Senior HR Business Partner at HAYS

Berlin, Berlin, Germany -

Full Time

Start Date

Immediate

Expiry Date

03 Feb, 27

Salary

65000.0

Posted On

05 Nov, 26

Experience

3 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Yes

Skills

Industry

Staffing & Human Resources Services

Description

Contribute to establishing and further developing our Skills & Competency Management, including identifying relevant competencies and skills and developing suitable tools such as competency profiles and skills matrices
Support the design and implementation of Talent Management and Succession Planning processes
Contribute to the further development and implementation of our Performance Management and feedback processes
Independently design and implement HR tools and solutions within our People Development projects
Analyze business requirements and design and facilitate workshops with managers and business departments
Explore and implement suitable ways to integrate new HR tools and processes into our HR systems
Independently manage projects and sub-projects – from requirements analysis and concept development through to practical implementation
Collaborate closely with managers, business departments, and the People & Culture team to implement new HR initiatives

A university degree in Business Psychology, Psychology, Human Resources Management, Business Administration, or a comparable qualification
Ideally 3–6 years of relevant professional experience in People Development, Talent Management, or a related HR field
Hands-on experience in at least one of the following areas: Competency or Skills Management, Qualification Management, Talent Management, Succession Planning, Performance Management, or the development of HR tools
Experience independently managing and implementing HR projects or comparable initiatives
Strong analytical and conceptual thinking skills, with the ability to structure requirements and translate them into practical solutions
A strong hands-on mentality and enthusiasm for both conceptual and practical tasks
An independent, structured, and solution-oriented approach – even when priorities change and processes are not yet fully defined
Creativity, an innovative mindset, and the courage to think beyond established HR approaches, develop new ideas, and experiment with unconventional solutions
Strong communication skills and enthusiasm for collaborating with people across different teams and departments

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Responsibilities

Contribute to establishing and further developing our Skills & Competency Management, including identifying relevant competencies and skills and developing suitable tools such as competency profiles and skills matrices
Support the design and implementation of Talent Management and Succession Planning processes
Contribute to the further development and implementation of our Performance Management and feedback processes
Independently design and implement HR tools and solutions within our People Development projects
Analyze business requirements and design and facilitate workshops with managers and business departments
Explore and implement suitable ways to integrate new HR tools and processes into our HR systems
Independently manage projects and sub-projects – from requirements analysis and concept development through to practical implementation
Collaborate closely with managers, business departments, and the People & Culture team to implement new HR initiatives

A university degree in Business Psychology, Psychology, Human Resources Management, Business Administration, or a comparable qualification
Ideally 3–6 years of relevant professional experience in People Development, Talent Management, or a related HR field
Hands-on experience in at least one of the following areas: Competency or Skills Management, Qualification Management, Talent Management, Succession Planning, Performance Management, or the development of HR tools
Experience independently managing and implementing HR projects or comparable initiatives
Strong analytical and conceptual thinking skills, with the ability to structure requirements and translate them into practical solutions
A strong hands-on mentality and enthusiasm for both conceptual and practical tasks
An independent, structured, and solution-oriented approach – even when priorities change and processes are not yet fully defined
Creativity, an innovative mindset, and the courage to think beyond established HR approaches, develop new ideas, and experiment with unconventional solutions
Strong communication skills and enthusiasm for collaborating with people across different teams and departments