HR Partner , EPO - European Patent Office

HR Partner
Job group 4

Directorate HR Customer Interface
Principal Directorate Human Resources
EPO Munich (DE) / The Hague (NL)

As the Patent Office for Europe, the European Patent Office supports innovation, competitiveness and economic growth across Europe through a commitment to high-quality and efficient services delivered under the European Patent Convention. With expert, well-supported staff, motivated to set worldwide standards, the EPO plays a leading role in developing an effective global patent system. All its relationships - within the Office and with partners around the world - prosper through trust, transparency, fairness and mutual respect. Its processes empower people to use their knowledge and skills to the full. 

The EPO has embarked on a wide range of human-resources reforms stemming from its HR roadmap 2012-2015 aiming at ensuring a sustainable future as a specific, self-financed and successful international organisation. The reforms introduced have adapted and modernised its social framework and provided improvements to optimise the management of the Office. 

Within the framework of the EPO's global strategy, Principal Directorate Human Resources (PD HR) is in charge of defining the strategies, policies and services supporting the performance and engagement of the Office's employees. It is in particular mandated to ensure the implementation of the HR roadmap adopted by the Administrative Council of the European Patent Organisation in 2011. 

Part of PD HR, the Directorate HR Customer Interface - 4.3.1 is staff members' first point of contact with HR. It is responsible for HR support to business units (provided by the HR partners) as well as support to all EPO employees (provided by the HR interlocutors). It is also in charge of co-ordinating the HR activities in Berlin and Vienna (excluding reporting and salary). 

Main duties 
In the role of strategic partner, the HR partner will

• work closely with line management to understand its business needs and challenges and then translate these into individual, team and organisational HR plans
• leverage line management needs and input across HR departments and then channel this feedback into the further development of HR policies and processes
• support line management in implementing individual, team and organisational development efforts and business plans
• engage in social dialogue, and support line management in doing the same, to ensure a high level of engagement and social peace.

The above activities are driven by the needs of line management to achieve their objectives, and include

• coaching and mentoring at management level
• culture assessment and action planning
• change management and transformation advice and support
• mid- and longer-term workforce and succession planning (quantitative and qualitative)
• restructuring advice and support.

In the role of operations manager, the HR partner will

• monitor compliance with HR procedures and policies and report back to line management and/or the responsible HR departments as appropriate
• engage in and support short-term workforce planning and priority setting
• advise on performance management and staff reporting issues
• act as co-ordinator in matters relating to health, well-being or conflict
• engage in and support reintegration measures after sick or unpaid leave
• engage in and support the management review process
• identify and support measures to resolve sources of (potential) conflict
• act as employee mediator should individual cases be escalated from the HR interlocutor to the HR partner, and come up with sustainable solutions based on his/her knowledge and relationship of trust with line management.

In the role of emergency responder, the HR partner will

• provide timely solutions to any emergencies, or
• activate specialised services as appropriate to resolve emergency issues.

The ideal candidate will have

• a proven track record in a similar role or at least two professional HR areas
• experience in management-related activities
• ability to understand business objectives and to translate them into HR solutions
• experience in developing, integrating, delivering and managing fit-for-purpose HR strategies
• knowledge and experience in the development and facilitation of strategic change initiatives
• experience in assessing the efficiency of the organisation's structure, its people and their capabilities, and in advising on ways to improve organisational effectiveness
• experience in social dialogue, and in identifying needs to optimise policies and practices that foster working relationships between management, staff and staff representatives
• an understanding of key HR expertise areas, including learning & development, impact of compensation & benefits, staff mobility, medical services, leadership, etc., to ensure effective business diagnosis and solutions
• ability to provide a customer-focused service
• ability to manage multiple priorities simultaneously while remaining result-oriented
• desire to achieve excellence.

Minimum qualifications
Diploma of completed studies at Master's level or – in exceptional cases – equivalent professional experience. Excellent knowledge of one official language (English, French or German) and ability to understand the other two. Citizenship of one of the member states of the European Patent Organisation.

Salary and benefits
The EPO offers competitive salaries, an excellent social package, and varied work in a modern international environment. The net (basic) monthly salary* for this vacancy ranges from EUR 4 500 to 6 500, depending on experience. In addition, depending on their personal circumstances, EPO staff may be entitled to relocation benefits and various allowances (e.g. household, dependant's, childcare, education, expatriation, installation, rent and language allowance).

* after deduction of EPO internal tax and before deduction of staff contributions to the social-security and pension schemes.

Duration of the contract
The contract will be for the duration of five years. Subsequent appointment as permanent employee may be possible, if the conditions laid down in the EPO Service Regulations are fulfilled.

Process and timeline
The successful candidate will be selected on the basis of qualifications and relevant experience, supplemented as appropriate by interviews, tests and/or a personality questionnaire.  It is intended to hold the interviews in week 41. They will take place in Munich or The Hague.

Please apply online by clicking on the link below, using the online application form, reference number EUR/5851.

Click here to apply!

Application until: 15 September 2015

www.epo.org/jobs

Agency calls are not appreciated.

Keywords: Human resources, operations manager, strategic, HR solutions