HR Manager for Bosnia – Teleperformance Sarajevo

Strategic Leadership: Develop and implement the local HR strategy aligned with the company's goals and drive organizational success.

Employee Development and Performance Management: Design and execute programs for employee training, career development, and succession planning to build a skilled and capable workforce in strong alignment with the regional Learning & Development Team.

Employee Relations: Foster a positive and inclusive work environment by addressing employee concerns, resolving conflicts, and promoting diversity and inclusion initiatives.

Compliance and Risk Management: Ensure the organization's HR policies and practices comply with legal requirements and mitigate risks.

Culture and Engagement: Drive initiatives to enhance employee engagement, satisfaction, and alignment with the company culture and values.

Change Management: Lead and support organizational change initiatives to ensure smooth transitions and minimize disruptions.

May perform other duties as requested not specifically addressed in this document.

Approve and implement HR policies and procedures.

Secure HR governance and compliance in all HR matters.

Support on final decisions on talent acquisition, promotions, and terminations.

Support to determine compensation structures and benefits packages.

Resolve high-level employee relations issues.

Allocate resources for HR projects and initiatives.

Propose strategic HR initiatives to the local management team that support business objectives.

Recommend changes to organizational structure and workforce planning based on business needs.

Suggest improvements to HR processes and systems to enhance efficiency and effectiveness.

Advise on best practices for employee engagement, development, and retention.

Provide insights and recommendations on industry trends and competitive compensation practices.

Education: minimum Bachelor’s degree in Human Resources, Business Administration, or a related field; preferable Master’s degree or HR certification (e.g., SHRM-SCP, SPHR) preferred.

Experience: Minimum of 8 years of progressive HR leadership experience, with at least 5 years in a manager role.

Languages: Fluently written and spoken English (C1) and German (C1)

Industry Knowledge: Deep understanding of HR best practices, employment laws, and industry trends.

Leadership: Proven track record of leading and developing high-performing HR teams.

Strategic Thinking: Ability to align HR strategies with overall business goals and drive organizational change.

Analytical experience: Strong ability to analyze HR metrics, workforce data, and financial reports to make data-driven decisions.

Quantitative Aptitude: Proficiency in using data to inform HR strategies, including talent management, compensation, and performance metrics.

Strategic Vision: Strong ability to think strategically and develop long-term HR plans.

Leadership: Exceptional leadership and management skills to inspire and guide HR teams.

Communication: Excellent interpersonal and communication skills to effectively interact with employees at all levels.

Problem-Solving: Strong analytical and problem-solving skills to address complex HR issues.

Negotiation: Skilled in negotiation and conflict resolution to manage employee relations effectively.

Project Management: Ability to manage multiple HR projects and initiatives simultaneously.

Change Management: Expertise in leading organizational change and managing transitions.

Technology Proficiency: Proficiency with HR information systems (HRIS) and other relevant technology.

Cultural Competence: Deep commitment to fostering diversity, equity, and inclusion within the workplace.

Analytical Leadership: Demonstrated ability to use data and metrics to drive HR strategy and improve organizational outcomes.

Number-Driven: Strong numerical and quantitative skills to evaluate and improve HR programs, budgets, and initiatives.