Life tastes better with ice cream With 19.000 expert ice cream colleagues and iconic brands like Wall’s, Cornetto and Ben & Jerry’s, loved in 76 countries, we are the world’s largest Ice Cream company leading the industry.We create iconic ice cream brands that are part of everyday life, bringing moments of joy to millions of people around the world. Everybody loves ice cream. And as the world’s biggest pure‑play ice cream company, we have the scale and ambition to make a real difference.What Truly Sets Us Apart Is How We Work.We move fast and keep things simple. We turn ideas into action, trust people to take ownership, and work as one team to win together with integrity. Our culture is high‑performance, collaborative and focused on getting things done.We’re curious and ready for what’s next. We embrace digital, use data to make better decisions, and keep learning, including how AI can help us work smarter and serve consumers better.Key Responsibilities HR Business Partnering & Employee RelationsAct as a trusted HR advisor to the Factory Manager and line managers on all people-related topics.Provide guidance on labor legislation, internal policies, Collective Labour Agreement provisions, and HR procedures.Support managers in employee relations matters, performance management, disciplinary situations, and organizational changes.Maintain and update the Factory Organization Chart, Collective Labour Agreement, and Internal Regulations.Communicate HR policies, initiatives, and organizational changes to employees through various communication channels.Support employee engagement activities and foster a positive employee relations climate. Organization Design & Workforce PlanningSupport organizational design initiatives and job architecture activities.Coordinate job mapping and role evaluation exercises.Facilitate organizational restructuring, role modifications, and workforce planning initiatives.Contribute to the development and implementation of the factory People Masterplan.Act as the HR lead for the integration and alignment of the factory within the broader TMICC organization, ensuring consistency of HR processes and policies. Compensation, Rewards & Budget ManagementCoordinate and facilitate salary review processes, including annual merit increases and off-cycle salary adjustments.Prepare salary simulations, secure approvals, and coordinate implementation through payroll processes.Validate employee recognition and referral bonuses in accordance with company policies and submit them for payment.Lead the annual Labour Budget planning process for the factory.Monitor labor cost evolution and provide regular updates and forecasts versus approved budget to the factory leadership team.Manage and monitor the Factory HR budget, ensuring effective cost control and resource allocation. Recruitment & OnboardingSupport recruitment activities for blue-collar positions and critical operational roles.Work closely with managers to identify staffing needs and improve recruitment sources and pipelines.Participate in workforce planning and talent acquisition initiatives.Support onboarding activities to ensure successful integration of new employees. Learning, Capability Building & Leadership DevelopmentDesign, organize, and facilitate internal training programs, workshops, and capability-building initiatives.Partner with external training providers and consultants to deliver development programs and team-building activities.Promote a culture of continuous learning and development throughout the factory.Continuously build personal expertise in HR, leadership, talent management, and organizational effectiveness. Change Management & TransformationSupport the implementation of business transformation and organizational change initiatives.Facilitate change management activities to ensure successful adoption of new processes and ways of working.Partner with leadership teams to assess organizational readiness and workforce impacts.Drive people-related aspects of continuous improvement programs. HR Reporting, Analytics & GovernancePrepare HR reports, dashboards, analyses, and presentations to support decision-making.Monitor key HR metrics and workforce trends.Support internal and external audits related to HR processes and compliance.Initiate and manage Workday transactions assigned to the Factory HRBP role throughout the Joiner-Mover-Leaver (JML) process. HR Operations LeadershipProvide functional coordination and guidance to the local HR team.Support implementation of payroll and personnel administration processes.Ensure consistency and quality of HR operational delivery.Partner closely with payroll, employee administration, and COEs to ensure excellent employee experience. Integrated Continuous Improvement Management System (ICMS)Lead the People Development (PD) Pillar within the factory ICMS framework.Develop and implement annual PD Pillar action plans.Monitor progress and ensure delivery of agreed objectives.Promote capability building and continuous improvement initiatives across the organization.Talent Partner Responsibilities (FMB Manufacturing Cluster) Talent ManagementCoordinate and support the implementation of talent management strategies across manufacturing organizations.Identify, assess, and monitor high-potential employees and key talent populations.Maintain visibility of talent pipelines and succession readiness across the manufacturing cluster.Support talent review processes and succession planning for critical leadership roles. Leadership DevelopmentDesign and coordinate development plans for identified leaders and key talents.Ensure alignment between individual development plans and organizational capability requirements.Coordinate leadership programs, workshops, mentoring, coaching initiatives, and development journeys.Support the development of future leaders for key and strategic positions. Business PartnershipCollaborate with factory leadership teams and local HR teams to assess development needs.Provide guidance and recommendations regarding succession planning and talent development.Support implementation of talent initiatives and agreed development actions.Drive consistency of talent management practices across the manufacturing cluster. Learning & Development GovernanceMonitor implementation and effectiveness of development and learning initiatives.Measure impact and return on investment of development programs.Track participation, completion rates, and development outcomes.Recommend improvements to learning and leadership development strategies. Talent Review & Succession PlanningFacilitate Talent Review sessions and calibration discussions for the FMB leadership population.Analyze performance, potential, retention, and succession data.Develop recommendations related to talent development, readiness, and retention.Maintain succession planning frameworks for critical roles. Stakeholder & Vendor ManagementManage relationships with external training, coaching, and organizational development providers.Partner with internal stakeholders to ensure successful implementation of development initiatives.Support vendor selection and evaluation processes.Ensure delivery of learning interventions against agreed objectives, timelines, and budgets.AuthorityThe Role Is Authorized ToRecommend organizational design and workforce planning solutions.Propose compensation and salary adjustment recommendations within approved frameworks.Recommend talent development and succession planning actions.Initiate and coordinate HR processes related to organizational changes.Recommend learning and development interventions.Participate in the selection and management of development and training providers.Escalate employee relations, compliance, and organizational risks to HR and business leadership.Experience RequiredKey CompetenciesTechnical CompetenciesLabor Law & Employee RelationsOrganization DesignTalent Management & Succession PlanningCompensation & BenefitsWorkforce PlanningChange ManagementLearning & DevelopmentHR Analytics & ReportingBudget ManagementHR Systems (Workday preferred)Leadership CompetenciesBusiness PartneringInfluencing & Stakeholder ManagementStrategic ThinkingCoaching & ConsultingCommunication & FacilitationProblem SolvingProject ManagementCollaboration Across Functions and GeographiesContinuous Improvement MindsetQualificationsBachelor's degree in Human Resources, Business Administration, Psychology, Economics, or related field.5+ years of progressive HR experience, at least 1 year within a manufacturing environment.Experience in employee relations, talent management, organizational development, and change management.Strong knowledge of labor legislation and HR processes.Proficiency in HR systems and Microsoft Office tools.Fluent English required; additional regional languages are considered an advantageWhy join us?This is a place for people who are passionate about ice cream and are growth obsessed - both for the business and for themselves. People who act like an owner and drive our business end-to-end. People who are driven by success to deliver more than we ever thought we could!You’ll thrive here if you value an inclusive culture, with low ego and hierarchy - and if you’re excited to continuously learn and challenge how we work, using digital, data, and new thinking to push us forward.Roles with real accountability and visible impactFree to move fast, experiment and challenge how things are doneContinuous learning and development as the business growsReward linked to performance and contribution.Your career here is shaped by what you deliver, as you work across functions and markets and grow with the business.Ready to build the future of Ice Cream?If this sounds like the place where you'd thrive, we'd love to hear from you. Apply online and share your CV. We'll review your application and be in touch with the next steps.If you are an individual with a disability and require assistance at any time during our recruitment process, please let your Talent Acquisition Partner know.Additional InformationThe Magnum Ice Cream Company is an Equal Opportunity Employer. We embrace diversity and are committed to creating an inclusive environment where everyone can do their best work regardless of age, disability, gender identity, race, religion, sexual orientation, or any other protected characteristic. Show more Show less