HR Development

• University degree in Law, Labor Relations, Psychology or related fields.
• Between 3 and 5 years of experience in a generalist Human Resources position, preferably in industrial or production environments.
• Experience working with plant personnel and in environments with shift work systems.
• Excellent communication skills, both oral and written, adapting the message to different interlocutors.
• High capacity for organization, planning, and priority management in dynamic environments.
• High level of confidentiality, professionalism, and ethics in handling sensitive information.
• English level B2 or higher.

• Master's in Human Resources is valued.

• Growth and development opportunities.
• Flexible schedule.
• 1 or 2 days of teleworking.

An important company located in the northern area of Valencia is looking for an HR Development with at least 5 years of experience in similar positions. A high level of English is required. Previous experience in industrial or production environments is valued. The position is temporary to cover maternity leave.

• At least 5 years of experience in similar positions.
• High level of English. Exp. in industrial or production environments.

• Comprehensive management of selection processes for operational profiles, technicians, and interns, from profile definition to the onboarding of the hired person.
• Posting and dissemination of job offers on LinkedIn and other recruitment platforms, ensuring maximum visibility and talent attraction.
• CV screening, conducting competency-based interviews, and evaluating candidates to ensure the technical and cultural suitability of the selected profiles.
• Coordination of onboarding processes, facilitating the integration of new people into the organization and ensuring a positive entry experience.
• Management of offboarding processes, guaranteeing an organized transition aligned with company policies.
• Participation in job fairs, university events, and employer branding initiatives, strengthening the company's positioning as an employer of choice.
• Continuous collaboration with area managers to identify staffing needs, anticipate vacancies, and support strategic workforce planning.
• Identification and analysis of training needs in coordination with the heads of different departments.
• Design and development, together with production supervisors, of specific training itineraries and plans for each position, facilitating training, integration, and internal mobility for employees.
• Monitoring and updating individual development plans, promoting professional growth and the preparation of future successors for key positions.
• Coordination and support in leadership development programs at a local level, fostering the development of management and team leadership competencies.
• Guaranteeing the correct planning, organization, and delivery of the operational training required at the plant.
• Support in the implementation of global corporate initiatives, including internal communication campaigns, ethics and compliance programs, as well as other strategic Human Resources projects.
• Ensuring the alignment of local communication with the global strategy through participation in periodic coordination and monitoring meetings.
• Organization of round tables, participatory sessions, and dialogue spaces with employees to promote active listening and continuous improvement.
• Promotion of the ethical decision-making model and dissemination of the Code of Conduct within the organization.
• Driving initiatives aimed at improving employee engagement and experience, including the management of the Annual Engagement Survey and the monitoring of action plans derived from the results.
• Active participation in the Social Committee and coordination of internal activities and events aimed at reinforcing corporate culture and sense of belonging.
• Management and promotion of the internal employee recognition program, driving team recognition and motivation.
• Support in the management of labor relations within an industrial environment, acting as a key interlocutor on people-related matters.
• Participation in meetings with legal workers' representatives and collaboration in initiatives that favor constructive labor relations.
• Monitoring of the work climate, identification of areas for improvement, and support in conflict management and resolution.
• Collaboration with the Equality Committee and participation in initiatives related to diversity, equity, and inclusion.
• Participation in cross-functional continuous improvement projects for Human Resources processes, identifying opportunities for optimization and efficiency.
• Support in internal and external audits, guaranteeing that training and development procedures are up to date, correctly implemented, and aligned with required standards, acting as the Human Resources representative before external auditors.
• Collaboration in employer branding initiatives aimed at strengthening the company's image as an attractive employer.
• Preparation, analysis, and monitoring of Human Resources reports and key management indicators (KPIs), providing relevant information for decision-making and the monitoring of area objectives.