HRBP Manager

• University degree in Business Administration or Labor Relations.
• Master's in Human Resources, Labor Relations, or related fields.
• Minimum of 5 years of experience as an HRBP or in similar positions.
• Solid knowledge in labor relations and talent management.
• Experience in negotiations with works councils and unions.
• Ability to work in a team, handling multiple priorities.
• Proficiency in human resources tools and software (Meta4 and SuccessFactors are valued).
• High capacity for analysis and data management.

• Be part of a leading multinational company in the sector.
• Development and training opportunities.
• Stable position.
• Employee benefits
• Flexible schedule.
• 2 days of remote work per week.

At Veolia, we know that professionals are the fundamental pillar of our corporate identity and our achievements. Therefore, we promote their integration through a firm commitment to equality between men and women, sharing our corporate culture, experience, and best practices.

What unites us to our employees is the passion and excellence with which we work every day to protect the environment and guarantee access to water. Together, we build a greener and more inclusive present.

If you want to be part of this team and join this great challenge, do not hesitate to apply for this offer!

As an inclusive company, Veolia is committed to diversity and values all applications without discrimination.

Currently within the HR department of one of our main businesses, we are looking for an HRBP Manager with specific knowledge of labor relations, organizational design, transformation, executive assessment, and talent development, whose mission will be to accompany the business through different human resources processes, guaranteeing alignment with business objectives, operational efficiency, and legal compliance.

Labor Relations Management:

Being the key point of contact to resolve any labor conflict and manage labor relations with a proactive and constructive approach.
Advising leaders and employees on labor policies, current legislation, and human resources best practices.

Routine management of the labor framework (dismissals, MSCT, subrogations, disciplinary code, inspections,...).
Negotiation with Works Councils and Unions.

Organizational Development:

Facilitating organizational change processes, helping employees and leaders to adapt effectively.
Participation in transformation and efficiency projects.
Participation in management audits.

Talent Management:

Managing the employee lifecycle, ensuring a positive experience from recruitment to exit from the organization.
Accompanying the execution of performance evaluation processes.
Collaborating in the identification of internal talent needs in the short and long term, participating in the planning and execution of recruitment strategies, leadership development, succession programs, and individual development plans.