HR Intern

Purpose

The HR Business Partner (HRBP) works closely with business leaders and line managers across one or multiple sites or countries to align people strategies with business priorities. This role plays a key part in shaping the employee experience, driving organizational performance, and fostering a culture of learning, inclusion, and engagement.

Key Missions

• Partner with business leaders and line managers across one or multiple sites or countries to understand business strategy and translate it into a people agenda
• Drive workforce planning, organizational design, and talent actions that enable business growth
• Participate in business planning processes and provide HR insights and recommendations
• Work closely with managers and BU Controllers to understand key financial metrics and cost drivers
• Play an active role in the business budgeting process by partnering on workforce planning, training cost planning, and ensuring HR investments align with financial targets and evolving business needs
• Build strong partnerships with cross-functional teams including Finance, Legal, IT, and Global HR teams to ensure integrated business and people solutions
• Enable and support line managers in succession planning, career development, and building goal-setting and feedback practices across their teams
• Identify skill gaps and partner with the Regional HR Head, BU HR, Talent & Development COE, and business leaders to drive upskilling and reskilling
• Enable a high performance culture by embedding strong performance management practices, addressing underperformance and developing top talent
• Champion diversity, equity and inclusion by embedding inclusive practices into hiring, development and engagement processes
• Champion the employee experience across the full lifecycle - onboarding, growth, development, reward, recognition and exit
• Partner with managers and location leaders to drive local employee engagement actions based on feedback from surveys, 1:1 connects and other listening channels
• Promote a culture of inclusion, psychological safety and wellbeing
• Monitor employee sentiment and proactively act on signals to improve retention and satisfaction
• Support organizational changes by managing people impact, planning, communication and capability building
• Guide and coach managers in handling employee relations matters fairly and consistently
• Ensure compliance with local labor laws, internal policies and ethical practices
• Identify people risks and contribute to mitigation plans
• Drive execution and adoption of core HR processes such as objective setting, performance reviews, compensation, engagement surveys and talent reviews
• Collaborate with the Regional HR Head, BU HR, COEs and HR Operations to ensure seamless delivery of HR services and programs
• Continuously improve local HR processes to meet evolving business and employee needs
• Use people data and analytics to inform decision making and shape HR priorities
• Provide local insights and workforce trends to influence local, regional and global HR and business strategies
• Leverage HR technology and systems to enhance efficiency, data visibility and decision-making
• Intern/ Apprentice

Profile & Other Information