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Role can be based at Airbus' Filton or Broughton site
Proactively support and contribute to the continuous progress of Company business by providing business-oriented HR solutions in the scope of HR Policies & Industrial Relations within Airbus ensuring compliance with labour and social regulations. Ensure alignment and consistency of HR policies across Group in consideration of Airbus countries legislation, economics and social contexts. Lead HR contribution in M&A projects within Airbus providing expert knowledge in matters related to HR to direct the projects to achieve business objectives. Ensure competencies development in coordination with SPIR Countries. Privileged interface of social partners assuring constructive and sustainable social dialogue and labour relations (including staff bodies coordination and negotiations).
Responsibilities
- Ensure legal monitoring to anticipate upcoming reforms and their impacts on Airbus
- Ensure interface with the stakeholders for industrial relations, Social Policies and projects
- Determine opportunities for lobbying on upcoming reforms
- Deliver legal consultancy and advice in issues related to labour law
- Deliver HR support in strategic acquisitions/ partnerships and M&A projects
- Plan, prepare and manage staff bodies in close cooperation with the social partners depending local regulations
- Ensure information & consultation process and coordinate implementation at national/local level in collaboration with SPIR BP: END to END (ensure compliance with law requirements)
- Support skills development in the national platforms
- Support a change of mind-set and of culture in order to initiate a new way of working with employee representatives
- Manage court cases strategy
- Select external labour law firms to accompany Airbus and contract with them
- Secure a state of the art expertise in the labour law domain by promoting high level of skills and efficient staffing at national level
Guidant Global (BH4SF) is acting as an Employment Business in relation to this vacancy.
