Human Resources Business Partner - Coface

WHO WE ARE

Coface is a team of 4,500 people of 78 nationalities across nearly 60 countries, all sharing a corporate culture across the world. Together, we work towards one objective: facilitating trade by helping our 50,000 corporate clients develop their businesses.

With 75 years of experience, Coface is a leader in the credit insurance and risk management market. We have also developed a range of other value-added services, including factoring, debt collection, single risk insurance, bonding, and information services.

As a close-knit, international organization at the core of the global economy, Coface offers an enriching work experience on several levels: relational, professional, and cultural. Every day, our teams are making trade happen. Join us!

THE ROLE

The Human Resources Business Partner is responsible for oversight and implementation of human resource functions and serving as a key HR business partner for a diverse group of corporate functions. This individual should possess 10+ years of demonstrated strategic HR disciplines.

MISSION

• Challenge, advise and support Coface managers through the delivery of expertise on Human Resources services, policies and programs related to recruitment, career, performance, learning and knowledge transfer in order to improve organization results.
• Create an environment where managers are committed to lead through change and engage their teams.
• Ensure efficient workforce planning and budgeting of Coface's human capital.

This is not exhaustive: you may be required to carry out additional responsibilities as requested by SVP of Human Resources.

Strategy and business policy:

• Define the HR policy in order to deliver short, medium and long-term objectives based on Coface's strategy.
• Develop suitable processes and procedures.
• Network with managers to understand their needs. Advise, challenge and support them in the implementation of solutions.
• Manage strategic negotiations and issues (reorganizations, mergers/acquisitions, outplacement, etc.).
• Adapt organizational design in line with business requirements.
• Raise the leadership capacity of managers to build a culture of commitment to results, cooperation, teambuilding and openness, as well as equip them to lead through change.
• Monitor integration of Corporate Social Responsibility (CSR) on the business agenda.
• Manage and resolve day-to-day and complex employee relations issues. Conduct effective, thorough, and objective investigations. Provide day-to-day performance management guidance to line management (coaching, counseling, career development, disciplinary actions).
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Manage specific projects as determined in the annual HR plan and participate in functional and cross-functional initiatives. Participate in corporate HR project teams and programs and coordinate community involvement, where applicable.
• Actively lead the employee engagement survey three times a year and full analysis of results
• Build a strong relationship with GROUP HR in Paris.

Workforce planning:

• Define the recruitment and selection methods ensuring quality of hire.
• Build and update career development and learning paths for all functions.
• Promote internal and international mobility.
• Monitor the performance cycle; managing under-performance and talent through individual development plans.
• Prepare and monitor succession plans.
• Support managers in forecasting and planning their talent pipeline requirements in line with the business objectives.

Reporting:

• Ensure correct data entry in the HR reporting system.
• Prepare key statistical reports and other periodic reports for management (recruitment, movement of employees, strategic goal accomplishment).

Administration:

• Prepare all necessary items for biweekly payroll via ADP Workforce Now.
• Manage yearly performance reviews, mid-year review cycles, and annual objective setting.
• Ensure the maintenance of all necessary personnel procedures and information systems for effective workflow resource planning.

Communication

• Lead the Employees engagement Survey and Action Plan follow up for fostering commitment and motivation.
• Share relevant information on HR projects and respond to queries from Coface employees and managers.
• Communicate with employees on HR projects and company policies.

Risk and Compliance:

• Liaise with internal stakeholders to identify professional risk factors at Coface and target helpful actions.
• Act as a Business Continuity Officer: ensure implementation of the Operation Continuity Plan and report on impact for the main processes.
• Ensure compliance with local employment law and best practices.
• Ensure compliance with regulations and procedures as laid down by Coface and external regulators.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.

CANDIDATE REQUIREMENTS

Delivery Related

Result driven: to keep track of targets and generate results regardless of obstacles within deadlines and according to expected standards.

Customer oriented: to identify and understand internal/external customers’ needs and requirements to provide solutions (standard or individual ones). To develop and maintain long-term relationships and cooperate with internal/external customers.

Well organized: to take into account human, financial and operational resources available in order to manage an efficient and autonomous workflow to deliver appropriate results.

Team player: to accept and support team objectives. To prioritize a collaborative working environment over personal preferences. To maintain team members’ cooperation and good relationships.

Supportive of change: to pursue continuous improvement by seeking ways to develop products, services or processes for increased efficiency or effectiveness, regardless of where the product, service or process started. To identify ways to promote successful business.

Deliver data and information: to communicate ideas and information completely and accurately in writing. To ensure that messages are understood reliably by others.

Organizational knowledge: to understand the company’s structure, rules and the general environment in which the company operates.

Knowledge and information sharing oriented: to proactively share relevant information for the company and/or team members. To support and teach others by transferring acquired knowledge and expertise. To initiate or support sharing systems.

Negotiating

to work towards win-win outcomes from understanding all stakeholders’ expectations and responding to them adequately to achieving value-added results during negotiations.

Leadership Related

Commitment to results

to actively pursue success in delivering projects and activities based upon factual and accurate analysis regardless of obstacles and within deadlines.

Cooperation: to foster collaboration across the company’s international and diverse community by building relationships based on trust with managers, peers, teams, and encouraging cross/department talent and initiatives in order to meet internal and external client needs.

Openness: to be keen to communicate a sense of purpose and an innovative vision of change inspired by forward-thinking in order to expand the company’s business acumen and growth opportunities.

THE CANDIDATE

• Bachelor’s Degree in related field required.
• 10+ years proven working experience in human resources preferred.
• Experience in Credit Insurance or Insurance a plus.
• Proficiency in Microsoft Office Suite.
• Advanced knowledge of standard HR concepts, practices, and procedure.
• Advanced knowledge of employment law.
• Familiarity with HR systems (ADP & SuccessFactors a plus).

WHAT WE OFFER:

Competitive Compensation.

• Medical (High, Low EPO, HDHP plans), Dental, and Vision Benefits.
• Employer paid Short Term disability, Life Insurance and AD&D.
• Voluntary Long Term Disability, Life and AD&D.
• Flexible Spending Accounts, Health Savings Account (if applicable).
• 401k with company matching (Company match is 70 cents to the dollar, up to 6%).
• Paid-time-off (including sick, personal, vacation and 11 Holidays & 1 floating).