About the job

Career Area

Human Resources

Job Description

Your Work Shapes the World at Caterpillar Inc.

When you join Caterpillar, you're joining a global team who cares not just about the work we do – but also about each other. We are the makers, problem solvers, and future world builders who are creating stronger, more sustainable communities. We don't just talk about progress and innovation here – we make it happen, with our customers, where we work and live. Together, we are building a better world, so we can all enjoy living in it.

Join the EAME Distribution team as an HR Business Partner, where you will play a key role in shaping people strategies that enable business success. Working closely with leaders across the region, you will provide trusted HR counsel, drive talent and organizational initiatives, and help build a high-performing, inclusive culture. Leveraging data-driven insights and strong business acumen, you will influence decision-making, support organizational effectiveness, and lead projects that enhance the employee experience. If you are passionate about partnering with leaders to solve complex business challenges and create meaningful impact, we encourage you to apply.

EAME Distribution’s mission is to deliver superior customer experience, profitable market leadership and services growth through industry-best distribution performance. We provide governance and administration of Cat® dealers across Europe, Africa, the Middle East, and Eurasia.

Role Definition

Strategic liaison between HR and the business who implements HR strategies aligned with business objectives, provides guidance on HR policies and practices, and fosters a culture of employee engagement and development.

Responsibilities

• Collaborating with senior management as a strategic advisor helping identify and prioritize HR initiatives that align with the organization's strategic goals and objectives.
• Aligning HR policies and programs for their business unit or region which promote employee engagement, retention, and performance.
• Acting as a trusted coach providing guidance to leaders and managers on HR-related matters, including performance management, compensation, and benefits, etc.
• Analyzing HR metrics and data to identify trends and opportunities and develop a story to provide data-driven recommendations to senior management.
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Role Requirements

• Proven experience partnering with senior business leaders to align people strategies with business objectives and drive organizational performance.
• Strong business acumen, with the ability to understand commercial priorities and translate them into effective people solutions.
• Demonstrated experience leading and supporting organizational change, workforce planning, talent management, succession planning, and employee engagement initiatives.
• Excellent coaching, consulting, and stakeholder management skills, with the ability to influence and build credibility at all levels of the organization.
• Strong problem-solving and decision-making capabilities, using data and insights to inform recommendations and drive outcomes.
• Ability to manage multiple priorities in a fast-paced, matrixed, and global environment.
• Strong communication and relationship-building skills, with the ability to navigate sensitive and complex employee and business matters.
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Highly Desirable

• Bachelor's degree in Human Resources, Business Administration, Psychology, Organizational Development, or a related field.
• HR certification and/or postgraduate qualification in Human Resources, Organizational Psychology, or Business Management.
• Experience supporting regional or global teams within a complex multinational organization.
• Experience partnering with leaders across multiple countries and cultures within EAME.
• Fluent English is expected; Arabic is an added advantage.
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Skill Descriptors

Decision Making and Critical Thinking: Knowledge of the decision-making process and associated tools and techniques; ability to accurately analyze situations and reach productive decisions based on informed judgment.

Data Gathering and Reporting: Knowledge of tools, techniques and processes for gathering and reporting data; ability to practice them in a particular department or division of a company.

Employee Relations: Knowledge of the rights and obligations in the employee relations; ability to adhere to legal requirements when handling employee negotiations.

• HR: Policies, Standards and Procedures: Knowledge of human resource function; ability to uphold the organization's and industry's standards, procedures and policies regarding human resources management.

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