EMEA HR Business Partner in Brussels at Westinghouse Electric Company

Date Posted: 12/26/2019

Job Snapshot

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Job Description

Job ID: 30205BR

Are you interested in being part of an innovative team that supports Westinghouse’s mission to provide clean energy solutions? At Westinghouse, we recognize that our employees are our most valuable asset and we seek to identify, attract and recruit the most qualified talent while recognizing and encouraging the value of diversity in the global workplace.

If this sounds like an environment you would thrive in, we have two exciting opportunities for EMEA HR Business Partners - one role will support Sales/Marketing & Fuel Delivery, the other role will support OMS/ESS.

Your Day-to-Day:
HR Business Partners perform a specialized type of HR work focused on HR consulting to the business including:
•HR consulting and coaching (e.g., working with business leaders to solve significant people and cultural issues, provides expertise in technical and regulatory aspects of employment including hiring, termination, performance management, rewards, etc.)
•Enabling business change (e.g., supporting the talent aspects of organization structure changes, talent integration related to mergers & acquisitions, etc.)
•HR program advocacy (e.g., communicating the business value of HR initiatives, managing HR program roll out to minimize business disruption, etc.)
•Partnering with the business and talent management/staffing and recruiting colleagues on key talent initiatives (e.g., workforce planning, hi-potential employee development, succession planning, etc.)
•Establishing partnership working with other HR professionals within the Operation teams and Centre of Excellence.
•Working across international boundaries to ensure both diversity and inclusion are high on the business agendas
•Maintaining an effective level of business literacy about the business unit’s financial positions, its mid-range plans and their goals
•Assess and anticipate human resources-related needs including talent, recruitment, succession planning, compensation and reward
•Identify training needs and create or procure a professional development curriculum as well as monitor training programs to ensure that training objectives are met
•Implement corporate programs into the BU agenda in a timely and effective manner
•Provide input on workforce and succession planning as well as plans business unit restructuring
•Develop and nurture partnerships through human resources to bridge the divide between management and employees
•Maintain awareness of the culture, plans, financial position, and competition of the business units under the HR purview
•Consult regularly with management and provide guidance when appropriate
•Collaborate with colleagues in the human resources department to develop policies, programs, and solutions
•Analyze data trends and metrics to inform business decisions
•Mediate and resolve employee relations issues; conduct thorough and objective investigations when necessary
•Find ways to build morale, improve workplace relationships, and boost productivity and retention
•Ensure regulatory compliance with legal requirements pertinent to the day-to-day management of employees; collaborate with the legal department when necessary
•Interpret human resources policy to company management
•Drive performance with and through coaching, performance management tools and ensuring the vision and mission is understood by all
•Support and lead on due diligence matters in mergers and acquisitions for the BU

Minimum Requirements:

  • Bachelor's degree in business administration, HR, law or related discipline
  • 5 years experience in human resources, professional development, and training, or employee relations or operational management
  • CIPD, Change Management, Coaching
  • Outstanding business acumen and problem solving skills needed. Must translate the requirements needed from the short and long term business plans
  • Proven skills implementing large scale change via organizational design and development, solving for a business problem
  • Strong business acumen and progressive employee relations. Ability to drive organizational change and growth with deep understanding of the business challenges in these areas
  • Must have demonstrated very strong influence skills and high bias for action and results. Critical collaboration skills with accountability to deliver the entire “HR offering” in partnership with HR COE and Operations team members
  • Comfortable challenging status quo thinking and having the credibility to deliver results
  • Strong project management skills and ability to deal with ambiguity, large scale nature of org initiatives requiring complex stakeholder engagement and strong communication skills
  • Ability to build trust and influence change across all levels of the organization




Westinghouse is committed to an equal opportunities policy and will assess all applicants fairly on the basis of their abilities and potential, according to the needs of the job. Please note that due to the nature of work in the nuclear industry, and to maintain our high standards of safety at work, it is necessary that some occupations may require a specified physical condition which may preclude people with some disabilities from being able to carry out these roles. Disabled people will be assessed on the basis of their abilities and potential, according to the requirements of the job. In the event that a candidate supplies information in the recruitment process which indicates that they may require reasonable adjustments to be made to either the recruitment process and/or the working environment, you will be contacted in the first instance to discuss the available options and to obtain your consent to any discussion or arrangement of this.


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