HR Generalist (Maternity Cover)

• Business Acumen (Business Acumen): Understands business strategy, market dynamics, key financial factors, and customer needs, and translates them into people-related priorities.
• Workforce Planning (Workforce Planning): Ability to identify future workforce and competency needs and support organizational readiness.
• Organizational knowledge: Understands business structures, the needs of different stakeholders, and organizational dynamics.

HR knowledge and experience

• Solid functional HR knowledge in areas such as labor relations, talent management, compensation and benefits, recruitment, training, and organizational development.
• Extensive experience as an HR generalist, with the ability to connect different Human Resources disciplines with business needs.
• Knowledge of labor legislation and HR policies.
• Ability to build credibility and trusting relationships with managers and employees.
• Strong stakeholder management and influence skills.
• Ability to support and advise managers, as well as to raise and question certain situations constructively when necessary.
• Negotiation skills.
• Ability to resolve complex people and organizational challenges, using professional judgment and data-driven decision-making.
• Application of continuous improvement methodologies, tools, and processes.
• Contribution to the exchange of best practices and the improvement of ways of working within HR.
• Ability to communicate complex information clearly and effectively to different audiences.
• Strong interpersonal and relationship-building skills.
• Collaborative mindset and ability to work transversally across different functions and geographies.
• Orientation toward follow-up and execution.
• Planning and prioritization skills.
• Adaptability and resilience.
• High level of integrity and confidentiality.
• Proactive and internal customer-oriented approach.
• Fluent level of English, both written and spoken.
• Proficiency in Microsoft Office applications.

• Experience with Workday or other HRIS systems will be valued.
• Experience working with HR data and reporting tools will be valued.

HR Professional with solid business knowledge, acting as a trusted partner for managers and employees. Combines operational HR management with business advisory, supporting talent development, organizational capabilities, and people initiatives, in line with Sandvik's strategy.

Works autonomously and is solution-oriented, using data and business knowledge to address complex challenges and propose effective solutions that contribute to organizational performance and employee engagement.

Main responsibilities and functions:

• Develop, manage, and administer the organization's compensation and benefits, recruitment, training, organizational development, and labor relations programs.
• Work transversally across different HR areas and perform activities that are typically carried out by specialists in various Human Resources functions.
• Act as a point of reference for HR programs, communicating the value that people initiatives bring to the business and managing their implementation to minimize potential disruptions to activity.
• Manage matters related to labor relations, provide guidance on people-related issues, and support employees and managers with their day-to-day needs.
• Ensure compliance with labor legislation, corporate policies, and HR processes.
• Ensure respect for and application of Sandvik's Core Values and the Code of Conduct.
• Collaborate with managers and business leaders to understand their priorities and translate them into effective people-related strategies and actions.
• Support workforce planning activities, identifying current and future needs for talent, capabilities, and resources.
• Provide guidance and support to managers regarding leadership, employee engagement, performance management, and organizational effectiveness.
• Support organizational design and change management initiatives to ensure business readiness and sustainable implementation.
• Collaborate with the business and with the Talent Management and Talent Acquisition teams on key people-related initiatives, such as workforce planning, succession planning, talent assessments, high-potential employee development, and organizational capability development.
• Facilitate performance management processes, development plans, and talent conversations to strengthen individual and organizational performance.
• Support the identification, development, and retention of critical talent to meet future business needs.
• Promote learning initiatives, competency development, and continuous improvement to enable the development of necessary capabilities for the future.
• Drive initiatives related to employee engagement, wellbeing, diversity and inclusion, and organizational culture.
• Support the implementation of Sandvik's People strategy, contributing to its strategic pillars:
• A great place to work (A Great Place to Work)
• Competence for the future (Competence for the Future)
• Operational excellence (Operational Excellence)
• A value-creating HR organization (A Value-Creating HR Organization)
• Contribute to transformation and digitalization initiatives, helping managers and employees manage and adapt to change effectively.
• Use HR data, People Analytics, and workforce metrics to identify trends, support decision-making, and improve organizational effectiveness.
• Monitor key HR indicators and proactively identify risks and opportunities within the organization.