REQUIREMENTS

• Bachelor’s degree in Human Resources, Business Administration, Psychology, Industrial Engineering, or a related discipline; Master’s degree is a plus.
• Minimum 15 years of progressive Human Resources experience, including significant exposure as an HR Business Partner.
• Proven experience in Compensation & Benefits, Organizational Development, and strategic HR Business Partnering.
• Strong experience supporting manufacturing, industrial, FMCG, or similarly complex operational environments.
• Hands-on experience working within unionized organizations, including labor relations, collective bargaining processes, and Turkish Labor Law.
• Demonstrated experience partnering with senior leadership and influencing business decisions through strategic HR initiatives.
• Strong knowledge of organizational design, change management, performance management, succession planning, and talent management.
• Excellent understanding of compensation structures, job evaluation methodologies, salary benchmarking, and reward strategies.
• Strong analytical skills with experience utilizing HR metrics and data to support business decisions.
• Excellent stakeholder management, communication, negotiation, and influencing skills.
• Ability to manage multiple priorities in a fast-paced, matrix organization.
• Advanced English proficiency, both written and spoken.
• High level of business acumen, leadership capability, and a collaborative, solution-oriented mindset.

KEY RESPONSIBILITIES

• Act as a strategic HR Business Partner, collaborating closely with senior business leaders to align people strategies with organizational objectives.
• Partner with business units to drive organizational effectiveness, workforce planning, succession planning, and talent management initiatives.
• Lead organizational design, restructuring, and change management projects to support business transformation.
• Drive performance management, leadership development, employee engagement, and talent review processes across assigned functions.
• Lead Compensation & Benefits initiatives, including salary benchmarking, job evaluation, grading, incentive programs, and annual compensation review cycles.
• Develop and implement HR policies and best practices that support business growth while ensuring compliance with local labor legislation.
• Build strong relationships with leadership teams, providing guidance on employee relations, performance improvement, and complex people matters.
• Partner with Centers of Excellence to ensure effective delivery of recruitment, learning & development, rewards, and organizational development initiatives.
• Lead and support organizational development projects, including competency frameworks, culture transformation, employee experience, and leadership capability programs.
• Take an active role in workforce analytics, HR metrics, and data-driven decision-making to improve organizational effectiveness.
• Ensure compliance with labor law requirements while effectively managing employee relations matters.
• Partner closely with plant management and operational leaders in unionized environments, providing strategic guidance on labor relations and collective bargaining processes.
• Support collective bargaining agreement negotiations and maintain constructive relationships with union representatives when required.
• Drive continuous improvement initiatives across HR processes and contribute to HR transformation projects.