Head of Human Resources Long Europe

at  Arcelormittal

Overview
The Head of Human Resources Long Europe is a key executive role responsible for leading the HR strategy and deployment of HR policies and processes across the segment and its operating units in Europe. This position requires both strategic insight and a deep understanding of human resources management and plays a pivotal role in shaping the organizational culture towards HR excellence. It entails overseeing all aspects of human resources management, including talent acquisition, employee relations, performance management, compensation and benefits, training and development, wellbeing, Diversity & Inclusion as well as compliance with employment laws and regulations and HR ESG process.

Key Responsibilities

• Strategic HR Leadership: Develop and implement HR strategies aligned with the company’s overall business objectives. Provide leadership and guidance to the HR teams and senior management. Foster a high-performance culture that encourages continuous improvement and innovation.
• Organisation transformation: contribute through HR processes to organisational changes in the segment, covering H&S journey to zero as well as 5 – speed model focusing on mini-mill structure, delayering and lean organisation approach
• Talent Acquisition and Recruitment Management: Oversee the recruitment process to ensure the company attracts and retains top talents across the organization and in line with the Strategic Workforce Planning. Develop innovative talent management and recruitment strategies to identify, nurture, attract and retain high-potential employees.

Build a strong employer and segment brand through internal and external communication. Implement effective onboarding programs.

• Employee Relations: Foster a positive and inclusive workplace environment and culture. Address employee concerns and grievances, ensure that the company’s policies and practices are fair and consistent across the teams. Support new generations expectation through comprehensive HR actions and programs.
• Performance Management: drive the performance management system in line with Group HR policy to evaluate and enhance employee performance. Provide coaching and support to managers on performance-related issues and develop actions plans for improvement. Foster a feedback-rich culture that supports employee growth and development
• Succession planning: coordinate the succession plans reviews, allowing adequate candidates are identified and individual development plans are prepared and followed- up, propose actions to fill gaps.
• Compensation and Benefits: develop and apply competitive compensation and benefits package approach based on Group HR framework to attract and retain employees. Ensure compliance and alignment with Group policies as well as local and international regulations.
• Training and Development: Identify training needs trends and programs developments to enhance employee skills and career path. Promote continuous learning and professional growth.
• Compliance: Ensure that the company’s HR policies and processes are applied across the segment in line with local employment laws and regulations. Stay informed about changes in labor laws and industry trends.
• Diversity and Inclusion: Promote and implement diversity and inclusion initiatives to create a more equitable workplace and develop actions towards Group objectives.
• HR ESG report metrics: coordinate the reporting data collection related to HR, drive the data quality structural improvement from all segment reporting units and align local HR on process, definition and approach.
• HR Analytics and Reporting: Use HR data and analytics to inform decision-making and improve HR processes. Provide regular reports to senior management on HR metrics and trends.

Qualifications

• Education: A master degree in human resources, law, business administration, or a related field is required.
• Experience: A minimum of 15 years of experience in human resources, with at least 5 years in a senior leadership role. Experience in a large, multinational company is highly desirable. Additionally, having a background in organizational restructuring, productivity programs, and post-merger and acquisition organizational structure optimization would be a significant advantage.
• Skills: Strong leadership and interpersonal skills. Excellent communication and negotiation abilities. Problem-solving and customer oriented skills. Proficiency in HR software and systems.
• Language: Fluency in English is required. Proficiency in additional European languages is an advantage.

Personal Attributes

• Integrity: Demonstrates high ethical standards and maintains confidentiality.
• Adaptability: Thrives in a dynamic and fast-paced environment.
• Empathy: Understands and responds to the needs and concerns of employees.
• Visionary: Forward-thinking and proactive in addressing HR challenges and opportunities.

• Strategic HR Leadership: Develop and implement HR strategies aligned with the company’s overall business objectives. Provide leadership and guidance to the HR teams and senior management. Foster a high-performance culture that encourages continuous improvement and innovation.
• Organisation transformation: contribute through HR processes to organisational changes in the segment, covering H&S journey to zero as well as 5 – speed model focusing on mini-mill structure, delayering and lean organisation approach
• Talent Acquisition and Recruitment Management: Oversee the recruitment process to ensure the company attracts and retains top talents across the organization and in line with the Strategic Workforce Planning. Develop innovative talent management and recruitment strategies to identify, nurture, attract and retain high-potential employees