for success; identifies issues and gaps central to plant/business success and presents an inspiring vision for change; undertakes feasibility and risk assessments to make the case for change to senior leaders including advising on key areas of potential risk; assesses the impact on and necessary support required of key stakeholders in relation to specific change initiatives and seek to positively influence them; ensures that all stages of the consulting approach are applied on key projects to ensure the achievement of plant/business objectives.
8. Works Council: Maintains positive social relationships with the works council, negotiates with works council/social partners to include annual contract negotiations and in case of business needs or re-organizations, changes of policies, contract provisions, etc.
9. HR Expertise: contributes to the development of employment strategies, policies, plans and processes in line with global HR strategy and in order to achieve plant/business objectives; influences the development of HR policies, processes and procedures and the delivery of effective practices in key people management areas, e.g. engagement, health and wellbeing, learning and development and performance management to ensure the alignment with the organizations values and behaviors to support the achievement of business objectives.
10. Leadership: leads a team of HR Administrators at plant and an HR Specialist.

Qualifications

• Bachelor’s degree either in HR Management, Business Administration, or related field. Master’s degree in HR or Business is an asset.
• At least 5-7 years of experience in HR, including at least 1-2 years of experience in an HRBP role.
• Leadership experience is desirable.
• Language skills: fluent in English and local language both written and spoken is a must.
• Special Knowledge: understanding of local and global HR Processes and Terminology including local requirements and relevant legislation, e.g. social security, pension fund and differences between various countries/sites; experience in executing HRIS processes.
• Technical skills: proficient in working with Microsoft Office Based Programs, especially Excel, Word, Power Point and Outlook; experience of WorkDay and Payroll tools.

Equity and Inclusion: With our expanding global presence, cross-cultural insight and competence are essential for our ongoing success. We believe that a diverse workforce contributes different perspectives, experiences and creative ideas that enable us to continue to improve every day. Race, gender, ethnicity, country of origin, age, personal style, sexual orientation, physical ability, religion, work and life experiences and many more factors contribute to this diversity. We welcome all applicants, regardless of their backgrounds, and are committed to a fair and inclusive hiring process.