HR Business Partner

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Who we are ? 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 Full time position as HRBP S1 Your 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,

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