1. Role purpose
Act as the main strategic Human Resources partner for the CGM Spain management team, aligning local business needs with regional and global HR strategies and policies. The HR Business Partner will be responsible for driving a high-performance culture, ensuring compliance with labor regulations, leading the end-to-end management of the employee lifecycle and ensuring the proper implementation of corporate policies in Spain.
Strategic and business role
• Act as a strategic HR partner to CGM Spain Management, advising on decisions related to organization, leadership, talent, culture and structure.
• Ensure alignment between local business needs and regional and global HR strategies, policies and governance frameworks.
• Translate global policies and guidelines into concrete local practices, ensuring their correct implementation and follow-up.
• Support managers and Management in labor-related matters and practices, team management, performance and development.
Labor relations, compliance and internal policies
• Ensure compliance with applicable labor legislation.
• Implement and ensure the achievement of internal policies.
• Advise on the interpretation and application of labor law and on the management of potential labor disputes.
Personnel administration, benefits and compensation
• Coordinate the payroll process with the external provider, ensuring accuracy, legal compliance and deadlines.
• Manage employee benefits.
• Collaborate with the global Compensation & Benefits teams on salary review practices.
Occupational Risk Prevention and wellbeing
• Coordinate and supervise the activity of the occupational health insurance provider and the occupational risk prevention services.
• Ensure proper risk assessment, preventive activity planning and compliance with health and safety regulations (PRL) together with Quirón.
Employee lifecycle management
• Coordinate recruitment processes in collaboration with external recruitment agencies and internal teams.
• Manage employee onboarding and offboarding processes, ensuring appropriate integration and an orderly exit in compliance with regulations.
• Manage and oversee internal and external training plans: needs assessment, logistical coordination, FUNDAE.
• Take part in performance evaluation and talent development processes in coordination with Global HR.
Other responsibilities
• Internal and external HR-related audits.
• Follow-up of the HR Budget in coordination with Finance.
• Contribute to global HR projects (transformation, engagement surveys, etc.).
• Act as a key point of contact between the local organization and the global Human Resources teams.