Senior HR Business Partner (m/f/d)

As our Senior HR Business Partner (HRBP), you will be a strategic co-driver of business success and the primary Trusted Advisor for leadership during ESMC’s highly dynamic Greenfield expansion in Dresden. Focusing entirely on organizational development, talent strategy, and proactive employee relations, you will act as a trusted peer to business leaders.

In this role, you will design modern collaboration frameworks, drive local site growth, and closely align with global HRBPs at our headquarters to harmonize local European business needs with parent company standards. Acting as a strategic bridge between management and our workforce, you will foster a strong, direct relationship with our employees.

Note on our HR Model: Operational employee support, transactional HR processes, and system navigation are managed by our HR People Partners (HR PP), allowing you to focus 100% on strategic advisory and impact.

Strategic Leadership Advisory & HQ Alignment

• Strategic Partnering: Act as the primary Trusted Advisor and coach for local business leaders, guiding them through the organizational scale-up and Greenfield phase.
• HQ Matrix Alignment: Partner and align closely with central HRBPs at our global headquarters for specific business units to ensure local organizational design and talent strategies are synchronized with global divisional goals.
• Strategic Focus: Effectively delegate operational, transactional, and general employee-related inquiries to the HR PP team to maintain a high-impact, strategic focus.

Proactive Employee Relations & Direct Collaboration Frameworks

• Culture & Direct Engagement: Design and implement progressive, direct employee engagement and feedback formats to foster a strong, collaborative, and high-performing workplace culture.
• Bridge between Leadership & Workforce: Act as a strategic connector between management (GF) and the workforce, ensuring that leadership decisions are effectively communicated and implemented, while proactively addressing and integrating the needs of our employees.
• Labor Law & Preventive Relations: Act as the strategic expert on German collective labor law, ensuring all local policies, collaborative frameworks, and structures are robust, compliant, and designed to support positive, direct employee relations.

Driving HR Cycles within the Business

• Business-Facing Driver: Actively drive and champion regular HR cycles (e.g., Performance Calibration Rounds, Talent & Succession Reviews, and Merit/Salary budgeting) within your business areas.
• Strategic Consulting: While the core processes and frameworks are designed and owned by specialized HR functions (CoEs), you act as the Trusted Advisor to local leaders, facilitating these discussions and ensuring the outcomes align with both local business needs and global corporate standards.

Change Management & Organizational Design

• Scale-up & Change: Proactively design and facilitate organizational scale-up processes, department build-ups, and change initiatives.

Cross-functional Collaboration: Partner with specialized global HQ and local departments (C&B, Talent Acquisition, Global Mobility, L&D) to adapt global programs to the local European Greenfield context.

• Professional Experience:
  • Minimum of 5–8 years of progressive experience as an HR Business Partner or strategic HR Consultant, ideally within an international, fast-paced matrix organization or a hyper-growth/Greenfield environment (such as semiconductor, high-tech, manufacturing, or engineering).
  • Proven track record of navigating complex, multi-layered stakeholder environments and successfully aligning with global/HQ HR structures across different cultures.
• Labor Law & Employee Relations Expertise:
  • Deep and proven knowledge of German individual and collective labor law (Arbeitsrecht & Betriebsverfassungsgesetz).
  • Extensive experience in managing complex employee relations, establishing proactive, direct communication concepts, and strategically navigating German collective employee representation frameworks (Betriebsverfassung).
  • Proven ability to build and maintain constructive, trust-based relationships directly with the workforce and leadership, balancing business objectives with employee needs.
• Educational Background: University degree (Bachelor’s or Master’s) in Business Administration, Human Resources, Psychology, Law, or a related field.

Languages: Business fluency in both German and English (written and spoken) is mandatory to negotiate locally and collaborate effectively with our Global HQ.

• Greenfield Pioneer Spirit: Highly adaptive, resilient, and comfortable with ambiguity; excited about building modern, direct employee relations and structures from scratch.
• Navigating Global Complexity & Collaborative Consensus:
  • Ability to move with high political skill, agility, and tact within a world-leading, highly complex corporate ecosystem.
  • Strong collaborative drive to align local European speed and agility with the rigorous, large-scale standards of our global parent company, successfully delivering consensus-driven results across borders.
• Assertiveness & Intercultural Diplomacy: Outstanding cross-cultural empathy and communication skills; able to advise senior leaders constructively while acting as a trusted, unifying bridge between the local workforce, local management, and global HQ.
• Strategic & Commercial Mindset: Ability to understand business metrics and translate the rapid scale-up goals of ESMC into concrete people and organizational strategies.
• Systemic Coaching Approach: Strong skills in active listening, stakeholder management, and modern leadership coaching in a multicultural setting.