Join ABB and work in a team that is dedicated to creating a future where innovative digital technologies allow greater access to cleaner energy. 

Our mission Human Resources (HR) is to help ABB stand out when it comes to our people - from leadership, performance and talent management to rewards and career opportunity. In all that we do, we seek to create competitive advantage by dedicating resources to attracting, developing and retaining talented individuals who are customer-focused, collaborative, innovative and driven.

ABB Drives is a pioneering technology leader, providing products and solutions to help our customers maximize productivity, safety and energy efficiency, with a focus on reducing impact on the environment.

As a core member of the local Business Management Team, provide on-location HR support in the assigned geographic area to employees including managers to ensure effective and sustainable workplace relations and performance in close collaboration with HR network. Apply HR policies defined by Group Centers of Expertise (CoE), including on Labor Relations as defined in each country with Country HR. Ensures & assures local compliance.

Your responsibilities

• 1. Strategy Alignment
• Implement HR priorities in the organization in line with group/ global division / global BU / global function and people strategy, covering culture, people, and organization utilizing the existing HR solution portfolio or ensuring to provide new solutions where appropriate.
• Orchestrate the HR organization to support and deliver on the defined priorities.
• 2. HR Solutions
• Partner with managers and employees in the relevant location to understand current issues that can be supported or resolved through HR practices,processes, or policies.
• Counsel Managers and employees on the most effective solutions to resolve issues.
• Acts as consultant, sparring partner, coach, and facilitator to business leaders.
• 3. HR Process Implementation
• Oversee implementation of HR processes at the location, ensuring compliance with Group policy and guidelines.
• Provides feedback and inputs on relevant local statutory or regulatory requirements into the development and implementation of new or improved processes/products/services.
• 4. Performance Management
• Support manager and HRBP to implement and follow up performance management activities on the site, including poor performance improvement,
• PDA discussion, training need identification, termination, and etc.
• Support the implementation of group and global recognition program.
• 5. Integrated Talent
• Works closely with Talent Partners to ensure a healthy and sustainable talent pipeline in the organization considering internal Talent pool and external market.
• Drives and executes all talent processes with Business Leaders e.g.identification and succession planning on business critical positions, diversity and inclusion and owns the talent outcomes.
• Where appropriate is directly involved in the recruitment of peer level positions.
• Assess risks and coordinate actions to mitigate risks.
• 6. Learning & Development
• Partner with business leaders to understand and identify learning requirements for both individuals and critical populations at a local level.
• Collaborates with Learning Partners to decide appropriate learning strategies and commission design and execution of customized programs to meet the needs identified.
• Measures and evaluates effectiveness of learning solutions to demonstrate business impact.
• 7. Retention and Engagement
• Monitors employee turnover data and put measures in place to support achievement of optimal levels of attrition across the site.
• Assess employee engagement and morale and take actions to address issues.
• 8. Employee Relations
• Represent HR in the workplace, build partnerships between employees, HR and Managers.
• Deliver day to day HR management contact / relationship for employees, including employee welfare, counselling, grievance redressal, disciplinary processes; Facilitate changes.
• Carry out training and communication on HR strategy, policy, and processes when necessary.
• Lead discussions and owns the relationship with local collective bargaining and information/consultation groups where applicable (e.g. works councils, trade unions, employee committees).
• 9. Labor Relations
• Follow policies and instructions set by CoE and Country HR and in close collaboration with CoE and GBS to oversee activities regarding labor relations and organized labor within area of responsibility.
• Manage resolution of labor relations crises which impact at a local level, ensuring necessary flow of information to all stakeholders.
• Build and manage constructive relationships with both internal and external labor relations stakeholders at a local level, in order to support a culture of mutually beneficial cooperation between HR, line managers, employees and their representatives.
• Advise and proactively communicate with local business leaders, relevant HR stakeholders and the Legal function regarding requirements in labor relations, forthcoming legislation, etc.
• 10. Standards and Governance
• Implement and ensure compliance with global and local standards, rules, tools, policies and processes related to operations/project execution.
• Share and develop best practices across the wider HR community.

Your background

• Must have bachelor’s degree in Automation, Human Resources or others related major.
• Minimum 8 years HR experience, prior HRBP experience is preferred.
• Solid HR competency across various HR functions especially in recruitment
• Be able to develop creative ideas into something practical and workable
• Good communication skills, problem solving skills, good interpersonal skill
• Self-driven, has good business acumen.
• Ability to work under pressure
• Fluent English in oral and written