Global Delivery HR Business Partner

Summary

Join the Deutsche Telekom IT Solutions team as an International HR Business Partner, aligning global HR strategies with business objectives and executing consistent HR practices across countries.

Requirements

• Bachelors degree in HR, Business Administration, Organisational Psychology or related field
• At least 5 years of professional experience in HR, project management, business operations or resource management
• Experience in strategic HR planning and change management is an advantage
• Fundamental understanding of core HR processes
• Good analytical skills for informed decision-making
• Excellent (cross-cultural) communications and interpersonal skills
• Proficiency in English (German is a nice-to-have)
• Strong problem solving and critical thinking skills
• Attention to detail, proactivity and independence
• Collaborative personality, who is able to adapt quickly to new challenges and evolving business needs

Responsibilities

• Steering workforce KPIs in close alignment with international workforce controlling and the countries
• Regular reviewing and challenging bottom-up planning by the countries
• Reviews and analyses actual against budgeted performances, seeks clarification of deviations to target
• Participating in the iPF and forecast FTE and IWC processes (within the dimension of TWM), be an advisor in case of qualitative and quantitative IWF/ EWF planning (costs and stock)
• Working together with the countries on personnel restructuring measures, personal special effect business cases, PSE allocation
• Participation in the global target setting process
• Executing sub-streams of HR initiatives that span multiple countries or regions
• Running international HR initiatives in different countries, with multinational project teams
• Developing and executing a sustainable and value-increasing approach to solving HR problems on an international scale
• Participation in the creation of long-term change processes in the segment, such as transformation projects (near-offshore, personnel restructuring, etc.)
• Steering and implementation of projects in complex surroundings together with relevant stakeholders from the countries
• Business Enabling: responsibility for and contribution to HR topics based on the respective countries’ business strategy and ensuring of appropriate topic visibility and prioritization
• Derivation of HR impact from business strategy (e. g. new business areas, products) and consultation on concrete recommendations regarding implementation and measures
• Consultation of organizational changes: organizational development / change management
• Creating decision papers and present at TSI management level
• Bridging the gap between HR and business units, leveraging HR expertise to support the organization in navigating change effectively, addressing employee needs
• Leadership Culture: continuously push Leadership Culture at the (respectively) highest management level and support of operationalization, e.g. change: anchorage of change topics in business change projects
• Employee survey follow-up: consultant and sparring partner
• Trigger management enabling via global HR product portfolio

Benefits

Remote working possibility within Hungary due to European taxation regulation