**Position**:HR Site Nexans Offida** **Organization**
- Function : HR
- Country : Italy
- Location : position on Offida
- Supervisor : HR BU and Plant Manager **Context**: - Sizing & implementing the right workforce & organization
- Developing the management teams
- Ensuring the engagement of all employees on Site
- His/her mission is to design and implement the site HR Strategy, aligned with the BG&BU; strategic roadmap, and contributing to the business objectives.
- The HR Manager is involved in the Business where he/she works closely with the Plant Manager and his/her management team to achieve the objectives of the site(s) in - controlling the cost of employment - developing the local management and supervisory teams - fostering the engagement of all employees - ensuring labor relations compliance. **Purpose**(Sum up the position using one or two sentences)
- The Site HR Manager is responsible for deploying and coordinating the Site HR roadmap (Social transformation, employee engagement, skills management, recruitment, training, ), the Group policies and programs (Compensation & Benefits, Talent, diversity, NRP,) at site level, in line with Nexans HR and business strategy. He/she advises and supports managers on all people related matters. He/she supports the Site Manager in bringing his/her expertise, co-leads the change. **Areas of responsibility** (Use active verbs to define areas of responsibility and especially the weight of each responsibility : “Manage”, “Support”, “Participate”; “Is responsible for”, “Is in charge of”, “Promote”, “Contribute” etc.) **Business and HR transformation**: - Contributes to business strategy of the site (strategic plan, SWOT ).




- Translates and coordinates 3-5 years Site HR vision.
- Develops, coordinates, implements and ensures annual Site HR roadmap.
- Communicates and leads the change management’s actions to support the Site Vision.
- Follows the HR KPI (Absenteeism, Overtime, Total Cost of Employment.) and ensure the right level of performance.
- Coordinates people matters during business transformation (financial, organizational, social and legal, people impact analysis), defines actions plan and acts as a facilitator (communication ). **Staffing**
- Launch the required Staffing
- Coordinates validation of open position requests.
- Leads the interview process, supports site managers in the final selection.
- Prepares and deploys the induction program **Training & Performance**
- Supports and drives processes regarding leadership/career management/knowledge management
- and learning and development.
- Manages the competencies/skills gap analysis for the site and leads the corrective actions.
- According the BG/BU Strategy & the Site Vision, defines the guidelines for learning & development
- actions (coaching, mentoring, training, e-learning...).
- Supports sites managers in the performance process, ensures that all employees have a performance
- review and an appropriate development plan (in line with the gap analysis and business requirements). Follows their realization.



**Work environment, social relations & employment engagement**
- Follows the Health & Safety results and ensures the deployment of the right actions to improve it.
- Contributes with local management to labor relations approach.
- Ensures the compliance the social and legal rules.
- Is responsible for individual and collective bargaining.
- Is responsible for labor agreements negotiation, their communication and deployment.
- Performs complaint, discipline and conflict management.
- Acts as a relay and is responsible for internal communication with employees (Vision, Business events, Group programs & initiatives, ).
- Deploys the employee survey, analyses the results with the management committee, communicates the results and define the actions plan for the site. **Expected results** (What is the expected contribution of the position? What are the main objectives and expected results linked to objectives?)
- RLTI numbers
- Absenteeism rate
- Total cost of employment
- Strike hours
- NLV survey results and actions plan **Position sizing** (A few key indicators of the position such as: Turnover, Budget, Sales volume, number of N-1 etc.)
- Headcount of the site **Required skills and qualifications**(Management and function competencies regarding available Nexans models, personal attributes, education, experience)
- 3-5 years’ experience as HR Specialist/Manager in an industrial site
- Business oriented
- Negotiation skills
- Coaching skills
- Ability to assess/develop people
- Strong communication & animation capabilities
- Good listener, analyses mindset to translate a need in a solution

📌 HR Site Generalist (78519) (Offida)
🏢 Nexans
📍 Offida