HR Business Partner

Qui sommes-nous ?

Pierre Fabre is a French pharmaceutical company, pioneer in dermo-cosmetics with notably iconic brands, Avène and Klorane.

With more than 10,000 employees worldwide, the company has subsidiaries in 42 countries. In 2020, Pierre Fabre Group generated over 2,3 Billion euros in revenues.

Nature is at the heart of our approach at Pierre Fabre, to explore and innovate for health care and beauty. A company with strong values, our purpose is at the core of our commitment to inspire our work every day.

“Every time we care for a single person, we make the whole world better.”

In the expansion of our Australian subsidiary based in North Sydney, we are currently seeking candidates to fill in a

Temps plein

position de

HRBP S1

Votre mission

GENERAL RESPONSIBILITIES:

The HRBP is responsible for:

Developing and implementing employee engagement strategies and programs that enhance employee morale, motivation, retention, and productivity.

The HRBP will work closely with senior management, and cross-functional teams to create a positive work environment, drive employee satisfaction, and develop strategies to retain top talent.

Managing the day-to-day operations of the human resources department, including recruitment, employee relations, performance management, training and development, compensation, and benefits

DETAILED MISSIONS:

Change Management

Partner with business leaders to drive and support organisational change initiatives, ensuring alignment with business strategy and objectives.

Lead and implement a change management project, including impact assessments, stakeholder engagement, communication strategies, and risk mitigation.

Act as a trusted advisor to leaders, providing guidance on managing change, addressing resistance, and fostering employee buy-in.

Support leaders in building change capability, including change leadership, communication, and team engagement.

Collaborate with cross-functional teams to ensure a consistent and structured approach to change across the organisation.

Monitor and evaluate the effectiveness of change initiatives, using feedback, metrics, and data insights to drive continuous improvement.

Ensure change initiatives maintain a strong focus on employee experience, engagement, and wellbeing.

Performance/Talent Management

Ensure the performance management process is managed as per Group’s expectations to encourage high performance.

Build effective talent pipelines, assist in workforce planning, and develop talent and succession plans

Work with and provide advice to managers on any performance related issues such as performance improvement plans

Plan and execute trainings in line with the group strategy and within the budget assigned

Foster a training and development culture to enhance employee skills and capabilities

Facilitate leadership development programs and support activities that build leadership capability.

Business Partnering

Act as the relay of cross-functional teams to design and execute employee engagement initiatives.

Conduct and analyse Group and specific employee surveys to gather feedback and insights on employee engagement and satisfaction levels and to identify key areas of opportunity for employee engagement and recommended action plans.

Provide guidance and support to managers and employees on policies and procedures, linking them to the Group strategy

Lead and execute the Group’s HR Calander, including Annual Appraisal, Merit Campaign, Talent Review, Development Campaign and Succession Planning

Stay up-to-date with industry trends and best practices in HR and make recommendations for workplace enhancements.

Collaborate with the CFO on the annual HR budget and align it with the subsidiaries' vision and roadmap.

Coach business leads on change management principles, ensuring these principles are observed during change execution.

Manage the HRIS system (Workday) acting as the internal expert

Work closely with HR/COE team in APAC on all HR initiatives

Talent Acquisition

Ensure the recruitment process is handled as per Group’s expectations to attract and onboard right talents (it can be including occasional sourcing, interviewing, and hiring candidates for open positions).

Execute and manage the onboarding and offboarding procedures with seamless precision

Induct all new staff members with a comprehensive HR presentation

Employee Relations

Manage compliance with legal requirements, federal, state, and local employment laws and regulations

Perform annual training for management and the wider team to maintain compliance with current labour laws

Update and review the policies and procedures

Act as the relay for all HR issues (including conflict resolution, disciplinary actions, and grievances).

Manage restructures if required by the business

Write and manage all contracts, amendments, and employee documentation in line with legislation

Reporting

Track and report on key HR metrics, including retention rates, absenteeism, training hours, productivity, accidents, FTE, staff costs and percentage of permanent HC.

Maintain accurate records on employee information, training, pay increases vs budget,

Payroll

Liaise with the CFO and external payroll team to conduct the monthly

Communicate any updates to employee payroll information

Maintain the Employee Master Data Record spreadsheet with accurate data

Workplace Health and Safety

Act as the WHS representative for the subsidiary

Maintain compliance with relevant legislation

Conduct annual trainings on relevant topics (e.g Positive Duty, Manuel Handling, Psycho-Social hazards)

Diversity & Inclusion

Managing the successful development and implementation of the Reconciliation Action Plan.

Working closely with the business and RAP Working Group on including engaging initiatives that educate the team.

Fostering an inclusive workplace through events, initiatives, and training.

KEY SKILLS:

Experience

8-12 years of experience in HR

Bachelor's degree in business, human resources, or related field.

Experience managing HRIS (Workday desirable)

Demonstrate a sound knowledge of ER/IR processes such as workplace investigations, disciplinary, grievance and performance management.

Previous experience working in an independent HR position

Experience with change management

Experience with budget planning and HC forecasting

Experience in a multi-national company

Technical and Transversal skills

Bachelor's degree in business, human resources, or related field.

Strong communication, interpersonal, and leadership skills.

Demonstrated ability to develop and implement successful employee engagement strategies and programs.

Knowledge of engagement policies, procedures, and best practices.

Excellent project management skills, with the ability to manage multiple initiatives simultaneously.

Ability to work autonomously with minimal direction

Strong analytical skills and ability to interpret data to make informed decisions.

Ability to collaborate effectively with cross-functional teams.

Strong attention to detail and ability to prioritise tasks effectively.

Qui êtes-vous ?

Nous sommes convaincus que la diversité est une source d’épanouissement, d’équilibre social et de complémentarité pour nos collaborateurs, nos offres sont donc ouvertes à toutes et tous sans restriction.