Human Resources

• Support HR operational and administrative processes, including documentation, follow-ups, and system updates
• Manage and analyze HR databases, reports, metrics, and KPIs
• Prepare reports, dashboards, charts, and analyses using Excel (advanced formulas and pivot tables)
• Support invoicing activities, vendor follow-up, and coordination with Finance related to HR services
• Help maintain data accuracy for headcount, turnover, and other people metrics
• Assist in the continuous improvement of HR processes and reporting tools
• Address employee inquiries by providing guidance on HR platforms, policies, and processes through ticketing systems

HR Intern

• Advise and support managers on employee relations matters including discipline, grievance, absence, and performance management
• Work closely with Trade Union representatives and site leadership to maintain effective employee relations
• Support recruitment, onboarding, organisational change activity (TUPE, redundancy), and HR projects at site level
• Ensure HR policies, procedures, and legal compliance are applied consistently, supporting engagement and risk reduction
• Support and coach operational managers to build confidence and capability in managing people matters
• Monitor and provide HR Manager with management information relating to HR matters, such as headcount, turnover and absence
• Organise and lead engagement activities for the site

HR Advisor

• Provide strategic and operational HR leadership
• Drive the people agenda to achieve site and business commitments
• Provide full HR generalist support and advice to Managers and colleagues
• Lead on complex ER issues
• Facilitate harmonious employee relations
• Lead, coach and develop the HR team
• Ensure compliance in workplace ethics, legal, environmental, and Health and Safety

HR Manager

• You will be responsible for supporting the Talent agenda for a business unit in EY GDS and will be the key point of contact for employees, counselors (managers) and business unit leadership on a range of talent-related matters.
• You will drive and implement the engagement agenda, work closely with other members of the team to provide change leadership, increase workforce capability and talent management.
• You will build a deep understanding of business unit direction and Talent related topics/issues to ensure successful implementation of key projects and processes.
• You will need to be collaborative, influential, and work across functions to execute on attracting, assimilating, developing, engaging and retaining key talent.
• You will drive project management for various HR (Human Resource) initiatives, including Workforce Planning, Performance Management, Talent transformation, Talent Development and Reward & Recognition etc.

Senior HR Business Partner

• Shape enterprise impact by evolving succession planning, talent review, assessment, executive development, and mobility into a cohesive, forward‑looking talent approach that improves clarity, objectivity, and decision quality.
• Build what lasts by designing simple, scalable executive talent frameworks and standards that work across businesses and geographies while supporting enterprise consistency and inclusion.
• Modernize how work gets done by leveraging technology, data, and automation to reduce friction, improve insight, and enable fairer, more transparent decisions.
• Be close to the work through hands‑on execution of succession and contingency planning for business‑critical roles—to identify risk, uncover opportunity, and close gaps through development, mobility, retention, and external pipelines.
• Elevate assessment and potential identification by helping define enterprise talent standards and assessment approaches that inform succession, development, and movement of senior talent.
• Connect strategy to development by partnering with Leadership Development to ensure executive development investments are tightly aligned to succession priorities and role‑critical capabilities.
• Influence the full talent ecosystem by partnering with Executive Talent Acquisition, HR Business Partners, and external experts to align success profiles, workforce planning insights, and internal and external pipelines.
• Prove value through insight by evaluating the impact of talent programs using meaningful data and translating insights into continuous improvement and sustained enterprise value.

Senior Specialist, Executive Talent Management

• Strategic Talent Identification & Succession Planning: Orchestrate the Regional Team Review
• Drive the talent review and potential assessment cycles for the region
• Lead the regional succession planning process
• Own the nomination and development rhythm for high-potential programs
• Oversee the identification of Critical Knowledge Owners (CKO)
• Act as the primary regional focal point for the performance cycle, managing the execution of goal setting and talent assessments
• Influence Process Simplification & Enhancement through partnership with global process owners
• Centralized Headcount Reporting and Strategic Workforce Alignment
• Oversee the regional application of competence assessment frameworks
• Lead the strategic evolution of regional talent benchmarks
• Lead the deployment of Airbus talent tools and performance rhythms into newly acquired or integrated entities

Talent Management Manager

• Use HR expertise to support employees and leaders across the department
• Collaborate closely with HR leadership and Chief Administrative Officers
• Manage recruitment for new and replacement positions
• Evaluate compensation by generating regressions, classifying data, and processing salary adjustments
• Support staff growth and development by guiding managers on training opportunities
• Assist with employee relations by drafting corrective actions and maintaining personnel records
• Provide departmental HR support as the first point of contact

HR Representative

• Collaborate closely with EPD teams to provide proactive guidance across critical areas.
• Foster employee development and cultivate a high-performance culture.
• Ensure competitive and equitable compensation structures.
• Translate business objectives into a people strategy.
• Serve as a trusted strategic advisor to leaders, aligning people ops strategies with business goals.
• Assist with both strategic projects and administrative tasks as needed.

HR Business Partner

• Post job openings on various platforms;
• Screen and source candidates (headhunting);
• Schedule and conduct interviews;
• Support hiring processes with HR/Payroll (Personnel Department);
• Conduct onboarding for new employees;
• Participate in organizing internal events and employee engagement initiatives;
• Support intranet updates;
• Maintain internal HR records and controls;
• Contribute ideas for internal actions and initiatives.

• Architect the HR Service Delivery Experience.
• Drive the Global Talent & Performance Engine.
• Lead Regional Compliance and Training Standards.

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