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HR Coordinator / Business Partner


  • Duńska 11, Fabryczna, Wrocław
    Wrocław, Lower Silesia
  • offer expired 25 days ago
  • contract of employment
  • full-time
  • specialist (Mid / Regular), senior specialist (Senior)
  • full office work


Duńska 11



Your responsibilities

  • The role of Human Resources Business Partner/Coordinator is one of the key positions within the business. It is a central service to both management and employees and is essential in ensuring the business is legally compliant in relation to employment law

  • This position is a member of the Senior Management Team and is involved in senior level decision making

  • This is a wide and varied role with responsibility for HR Strategy, Administration, Payroll and Policy development. The position is relied upon in a variety of important situations relating to employment practice and used as an internal consultant/adviser frequently

Our requirements

  • This position requires previous experience in Human Resources, likely at Officer/Adviser level. Ability to communicate and influence at a senior level along with Presentation skills and some background in Training

  • A thorough understanding of employment law and ability to demonstrate its practical application to the workplace is essential

  • Recent experience gained in a Manufacturing environment would be a distinct advantage

  • A “can do” attitude: proactive and action-oriented approach with no fear of failure and readiness to change

  • Knowledge and experience of HRIS, generating reports, and storing employee data. Microsoft Office, Word, Excel, Powerpoint

What we offer

  • Employment contract – first 6 months via agency, then by HARTING

  • Private medical care

  • Sport card

  • Language courses

  • Parking place

  • Trainings

  • Hybrid working

  • Laptop and mobile

About the role:

  • Reporting to Managing Director/dotted line to Finance Director and Global EMEA HR Manager

  • To provide comprehensive and effective Human Resources support to all employees of the Sales and Production facilities in Poland. Taking care of all aspects of the Employee Journey

1. Recruitment

Coordinate all recruitment activity within the company. Utilise the Corporate Job Profile tool as appropriate and aligning to HARTING standards, attract and identify suitable candidates. In partnership with Line Managers, interview and assess candidates to ensure that all new recruits fit with the culture of the team and are capable of the role. Offer, communication and Onboarding process aligned to corporate processes.

Liaising with external recruiting partners and agencies as required for both permanent and temporary positions

Handling all Contracts of employment and administering associated new employee set up processes.

2. Training

Ensure all new recruits receive a comprehensive Induction program and are settled into the company quickly and effectively. Ensure all employees receive the necessary training and development in order to perform their role and develop within the company. Administer and record all training activity.

Co-ordination of the Performance Review/Appraisal process ensuring all employees receive regular feedback and support and that training needs are identified and met.

Skills Gap Analysis tool

Review existing Training Management records

3. Health & Safety

Participate or Chair the monthly H&S Committee Meetings, ensure that the company maintains safe working practices at all times. Update senior management on developments in Health and Safety and ensure legal compliance. Coordinate Fire Wardens and First Aiders, ensure training is up to date for all.

4. Employee Relations

Develop and implement policy and practice to ensure best practice in employee relations at all times. Advise and support departmental managers in any employment matters and offer a service to all employees as an internal adviser.

Ensure self is kept up to date with Legislative changes

6. Payroll

Provide accurate Payroll information to the external payroll provider for monthly processing, maintain records, filing etc (cooperation with accounting team).

7. Remuneration & Benefits

Develop, review, monitor and implement competitive reward policy and package for all employees. Run Salary and Benefit reviews annually and management of salary review and Bonus administration.

8. Ensure all MbOs are completed on time and are consistent across departments, communicated and documented, in line with both corporate and local guidelines.

9. Participate in internal Audit assessment where appropriate, continuous improvement and benchmarking principles to be adopted

10. Employee Surveys to be organised annually, ensure communication newsletters and frequent updates are in place, action planning for continuous improvement.

11. Regular contact with Global HR Manager (EMEA) to align with corporate initiatives and projects as well as data and reporting requirements

12. Deliver Management training workshops as required for legislative and procedure changes, best practice etc

13. Active member of the management team

14. Maintain and update the SAP HR Employee Data. Setup and maintenance of local HR sharepoint where all relevant documents/regulations/procedures are up-to-date and available.

15. Ensure all policies and procedures are kept up to date, employee handbook etc

16. Undertake additional projects as requested both locally and from Global HR

17. Attend the regional EMEA HR Forum events held both virtually and in person at locations within the region.

18. Join and participate in local association HR networking events

19. Budget management