HR Manager

Business Partner

Partner with people managers to input into and influence the direction of their people priorities with the goal to drive high performance.

Coach, advise & empower people managers to be best in class across the HR Value Chain: Select, Manage, Develop, Reward and Grow and ensure adoption and execution of the global HR philosophies driving manager ownership and responsibility for all people related topics.

Influence and manage key stakeholders to ensure employee and business needs are managed and exceeded.

Provide insights and analysis on people related measures to guide and develop key people focus areas for the business. Lead, champion, support and advise on and implement global and local HR initiatives, processes and tools.

Support the HRM in defining the local People Plan (aligned with global priorities) for the annual Business Planning process.

Manage and lead any direct reports with the right people & structure to enable high performance through our philosophies and tools (where relevant).

Build and maintain a meaningful internal local, internal global and external local network.

Talent Management & Development

Deliver & support the implementation of global talent initiatives and tools (Amplify, Succession Preparation, Big Jobs etc.). Facilitate trainings aligned with the global offerings.

Advocate the strength-based training and development philosophy and support and implement global/local training initiatives and training tools, e.g. Training for People Managers, Efficiency Training, Strengths Workshops.

Ensure the performance management philosophy and tools are implemented and support managers where required.

Support Red Bull’s employee experience approach including the My Experience survey, outcomes and action plans.

Compensation & Benefits (C&B)

Understand and drive the Red Bull compensation and benefits philosophy within the local country.

Upskill, advise and empower managers with the right training & tools to enable them to make informed compensation decisions.

Support the annual salary review including budgeting, planning and activation.

Where relevant (based on local market trends) proactively provide information and insights on market data alongside utilising our global data provider (e.g., Mercer) to ensure our local C&B approach is competitive in the market in line with our compensation philosophy.

Partner with HR Director, HR Business Partner and HR Specialist to ensure matrix is current and accurate.

Ensure C&B practices in the local country are in line with the global guidelines.

Recruitment

Ensure a first-class recruitment and selection experience (inc. onboarding) for both candidates and hiring managers.

Partner with hiring managers to ensure that accurate information is used for the recruitment process, thereby ensuring targeted and quality recruitment.

Provide training and development to hiring managers on recruitment & selection. Conduct a professional performance/strengths-based interview utilising case studies, Red Bull Wingfinder, reference checks and background screening.

Analyse the success and improvement areas and develop targeted recruitment initiatives (in line with the global approach) if needed.

Support and activate Red Bull Wingfinder both internally and externally.

Employee Relations

Provide advice and coach people managers to operate within the relevant frameworks to drive ownership.

Work with people managers to handle related employee matters (if and when they arise) to ensure a pragmatic solution for both the employee and business, and when needed obtain external legal advice to manage any potential risks.

Keep up to date with employment legislation and manage compliance. Ensure that HR polices are communicated in timely manner in line with local requirements.

Systems & Data

Use all global & local HR systems and local HR data including SAP HR, Smart Recruiters, Anaplan, SAP Analytics Cloud (SAC), BI, Training Management System etc. to ensure 100% data quality to enable the right insights and decisions.

Manage all HR data, systems and processes (you are responsible for) in line with relevant data privacy legislation (and any other legal or compliance topics).

Planning & Analytics

Support the business planning (BP) and revised estimate (RE) cycles (for HR) including workforce and personal cost planning.

Utilise data and insights to analyse and share HR reporting & KPI’s with key stakeholders including identifying local internal and external trends and highlighting any opportunities, risks and proposed solutions.