HRBP & LD

Within the HR department, the HR Business Partner is responsible for providing strategic and operational HR consulting and support to assigned business units, ensuring alignment of people management practices with company objectives and actively contributing to organizational success.

STRATEGIC BUSINESS PARTNERSHIP

The HRBP acts as a strategic consultant to managers of assigned business units, integrating the HR perspective into business decisions.

Develops and maintains collaborative relationships with managers of assigned business units, understanding their objectives, priorities, and specific challenges

Provides 360° HR consulting on all people management matters

Supports management decision-making processes and translates business strategies into concrete and measurable HR action plans

1. ORGANIZATIONAL CHANGE MANAGEMENT

The HRBP facilitates and guides organizational transformation processes, acting as a change facilitator, supporting the organization in adopting new strategies, structures, or processes.

Supports transformation by assessing the organizational impact of management decisions, identifying critical areas and resistance, and developing appropriate communication and change support strategies

2. EMPLOYEE RELATIONS AND ORGANIZATIONAL CLIMATE

The HRBP will serve as the reference point for labor relations matters, collaborating across all business lines to ensure an optimal work environment and regulatory compliance. This person will be responsible for advising and supporting in each business line on managing complex situations, collective bargaining, conflict resolution, and policy implementation. This role will involve establishing effective communication bridges, anticipating potential contingencies, and promoting practices that strengthen the employer-employee relationship.

3. COMPLIANCE AND REGULATORY CONFORMITY

The HRBP ensures compliance with labor regulations and company policies, guaranteeing full conformity with applicable labor laws and regulations

Provides guidance to managers on legal, regulatory, and procedural matters related to personnel management

4. COORDINATION WITH SPECIALIZED HR FUNCTIONS

The HRBP integrates specialized HR competencies to meet business needs

Talent Acquisition: Collaborates in defining staffing needs, target profiles, and recruiting strategies; participates in selection processes for critical roles; ensures effective integration of new hires (onboarding)

Learning & Development: Identifies competency gaps and training needs in assigned business units; contributes to designing development paths and training programs; supports implementation of upskilling and reskilling initiatives; monitors effectiveness of development interventions

Compensation & Benefits: Collaborates in managing compensation review and performance evaluation processes; provides input to ensure internal and external equity; supports communication and implementation of compensation and benefits policies; manages specific requests and situations related to compensation

Contributes to cross-functional HR projects by bringing the business perspective.

5. CROSS-FUNCTIONAL LEARNING & DEVELOPMENT COORDINATION

The HRBP will be responsible for coordinating the entire Learning & Development area across Water Tech in a transversal manner, working collaboratively with HRBPs from each business line. This includes:

• Managing the company's training process by developing, defining, and monitoring the training plan in accordance with group directives and obligations
• Ensuring proper use of training tools and platforms
• Obtaining necessary authorizations according to established procedures
• Aligning training initiatives across all business lines to ensure consistency and strategic coherence
• Supporting HRBPs in each business unit to implement training programs and monitor their effectiveness

• Bachelor's Degree in Human Resources, Labor Relations, Labor Law, Organizational Psychology, Business Administration, or related fields.
• Preferred: Master's Degree in Human Resources, Labor Relations, Labor Law, or MBA with specialization in People Management.
• Experience: 5 years in similar positions.
• Languages: high-level English and Spanish (C1).
• Preferred: PHR

Technical Knowledge:

• In-depth knowledge of Spanish labor law and HR practices (valuable Portuguese)
• Knowledge of change management and organizational development methodologies
• Competence in HR data analysis and people analytics
• Familiarity with HRIS systems and HR management tools

Skills:

• Understanding of organizational dynamics
• Strategic consulting and influencing capabilities
• Excellent communication skills
• Mediation, negotiation, and conflict management abilities
• Critical thinking and problem-solving
• Project management and handling multiple priorities
• Coaching and people development

Behaviors:

• Strategic and results orientation
• Proactivity and initiative
• Flexibility and adaptability
• Integrity and confidentiality
• Collaborative approach
• Internal customer orientation
• Resilience and stress management

¡Dare to be part of a team that recognizes and values diversity, in which you will be challenged every day with projects, working together with a common goal: Ecological transformation! #weareresourcers

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

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

Como empresa inclusiva, Veolia está comprometida con la diversidad y valora todas las solicitudes sin discriminación.