Head Of HR Germany

The organisation

Our client is an international law firm.

Position

The Head of HR will design the HR strategy for Germany in accordance with the partnership's strategic people priorities.

Responsible for implementation of the HR procedures and activities within the German Practice including attracting, retaining, developing and leveraging talent. Overall responsibility for the German HR team.

The Head of HR must possess excellent leadership skills, and be the interface between the HR team and the partnership, maintaining good visibility and accessibility.

The HR organization is comprised of three areas: employee relations (including payroll), learning and development, and legal recruitment. Each team has its set of annual and long-term objectives, has its annual budget (which is consolidated into one Germany HR budget), and tailors its service delivery to the practice areas/support departments, including legal staff, PA's and non-legal support. The aim of HR is to be an internal business partner for the practice groups and support departments.

Whereas consistent monitoring and improving of procedures and processes is an ongoing objective, the future Head of HR will take this to the next level and build the HR team for the firm we aim to become in the next 5 - 10 years. This includes the ability to continue to business partner a growing business and more importantly to increase people management and change management skills, and provide the tools to the partnership to build a sustainable attractive employer proposition.

The Head of HR will be a part of the management board, member of the global HR team and contributes more widely as a senior member of the HR function.

The focus of the role will include the following and will continue to evolve as the practice grows and evolves in Germany:

• Moderate focused debate with partners and associates to lay the groundwork for the people strategy blueprint.
• Supporting the integration and development of key senior hires
• Supporting management in the development of performance, recognition and reward policies and programmes
• Supporting the Partners in delivering effective performance, talent and career management processes
• Continually reviewing manpower and succession planning requirements to ensure there is sufficient strength in reserve and continued organisational development
• Ensuring best practice in employee relations including management of grievance, disciplinary and termination processes.
• Leading and further developing a highly efficient, modern HR team

Candidate profile

• Be a business leader: not only able to define strategy but also to implement it. Is able to influence and motivate. Sound judgement. Has had experience in successfully designing change processes and in leading a team through complex change scenarios.
• Takes the time to listen, recognizes subtle differences. Likes people, can easily influence them and in his/her own way get things done - a diplomat. Must be accessible for everyone, and able to win the trust of the partners. Is an effective communicator in difficult situations and at all levels and is able to be a role model/teacher for the team in effective communication.
• Creative and flexible. Able to quickly assess issues, develop alternative solutions and implement pragmatic strategies and tactics. Highly effective at translating ideas into feasible plans that are results-oriented. Focuses on the big picture as well as on details. Anticipates opportunities and implications.
• A strong personality, direct, balanced and down-to-earth. Represents the firm and its values at every level of the organization. Self confident and shows genuine respect for people. Able to deliver the good as well as the bad news.
• Maintains control and performance in stressful situations.
• Recognizes opportunities, thinks of alternative solutions, out-of-the-box thinker. Has the intellectual ability to innovate but also an implementer who is able to put new ideas into action. An innovator who seeks to continually improve the status quo.
• Has experience in an international environment and can balance the requirements of the local practice with an ongoing constructive relationship with the global HR function.
• Sound HR generalist skills and experience. Proven experience in developing and driving process and efficiencies.

Interested?

You can apply to this position by following the link below.