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Technology is our how. And people are our why. For over two decades, we have been harnessing technology to drive meaningful change.
By combining world-class engineering, industry expertise and a people-centric mindset, we consult and partner with leading brands from various industries to create dynamic platforms and intelligent digital experiences that drive innovation and transform businesses.
From prototype to real-world impact - be part of a global shift by doing work that matters.
The People team plays a pivotal role in driving organizational success and growth. They focus on talent acquisition, onboarding, retention, compensation, benefits, administration, and analytics while implementing effective practices and policies. Additionally, they enhance employer branding and internal communication initiatives. By deeply engaging in business partnering, the People team works closely with other departments and management to align HR strategies with the company's business goals.
The HR Business Partner plays a crucial role in aligning Endava's human resources strategy with its overall business objectives. Serving as the primary contact for all people matters, they function as an advocate for employees, an expert in employee relations, a catalyst for change, and a strategic advisor to the business. By possessing a deep understanding of the market within their designated unit, the HR Business Partner can effectively shape and position the unit for success by leveraging the power of our people.
In their capacity, the HR Business Partner drives the global human resources strategy for Endava’s locations in Germany, Austria, Switzerland, The Netherlands, Denmark and Sweden. This involves collaborating closely with business leaders and managers to enhance workforce capabilities, devise talent management strategies, and develop initiatives that advance shared organizational goals, ultimately leading to tangible business outcomes. Additionally, the HR Business Partner ensures adherence to legal regulations within their purview, collaborating closely with other HR functions to maintain compliance across the board.
Tasks
The responsibilities include but are not limited to the following tasks:
Strategic Adviser:
- Acts as an adviser for the client group's leadership team, aligning business strategy with the people agenda and transforming the needs into solutions and initiatives contributing to meeting organizational goals;
- Provides consulting services on the organization’s design structure, roles, and responsibilities to optimize performance and drive business results. This may involve restructuring teams or departments, developing new job descriptions, or creating new roles to support the business strategy;
- Partners with the leadership team to guide them through change with impact as needed;
- Utilize data, metrics, and analytics to identify trends, develop data-driven recommendations to drive results in the organization, and measure initiatives’ effectiveness. Results may have reached beyond the immediate client group.
Execution Focused:
- Drives and provides guidance on core people processes across the client group (workforce planning, grades, salary review processes, performance management) and ensures alignment across processes with the rest of the region;
- Acts as an account manager and works with the wider People team to deliver excellent people solutions within designated timelines and budgets;
- Contributes to the capability growth plan for the client group, collaborating with leaders to ensure it addresses the skills gaps and career growth plans of the individuals and teams and drives a talent strategy focused on engagement and retention of top talent;
- Mentors, coaches, and provides feedback to managers at all levels.
Employee Relations and Compliance:
- Manages and resolves employee relations cases, e.g., monitoring absence, capability, and performance, disciplinary investigations, and mediating workplace conflict in line with the companies’ policies and legal requirements;
- Keeps abreast of local employment legislation and translates the impact on our organization and business processes ensuring regulatory compliance;
- Contributes to the development, implementation and communication of policies and procedures and provides guidance and interpretation on people policies;
- Owns the relationship with local employee and union representations and, if necessary, manages complex union/redundancy consultations.
Requirements
- You hold a degree in Human Resources or a related field;
- The area you will oversee is extensive, covering numerous countries;
- Experience in larger organizations is highly beneficial;
- You bring several years of work experience in global HR roles with demonstrated expertise in multiple HR areas including organizational development, talent and performance management, compensation and benefits, and international employee relations. M&A experience is preferred;
- You have an excellent knowledge of employment laws and regulations in Germany and familiarity with laws in other European countries;
- You possess significant international employment relations experience, such as dealing with restructuring and post-M&A scenarios;
- You have relevant, progressive HR Business Partner experience supporting senior-level and executive leaders;
- You have excellent communication and interpersonal skills to build strong relationships and influence stakeholders at all levels;
- You have an excellent knowledge of HR best practices on a global level, working in international teams and supporting client groups in various countries through change projects;
- You believe there’s a way to solve any challenge and take pride in delivering timely and thorough service with outstanding follow-up;
- You are skilled at applying data insights to decision-making, interpreting HR data, and deriving actionable recommendations;
- You enjoy innovative HR work and are highly passionate about driving current topics forward;
- You are fluent in English and German; any other language would be a plus.
Benefits
Discover some of the global benefits that empower our people to become the best version of themselves:
- Finance: Competitive salary package, share plan, company performance bonuses, value-based recognition awards, referral bonus;
- Career Development: Career coaching, global career opportunities, non-linear career paths, internal development programmes for management and technical leadership;
- Learning Opportunities: Complex projects, rotations, internal tech communities, training, certifications, coaching, online learning platforms subscriptions, pass-it-on sessions, workshops, conferences;
- Work-Life Balance: Hybrid work and flexible working hours, employee assistance programme;
- Health: Global internal wellbeing programme, access to wellbeing apps;
- Community: Global internal tech communities, hobby clubs and interest groups, inclusion and diversity programmes, events and celebrations.