The People Partner plays a critical role in aligning the people strategy with business goals, supporting leaders in either the Product & Tech or Non-Tech teams. This role combines both operational HR responsibilities, including managing employee relations and lifecycle processes, with strategic initiatives focused on talent management, engagement, and organisational development. The People Partner will act as a trusted advisor to leaders, helping them navigate complex HR matters and drive a high-performance culture.
This role will be reporting to the CHRO (Chief HR Ops)
Key Responsibilities
Operational HR Support
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Performance Management: Guide business leaders in setting goals, conducting performance reviews, and creating development plans. Support managers in addressing performance-related issues through feedback and coaching.
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Employee Lifecycle: Oversee day-to-day HR tasks, including managing employee relations, handling grievances, performance improvement plans, and disciplinary actions, ensuring compliance with employment laws and company policies.
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Leadership Support: Act as a trusted advisor to managers on team dynamics, organisational changes, and performance management to align with HR policies and promote a productive work environment.
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Employee Relations: Serve as a key contact for employee concerns, resolving issues effectively and maintaining a positive and compliant work environment.
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Collaboration with the Works Council: Ensuring effective communication and collaboration on relevant HR and organisational matters of your area of responsibility.
Strategic HR Responsibilities
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Talent Management & Development: Collaborate with leaders with managing their talent ensuring the right people are in the right roles highly motivated to execute the business strategy. Facilitate the talent review process supporting leaders to identify talent needs, developing and retaining high-potential employees, and succession planning.Identify training needs and partner with the Learning & Development team to deliver training programs that enhance leaders and employee skills and knowledge.
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Employee Engagement: Lead engagement initiatives to enhance workplace culture and drive employee satisfaction. Analyse engagement survey results and work with leadership to create action plans. Foster a positive, inclusive work environment, promoting open communication, and addressing employee feedback.Embed DEI principles into people practices within the business units.
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Organisational Development & Change Management: Partner with leaders to align organisational design, workforce planning, and leadership development with strategic goals. Lead change management initiatives within business units accordingly collaborating with other HR functions. Advise leaders on effective change management strategies, ensuring smooth transitions and minimising disruption.
Collaboration & Partnership
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Cross-functional Alignment: Partner closely with the wider HR team to ensure consistency and successful implementation of HR practices and processes across the organisation. Serve as the main point of contact between business units and specialised HR roles, ensuring that business needs are met through collaboration and teamwork.
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Data-Driven Decisions: Use HR metrics and data to provide insights and recommendations that drive business performance. Monitor key HR indicators and collaborate with the wider HR team to present insights to leaders for workforce planning, performance management, and employee engagement.
Qualifications
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Education: Bachelor’s degree in Human Resources, Business Administration, or related field.
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Experience: 8+ years in HR area, minimum 5+ years of HR generalist or HR business partner experience, with a proven track record of supporting leaders and managing both operational and strategic HR responsibilities.
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Skills:
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Strong knowledge of employment law and HR best practices.
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Excellent communication and interpersonal skills, with the ability to influence and advise senior leaders.
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Ability to handle sensitive matters with discretion and professionalism.
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Analytical mindset, comfortable using HR data to drive insights and decisions.
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Preferred: Experience in supporting either tech or non-tech teams within a fast-paced environment.
Additional information
Life at Adevinta comes with its perks! Our Adevintans enjoy the following benefits:- An attractive Base Salary.
- Participation in our Short Term Incentive plan (annual bonus).
- Work From Anywhere: Enjoy up to 20 days a year of working from anywhere! Maybe not from the moon - well why not! just make sure you have internet connection!
- A 24/7 Employee Assistance Program for you and your family, because we care.
- Win together, lose together is one of our key behaviours. At Adevinta you will find a collaborative environment with an opportunity to explore your potential and grow.
On top of these, we also provide a range of locally relevant benefits. Wanna know more? Apply and ask our recruiters!
Company description
mobile.de is Germany’s largest vehicle marketplace with about 1.4 million listed cars, trucks, and motorcycles. Both private customers and more than 40,000 registered vehicle dealers use the platform. Including listing exports to the sister platform Kleinanzeigen, mobile.de reaches about 20 million unique users per month (AGMA digital facts; mobile.de and Kleinanzeigen; categories: cars, motorcycles, commercial vehicles, motorhomes; Ø month April 2022 to March 2023). As a “one-stop shop,” mobile.de offers not only buying and selling services but also financing and leasing solutions, among others. The company, founded in 1996, is a subsidiary of Adevinta, a globally leading provider of online classifieds portals.
mobile.de is part of Adevinta: a global online classifieds specialist and sustainability leader with 25+ products in 10 countries.
Adevinta is an equal opportunity employer and we value diversity. We do not discriminate on the basis of race, religion, colour, national origin, gender, sexual orientation, age, marital status or disability status.
If you feel like you don’t meet all of the requirements for this role but are interested, please consider applying anyway. Research suggests that women and individuals from underrepresented groups may self-select out of opportunities if they don’t meet 100% of the job requirements. We strongly encourage people from historically excluded groups to apply and look forward to speaking with you.
