HR Business Partner

• Training in HR, Labor Relations, Law, Psychology, Business Administration, or similar.
• Minimum experience of at least 4 years in HR, of which at least 2 must be in a position of responsibility.
• Solid knowledge of labor legislation, collective agreements, and Social Security.
• Experience in selection, personnel administration, and labor relations.
• Proficiency in payroll management tools.

• This role represents an excellent opportunity for professional development. Although the onboarding will be under the HR Business Partner role, the position is designed to evolve in the short term towards the highest responsibility for Human Resources within the organization, leading both the strategic and operational aspects of the function, along with the support of management.
• A leading company in its sector.
• Attractive conditions.

The selected person will join as HR Business Partner and, after an initial period of getting to know the organization, will assume global responsibility for the Human Resources area. The person will lead the comprehensive management of the company's people, aligning HR policy with business strategy, ensuring compliance with labor regulations, and promoting a good working environment.

• The position will evolve in the short term to HR Manager.
• Powerful industrial company located in Donostialdea.

• People strategy and policies: ensure compliance with HR policy and its procedures in coordination with management.
• Selection and onboarding: manage recruitment, selection, and onboarding processes for new people.
• Personnel administration: supervise contracts, registrations and terminations, payroll, Social Security, time tracking, vacations, and absenteeism, whether internally or with an external agency.
• Labor relations: ensure compliance with labor legislation and the applicable collective agreement, and act as an interlocutor with the legal representation of the workers.
• Training and development: detect training needs, prepare the training plan, and manage its subsidies.
• Performance evaluation: implement and maintain evaluation systems, career plans, and talent management.
• Climate and internal communication: drive actions regarding climate, culture, recognition, and communication with the workforce.
• Prevention and equality: coordinate occupational risk prevention, the equality plan, the remuneration register, and mandatory protocols.
• Indicators: prepare and report HR KPIs (turnover, absenteeism, personnel costs, training) to management.