HR Business Partner

HR BUSINESS PARTNER (100%, Permanent)

ROLE

As a member of SICPA’s HR team in Prilly, the HR Business Partner serves as a key point of contact for the organization, aligning HR strategy with business needs. This role provides expert HR guidance and support with the primary aim of driving value for management and the business as a whole. By helping leaders identify, prioritize, and build talent capabilities, structures, and processes, the HR Business Partner contributes directly to SICPA’s strategic goals.

Key Responsibilities :

• Partner with business leaders to ensure alignment with global HR strategy and business objectives.
• Proactively propose and formalize organizational and people solutions to acquire, develop, assess, promote, retain, and offboard SICPA employees.
• Ensure compliance with Group policies, leveraging internal guidelines and processes.
• Provide strategic HR guidance to leaders on business challenges and workforce planning.
• Collaborate with the Talent Acquisition team on recruitment and ensure seamless onboarding of new hires.
• Ensure clear and consistent communication with the business on recruitment activity.
• Maintain a holistic understanding of the organization to anticipate recruitment needs and proactively plan.
• Coach hiring managers and interview panels on best practices, candidate assessment, and feedback processes.
• Work closely with senior leaders to develop manpower plans aligned with business growth and future planning.
• Stay ahead of market trends and ensure recruitment strategies target the right talent for key roles.
• Partner with the Talent Development team to design tailored development programs aligned with business priorities.
• Contribute to the annual headcount and budget planning, as well as coordinate the yearly salary review process.
• Monitor employee engagement initiatives, support analysis, and contribute to improvement plans within the business scope.
• Implement individual development plans resulting from succession planning discussions to retain and prepare employees for future roles.
• Collaborate with the Compensation & Benefits team to ensure competitive compensation by monitoring employee compa-ratios and market benchmarks.
• Track and monitor HR KPIs, alerting leadership when indicators deviate from strategic guidelines.

PROFILE