HR Business Partner - Budapest office

HR Business Partner – Budapest office

Looking to make a difference in one of the biggest global companies in agri-business (you probably have heard about our local brands, Floriol and Vénusz), in one of the most stable industries at the time being? How about applying for our HR Business Partner role, based in Budapest?

Read the vacancy below and please submit your application in English!

What you will be doing as an HR Business Partner:

Responsible for planning and executing the HR processes for the assigned population, in close collaboration with the centers of excellence (CoE), Bunge Business Services (BBS) and other business partners. Acting as a business partner for the business managers, providing adequate solutions and support for the people processes needs.

Responsibilities:

• Strategic HR Leadership: Partner with functional managers to drive the people agenda, align HR practices with business goals, and advise on organizational structure and talent strategy.
• End-to-End Employee Lifecycle Management: Oversee HR processes and the employee cycle end-to-end for the specific function – recruiting, hiring, administering employees, terminating, managing performance, developing, retaining, and managing succession.
• Employee Engagement & Relations: Foster a positive work environment, act as the primary HR contact, and provide daily guidance and support to employees and managers.
• Talent Management and Development: Supporting the talent management process across the function and driving development initiatives for creating an engaged workforce, a solid succession pipeline, and a capable workforce to reach the company's business objectives.
• Labor Law Consultancy and Expertise: Staying updated with labor legislation and acting as an advisor and consultant on labor law matters for managers, connecting with the legal department.
• Innovation & Improvement: Drive HR projects for business improvement, develop local initiatives, and implement global/regional HR programs effectively.
• Workforce Planning & Compensation Strategy: Supports workforce planning and budgeting by forecasting functional needs. Act as a consultant to propose appropriate compensation practices, ensuring alignment with company policies and market benchmarks.