Purpose & Overall Relevance for the Organization:

As HR Manager within our HR Team at Rieste, you will act as a trusted advisor to the Disctribution Center Leadership Team, driving business performance through people. In this role you will also manages employee relations with a proximity approach, keep HR systems and employee documentation up to date and challenge the status quo by seeking innovative solutions in alignment with HR teams across Europe. By combining strategic partnership, operational excellence, and innovative thinking, the HRBP enables a high-performance culture and sustainable results.

Key Responsibilities

Act as a trusted advisor and primary contact for managers and employees, providing guidance on policies, procedures and best practices. Support employees with all people-related matters and team-up with leaders in employee engagement, performance management, and decision-making. Support leaders in all people-related areas including recognition & rewards, performance reviews, grievance handling, absence management, health & safety, workforce planning, talent acquisition, briefings, employee development, and training. Implement and drive the People Strategy within the assigned business area, ensuring alignment with organizational goals. Contribute to change management initiatives and the implementation of new organizational structures. Partner with Centers of Expertise to develop solutions that build workforce capabilities and competencies; support the operationalization of workforce planning processes. Provide input for and monitor HR dashboards, reports, and analytical trends to identify key insights. Contribute to talent pipeline development within the area of responsibility. Ensure HR processes and employee programs are effectively executed, with communications tailored to the specific client group.

Key Stakeholders

Employees and managers within the assigned business area HR colleagues (local, regional, and global) Works Council Talent and Rewards Partners and subject matter experts Talents within the responsibility area 

Knowledge, Skills, and Abilities

HR Expertise: Solid understanding of individual and collective labor law; proficient in using HR metrics; maintaining an external market perspective; anticipating workforce trends; foundational employee relations knowledge. Business Acumen: Strong commercial awareness and customer focus; understanding of business operations, value chains, and key processes. Consulting Skills: Strong coaching and advisory abilities; capable of designing and implementing HR solutions and gaining buy-in from the business. Collaborative team player with a highly proactive and solution-oriented mindset, finding and implementing pragmatic solutions while striving for future optimisation. Committed to delivering high-quality HR support; skilled in listening, identifying needs, and providing tailored solutions. Approachable, empathetic, and equipped with strong interpersonal skills. Highly organized, self-motivated, and enthusiastic with a hands-on attitude; confident, creative, and cooperative. Excellent presentation and communication skills, both written and verbal. Open-minded and adaptable, willing to explore new ideas and support organizational change. Strategic thinker with an understanding of how tasks align with overall business objectives. Able to present logical, persuasive arguments to support ideas and recommendations. Fluent in English, both spoken and written.

Education and Experience

University degree or equivalent qualification, preferably in Human Resources Management or a related field. Minimum of 3–5 years of progressive HR experience in logisitics or manufacturing industries, ideally within an international organization. International exposure through studies or internships abroad is an advantage.

 

urpose & Overall Relevance for the Organization:

As HR Manager within our HR Team at Rieste, you will act as a trusted advisor to the Disctribution Center Leadership Team, driving business performance through people. In this role you will also manages employee relations with a proximity approach, keep HR systems and employee documentation up to date and challenge the status quo by seeking innovative solutions in alignment with HR teams across Europe. By combining strategic partnership, operational excellence, and innovative thinking, the HRBP enables a high-performance culture and sustainable results.

Key Responsibilities

Act as a trusted advisor and primary contact for managers and employees, providing guidance on policies, procedures and best practices. Support employees with all people-related matters and team-up with leaders in employee engagement, performance management, and decision-making. Support leaders in all people-related areas including recognition & rewards, performance reviews, grievance handling, absence management, health & safety, workforce planning, talent acquisition, briefings, employee development, and training. Implement and drive the People Strategy within the assigned business area, ensuring alignment with organizational goals. Contribute to change management initiatives and the implementation of new organizational structures. Partner with Centers of Expertise to develop solutions that build workforce capabilities and competencies; support the operationalization of workforce planning processes. Provide input for and monitor HR dashboards, reports, and analytical trends to identify key insights. Contribute to talent pipeline development within the area of responsibility. Ensure HR processes and employee programs are effectively executed, with communications tailored to the specific client group.

Key Stakeholders

Employees and managers within the assigned business area HR colleagues (local, regional, and global) Works Council Talent and Rewards Partners and subject matter experts Talents within the responsibility area 

Knowledge, Skills, and Abilities

HR Expertise: Solid understanding of individual and collective labor law; proficient in using HR metrics; maintaining an external market perspective; anticipating workforce trends; foundational employee relations knowledge. Business Acumen: Strong commercial awareness and customer focus; understanding of business operations, value chains, and key processes. Consulting Skills: Strong coaching and advisory abilities; capable of designing and implementing HR solutions and gaining buy-in from the business. Collaborative team player with a highly proactive and solution-oriented mindset, finding and implementing pragmatic solutions while striving for future optimisation. Committed to delivering high-quality HR support; skilled in listening, identifying needs, and providing tailored solutions. Approachable, empathetic, and equipped with strong interpersonal skills. Highly organized, self-motivated, and enthusiastic with a hands-on attitude; confident, creative, and cooperative. Excellent presentation and communication skills, both written and verbal. Open-minded and adaptable, willing to explore new ideas and support organizational change. Strategic thinker with an understanding of how tasks align with overall business objectives. Able to present logical, persuasive arguments to support ideas and recommendations. Fluent in English, both spoken and written.

Education and Experience

University degree or equivalent qualification, preferably in Human Resources Management or a related field. Minimum of 3–5 years of progressive HR experience in logisitics or manufacturing industries, ideally within an international organization. International exposure through studies or internships abroad is an advantage