Iberia HR Business Partner São Domingos de Rana

Iberia HR Business Partner
Lisboa
São Domingos de Rana, Lisboa, Portugal

Logoplaste is currently seeking to recruit an HR Business Partner to integrate the Iberia Operations HR team.

Reporting directly to the Europe HR VP, you will be required to work as an integral part of the team.

If you fit the profile, please submit your CV. This recruitment process is confidential.

Job Summary

The Iberia HR Business Partner (HRBP) builds and maintains relationships with business leaders (Operations Director and Plant Manager), HR team (Corporate and Operations), finance and employees to deliver HR solutions that support the organization’s strategic objectives. Acting as a strategic consultant, the HRBP ensures compliance with employment regulations and HR policies while driving initiatives that enhance employee engagement, talent development, and organizational effectiveness.

Key tasks & Activities. . .

• Strategic Partnership
  
  - Act as a trusted advisor to business leaders, aligning HR strategies with business goals and providing solutions to address talent, performance, and workforce planning needs;
  
  - Collaborate with the HR VP (manager) and Corporate HR to ensure alignment of local HR initiatives with global and corporate priorities;
  
  - Collaborate with finance to align budgets for workforce planning, compensation, and benefit initiatives with business requirements;
  
  - Partner with leadership to assess and diagnose organizational challenges, providing strategic recommendations for improvement;
  
  - Facilitate the development and execution of
  - specific people strategies, ensuring alignment with corporate objectives;
  
  - Contribute to organizational design initiatives, ensuring that structures and processes support high performance;
  
  - Analyze HR metrics and key performance indicators (KPIs) to identify areas for improvement and drive business outcomes;
  
  - Lead or participate in projects that enhance employee engagement, retention, and workforce productivity.
• Employee Relations
  
  - Serve as a point of contact for managers and employees, providing guidance on employee relations, performance challenges, and workplace conflicts;
  
  - Counsel and coach managers on addressing employee behavior, conduct, and engagement issues;
  
  - Ensure compliance with employment laws, regulations, and company policies to maintain a positive employee relations climate;
  
  - Conduct exit interviews, analyze feedback, and recommend initiatives to improve employee experience and retention.
• Talent Acquisition & Workforce Planning
  
  - Partner with leadership to forecast and plan talent needs in alignment with business objectives;
  
  - Guide hiring managers through recruitment processes, ensuring compliance with organizational standards and local labour laws;
  
  - Develop and implement recruitment strategies to maintain a strong talent pipeline for critical positions;
  
  - Coordinate onboarding for new hires, ensuring a smooth transition and engagement from day one.
• Performance Management
  
  - Drive the performance management process, ensuring alignment with organizational goals and individual development needs;
  
  - Train managers and employees on performance management tools and best practices, including objective setting, feedback, and reviews;
  
  - Support managers in creating and monitoring employee development plans and performance improvement plans (PIPs);
  
  - Provide coaching to managers and employees on career growth opportunities and development paths.
• Compensation & Benefits
  
  - Support the annual salary review process, ensuring alignment with internal equity and external competitiveness;
  
  - Partner with leadership to review and implement bonus and incentive plans to reward performance and drive business results;
  
  - Support compensation strategy with salary benchmarking and market analysis to ensure compensation structures remain competitive and compliant;
  
  - Collaborate with managers to address
  - related concerns, ensuring fairness and transparency in compensation decisions.
• Training, Development, Talent & Succession Planning
  
  - Facilitate leadership development programs and training initiatives focused on management, change, and team building;
  
  - Partner with managers to identify and develop employee career paths, ensuring alignment with succession plans;
  
  - Drive initiatives that promote a culture of continuous learning, coaching, and performance excellence;
  
  - Guide managers in the application of performance management, retention strategies, and employee development initiatives.
• HR Policies, Compliance & Administration
  
  - Maintain
  -
  - date knowledge of employment legislation and ensure HR policies comply with legal requirements;
  
  - Review and update company policies and procedures to reflect changes in regulations and business needs;
  
  - Oversee HR administration processes, including payroll, benefits, and
  - keeping, ensuring efficiency and compliance;
  
  - Ensure consistent application of HR policies across the organization to promote fairness and equity.
• Reporting & Systems Management
  
  - Leverage HR systems (e. g. , Local Payroll, Success
  Factors, CV Warehouse) to ensure accurate data management and reporting;
  
  - Provide reports and insights on key HR metrics such as turnover, engagement, and headcount planning;
  
  - Support the implementation and optimization of HR systems to streamline processes and improve the employee experience.

Who we are looking for…

• Background and Experience
  
  - Bachelor’s degree in Human Resources, Organizational Psychology, Business Administration, or related field;
  
  - Minimum 2-3 years of experience in a manufacturing or operational environment;
  
  - Previous Experience as HR Business Partner or HR Generalist;
  
  - Experience managing performance management processes, including training and development plans;
  
  - Demonstrated ability to partner with business leaders and finance to align HR initiatives with business needs.
• Technical Skills
  
  - Strong knowledge of HR principles, policies, and employment laws;
  
  - Expertise in compensation and benefits, including salary reviews, benchmarking, and incentive plan;
  
  - Proficiency in HRIS systems (SAP Success
  Factors is a plus) and MS Office (Word, Excel, Power
  Point).
• Interpersonal Skills
  
  - Excellent communication,
  - solving, decision making and organizational skills;
  
  - Collaborative team player with a strong work ethic;
  
  - Demonstrates cultural sensitivity and adaptability in a global environment;
  
  - Confident
  - maker with the ability to influence and negotiate effectively;
  
  - Ability to work independently and prioritize tasks in a
  - paced, dynamic environment;
  
  - Flexibility to travel and adjust working hours as required.

Logoplaste is an equal opportunities employer, where the foundation of our culture and our drive is based on Diversity & Inclusion. At Logoplaste we are all unique and different, everyone is accepted and respected for who they are. This is our strength.

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