HR Business Partner

SOS Children's Villages, founded in 1949, is the world's largest non-governmental organization focused on supporting children and young people without parental care, or at risk of losing it.

Child neglect, abuse and abandonment is everywhere. Families are at risk of separation. Locally led, we work in more than 130 countries and territories to strengthen families who are under pressure so they can stay together. When this is not in a child or young person's best interests, we provide quality care according to their unique needs.

Together with partners, donors, communities, children, young people and families, we enable children to grow up with the bonds they need to develop and become their strongest selves. We speak up for each child's rights and advocate for change so all children can grow up in a supportive environment.

Location: Innsbruck or Vienna (Austria)

Duration: Full-time, Unlimited

Mission

The HR Business Partner Team is part of the Human Resources and Organisational Development (HROD) Function who enables the organisation to reach its strategic goals and is a professional partner in all HR related aspects such as Learning & Development/Capacity Building, Talent Management and Succession Planning, Performance Management, Strengthening governance and accountability and Recruitment.  The HR Business Partner team is responsible for the implementation of strategic projects related to safeguarding in the International Office.

In this context the HR Business Partner under the direct supervision of the HR Business Partner Head, takes overall responsibility as a HR Business Partner with focus on employee relations while being pivotal in managing the end-to-end employee lifecycle.

In this capacity, the incumbent will also provide HR expert advice to functional business leads on all related HR topics and issues while closely liaising with the HR specialists as needed.

The incumbent will take responsibility in implementing HR strategic projects, such as safeguarding initiatives within the International Office. The incumbent will play an important role in employee relations, prevention and management of grievances and misconduct cases.

Tasks & Responsibilities

• Contribute to the management of the whole employee lifecycle, including employee engagement and employee experience
• Implement strategic HR and safeguarding projects, initiatives and processes as they relate to the International Office (including but not limited to prevention of SHEA, harassment, bullying), promoting DEI and gender equality
• Manage grievance and misconduct cases
• Provide functional business leads with HR expertise and advice in their efforts in operational workforce planning
• Cooperate and assist in developing job profiles in line with organisational needs including review and/or revision of structure needs and related operational change management initiatives as required
• Independently manage all elements of the recruitment lifecycle and work closely with the assigned business functional areas including demand planning, job design and job advertisement, application management, interview process, reference taking and secure a smooth onboarding of new employees
• Contribute to staff council negotiations and reaching company agreements

Requirements

Essential:

• University Degree in Human Resources, or Business Administration with HR focus, International Relations or Social Science, Law (or experience with applied law) or relevant Diploma/Certification in HR with comparable extensive experience;  (Labour law certification is an asset)
• Minimum of 5 years of relevant HR experience as a global HR Business Partner, or:
  • Experience with safeguarding, grievances, case management, PSHEA
  • Experience in employee engagement and employee relations
  • Experience in gender equality and diversity
  • HR Generalist with focus on managing the employee lifecycle in an international context
• INGO experience or work experience from an international organization
• Good general HR knowledge
• Advanced knowledge of labor law, Austrian labor law would be a strong asset
• Strong ability to manage grievance and misconduct cases
• Advanced knowledge in job design
• Good skills in the use of social media and advertising channels, use of current recruitment tools – online/cloud based
• Advanced workforce planning skills and knowledge
• Good knowledge of safeguarding and PSHEA prevention
• Extensive knowledge about Diversity, Equity and Inclusion, and gender equality
• Very high cultural sensitivity
• Expert organizational skills
• Strong communication skills with strong customer orientation, including kindness and inclusiveness
• Result orientation and readiness to take initiative
• Eagerness to continuously learn
• Excellent English writing and oral skills, German language skills would be a strong asset
• Work permit for the location you are applying to (and willingness to relocate, if necessary)

Desirable:

• Basic knowledge in job classification/evaluation
• Previous exposure to policy and/or guideline writing and/or formulating HR concepts
• Experience ins staff council negotiations
• Experience in delivering trainings and formulate relevant HR concepts and guidelines

We offer

• A diverse range of interesting tasks in a leading INGO multicultural working environment
• As a responsible employer we provide a range of training schemes and encourage educational enhancement
• A salary that will be commensurate with experience and qualifications
• 14 salaries/year
• Overtime – does not get lost and can be taken as hours off
• Home-office possibility
• Possibility to work from abroad max 25% of your working time
• 25 days of paid annual leave
• Choice between Innsbruck and Vienna office
• Training possibilities

What We Stand For

SOS Children’s Villages is committed to creating and maintaining a caring and protective environment, which promotes its core values, and prevents and addresses child abuse and exploitation. We strongly condemn all forms of child abuse and exploitation, be it within or outside of our organization, and always respond to any case of proven, alleged or attempted abuse within our sphere of influence according to its nature. Efforts ensure that mechanisms are in place to raise awareness, aid prevention, encourage reporting and ease response. They range from human resource development actions such as training and counselling to measures such as suspension, dismissal, and legal action.

SOS Children’s Villages is committed to creating and maintaining a safe working environment for our staff, the children and young people and the communities that we work for. The organization prohibits harassment, exploitation and abuses by or of any employee, supervisor, manager, child, young people, community, contractor, applicant, or other individual with whom SOS Children’s Villages employees come into contact by virtue of their work. All employees are expected to carry out their duties in accordance with our prevention and protection against Sexual Harassment, Exploitation and Abuse policy.

In addition, SOS Children’s Villages apply a zero tolerance concerning any fraud situation. The organization does not charge a fee at any stage of the recruitment process.

Successful candidates will have to submit a criminal record certificate, current within the last three years. In accordance with the organisation’s child protection policy, these positions will be subject to criminal record checks.

If you are interested in this position, please submit your detailed application in English by the 26th of April, 2023 at https://careers-sos-kd.icims.com

Due to the high level of responses, SOS Children Villages can only respond to shortlisted candidates.