HR Business Partner (w/m/d) Voll- oder Teilzeit (80-100%)

As an HR Business Partner at Drees & Sommer, your key responsibilities include advising and supporting employees and leadership teams, managing HR processes such as onboarding and employee development, and leading strategic HR project implementations. You will also analyze KPIs to derive actionable insights for business leaders.

To qualify for the HR Business Partner role at Drees & Sommer, candidates should have a relevant degree in business administration or psychology, ideally with an HR focus, and a minimum of three years of experience in a similar role, preferably within the construction or real estate sector. Proficiency in German and good English skills are also required.

While it is not strictly essential, prior experience in the construction or real estate industry is preferred for the HR Business Partner role at Drees & Sommer. It helps to understand the unique context of the sector, enhancing the effectiveness of HR strategies.

Drees & Sommer offers a robust benefits package for HR Business Partners, including opportunities for mobile work, individual professional development through the Drees & Sommer Academy, and health bonuses. Additional benefits include options for sustainable mobility and childcare subsidies.

The work environment at Drees & Sommer is dynamic and collaborative, emphasizing strategic thinking and innovation. HR Business Partners are encouraged to work independently and as part of interdisciplinary teams, fostering a culture of support and development.

When approached with strategic HR projects, I first align with business objectives and key stakeholders to understand their needs. Utilizing a systematic approach, I assess current HR practices, gather data, and propose strategic initiatives that foster employee engagement and enhance productivity.

In my previous role, I implemented a comprehensive onboarding process that streamlined new hire integration and training. This project significantly reduced the time to productivity for new employees by 30%, enhancing overall satisfaction and retention rates.

I believe in addressing HR conflicts through open communication and by facilitating discussions between the involved parties. My approach is to listen actively, empathize, and find common ground while also aligning solutions with company policies and cultural values.

I typically focus on retention rates, employee engagement scores, and the time to hire as core metrics. These KPIs provide insightful data on the effectiveness of HR initiatives and can guide future strategies for enhancing workforce management.

I regularly attend workshops and webinars, subscribe to HR and labor law newsletters, and participate in professional HR associations to stay updated on labor laws and regulations, ensuring that our practices remain compliant and beneficial.

I prioritize ongoing engagement through regular feedback sessions, recognition programs, and team-building activities. I also advocate for employee involvement in decision-making processes to strengthen their sense of belonging and commitment to the company.

I have managed performance management systems that emphasize continuous feedback and personal development. By integrating individual goals with business objectives, I ensure that employees are supported in achieving their best performance.

In my previous organization, I identified inefficiencies in the recruitment process. I collaborated with hiring managers to streamline application procedures and reduce interview time, which led to a 20% decrease in hiring duration while improving candidate experience.

I implement various communication strategies, such as informational sessions, newsletters, and intranet updates. By ensuring that policies are clearly articulated and accessible, I foster an environment where employees are well-informed and aligned with HR directives.

An HR Business Partner plays a crucial role by aligning HR initiatives with the strategic goals of the organization. By acting as a consultant to management, we provide valuable insights on workforce capabilities, foster a culture of innovation, and support overall business success.