HR BUSINESS PARTNER

Aetna Group is a global leader in the packaging industry, specializing in end-of-line solutions . The Group employs approximately 2,200 people , operates through 13 subsidiaries (located in France, the United Kingdom, Germany, the United States, Russia, China, Spain, and Brazil), and has 11 manufacturing facilities (6 in Italy's Packaging Valley, 1 in the United States, 1 in Brazil, 2 in China, and 1 in Germany). The company is present in more than 120 countries and provides worldwide customer service and support . The Group's product portfolio ranges from smart semi-automatic machines to innovative fully automated solutions , including industrial wrapping machines, shrink-wrapping systems, case packers, and customized packaging solutions . Position PURPOSE OF THE POSITION To support the continued growth and sustainable development of our People function, we are looking for an experienced professional to join our team as a HR Business Partner within the HR Department of Aetna USA, which supports three leading brands: OCME, Top Tier and Robopac USA. In this strategic role, you will act as a trusted advisor to senior leadership and business managers, supporting the organization through high-impact HR initiatives. You will be responsible for designing, implementing, and optimizing HR processes while contributing to organizational growth, talent development, and the evolution of company culture across both national and international environments. Key Responsabilities Provide strategic HR guidance and advisory support to senior leaders on organizational, people management, performance, engagement, and employment-related matters. Support business growth and transformation through organizational design, workforce planning, talent strategies, change management, and restructuring initiatives. Drive the evolution of the HR function by leading process standardization, optimization, digitalization, and the implementation of HR policies and best practices. Lead strategic HR initiatives and projects, including talent management, performance management, succession planning, employer branding, and HR systems implementation. Foster organizational and people development through leadership development, competency frameworks, career growth programs, capability building, and a strong organizational culture. Compensation, Benefits & Performance Support the development and administration of Compensation & Benefits programs. Manage and monitor incentive schemes, bonus program (Management by Objectives - MBO), and commission plans. Talent Acquisition, Employer Branding & Learning Lead end-to-end talent acquisition, including workforce planning, recruitment, hiring, onboarding, and candidate experience. Develop talent attraction strategies through employer branding, proactive sourcing, and partnerships with recruitment agencies and educational institutions. Support talent development and mobility initiatives, including apprenticeship programs, training, professional development, and immigration/relocation processes. Employee Relations & HR Operations Manage the employee lifecycle, including employment contracts, onboarding, employee relations, leave management, employment documentation, and offboarding processes. Oversee payroll, benefits, and external HR service providers, ensuring compliance, service quality, and alignment with company policies. Support local HR operations and employee well-being, collaborating with HR partners and stakeholders on health & safety, workers' compensation, and workplace-related matters. HR Controlling & International Collaboration Develop and monitor HR analytics and reporting, leveraging workforce data and KPIs to identify trends, support decision-making, and drive continuous improvement. Support workforce planning and cost management, contributing to budgeting, forecasting, and the monitoring of HR performance and business objectives. Collaborate with Corporate HR, Finance, and international teams to ensure alignment of HR policies, standards, and strategic people initiatives. ORGANIZATION AND RESOURCE MANAGEMENT The HR Business Partner will report directly to the CEO of Robopac USA and will be responsible for managing a team of employees Requirements QUALIFICATIONS & EXPERIENCE Degree in Human Resources, Business Administration, Organizational Psychology, or related field. Extensive experience as HR Business Partner, HR Manager, or in a similar strategic HR role. Strong ability to partner with and influence senior leadership. Solid knowledge of labor law, employee relations, and HR best practices. Experience in manufacturing, industrial, or multinational environments. Proven expertise in talent management, compensation & benefits, succession planning, organizational change, and HR projects. Strong analytical and business acumen, with experience in HR metrics, workforce planning, and budgeting. Excellent communication, stakeholder management, and problem-solving skills. Strategic and hands-on approach, with high integrity, credibility, and professional influence. #J-18808-Ljbffr