Descripción del empleo

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

- 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

- 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.




- 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

- 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.

- 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

Requisitos

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

Información adicional

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

📌 HRBP & LD (Madrid)
🏢 Veolia
📍 Madrid