The ideal candidate will drive a high-performance culture and continuous learning by measuring and improving organizational environment, mapping and accelerating talent, and orchestrating a development and technical-commercial certification system that converts strategy into capabilities.
responsibilities
* oversee full-cycle of climate & culture: raise enps/internal satisfaction.
* talent & succession: succession plan coverage for critical roles.
* learning & capabilities: 90% compliance with annual training plan.
* apply talent mapping tools (360°, 9 boxes, netafim leaders) to early leaders.
* ensures compliance with company policies and procedures and legal responsibilities
* university & alliances agreements for junior talent pipeline.
* design and operate a listening system (surveys, pulse checks, focus groups) segmented by area/role/location. Translate findings into action routes with owners, milestones and metrics.
* co-design cultural campaigns and rituals (recognition, feedback, psychological safety, inclusive leadership).
* lead talent calibrations (potential/performance), identify critical roles and flight risks. Orchestrate individual development plans (idp) and career plans; monitor evidence and progress. Keep talent inventory and succession boards updated by critical role.
* execute training needs assessment using data (climate, kpis, audits, clients). Design blended learning experiences (on-the-job, microlearning, mentoring, bootcamps), measurable with course nps.
* define the technical competency framework by family (installation, design, commercial) and levels. // in coordination with corresponding areas.
qualifications
* bachelor's degree or equivalent experience in human resources, or related area
* 5+ years' of experience working in human resources (od, training or generalist).
* strong interpersonal, service and communication skills.
* lms, power bi/excel avanzado, microsoft forms/teams/sharepoint.
* curiosity to engage with the business (on the field).
* english spoken able to handle meetings, trainings and daily conversations.
* willing to travel at least, 1 week per month.
* sap - successfactors.