People Partner

The purpose of a People Partner (PP) is to focus on the people aspects of the organization. A People Partner typically works closely with individuals [in Customer, Product and Enabling Teams], Home Leaders and/or Leadership teams. The People Partner understands the people-related needs of the organization and develops and executes initiatives to support employee experience engagement, performance, and development. General description: People Partners are part of the Partnering Capability team and form a community of People Partners. They operate within the geography of a cluster and with the flexibility to operate across any of our business units. The Partnering Capability is an agile team that allows for a dynamic assignment of Partners to the needs of our people and business. People Partners will flow to work in two key aspects: A) in projects / initiatives from business or HR: People Partners flow to the assignment based on knowledge, expertise, development and availability allowing for an agile flow from home teams to work teams. B) as a Focal Point for the business: People Partners regularly connects to a specific business, understanding the challenges and needs from a people perspective. The amount of time invested as a Focal Point will vary from 10% up to 40% according to size and complexity of the business or site. YOUR TASKS AND RESPONSIBILITIES: A People Partner at Bayer plays a crucial role in the intersection of people, mindset, and technology. Their mission is to support individuals and organizations to achieve more. Here are some key responsibilities of a People Partner: A) Projects/ Initiatives: 1. Addresses requests received from Employees and/or People Leaders (utilizing the appropriate tools) or acts pro-actively with Leaders beyond data-diagnosis. Executes the activities required to address the request and, where relevant, teams up with Business Partners to execute strategic initiatives. 2. Design and implement change management activation for local and global initiatives (i.e. DSO) leaning into the 90-day cycle rhythm, that may last more than one cycle. 3. Support organizational changes and transformations (restructuring, mergers, acquisitions and divestments) providing and executing appropriate solutions to the business from the HR perspective. Establish retention measures following global guidelines where relevant. 4. Works with Teams, People Leaders and Employees to improve work relationship, increase collaboration and retention. Provide professional advice on demand and as needed. 5. Address specific topics under the area of expertise or responsibility (T- Profile) (i.e. DE&I, Labor Relations, Talent Management etc) within/cross divisions, while cascading and maintaining initiatives across the country cluster. 6. Manage and resolve employee relations issues. 7. Proactively maintain and understand internal trends (data insights) and external market dynamics to deliver impactful solutions. B) Focal Point: 1. Where there is a Focal Point need, the People Partner needs to know and understand the people and business concerns for the area, interact (formally and informally), fostering secure and trustful relationships. This can be done in several ways (below are some opportunities, but not limited to): a. Participation in meetings where people and business issues are discussed/ developed b. Interact with key people at all levels, listening to the needs c. Foster collaborative environment between leadership and employees 2. Understand business needs and collaborate with Business Partners, other People Partners, Foundations and Experts (if applicable) etc to bring impact to the area / site. a. Identify specific needs with Leaders and translate them into initiatives to be managed through AskHR. Utilizing the skills and capabilities of the HR ecosystem to deliver with impact. b. Serve as a point of contact for the business for specific initiatives if not developing those due to availability or area or expertise. 3. Support and manage Labor Relations/ negotiations if applicable for the area

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