For this role we believe you have university degree and 2 years of related experience, or minimum 5 years of related experience, Business Acumen, Stakeholder Relations, Operational, tactical and strategic decision making, Business Model Guidance, Strategy Development, HR Issue Resolution and Policy Management, Talent Sourcing and Acquisition, Performance Management, Solution Design and Development.
Your responsibilities
• Execute People & Culture (P&C) operational requirements and deliver P&C solutions within assigned units to achieve business goals and objectives. • Collaborate with stakeholders to implement a comprehensive range of P&C initiatives and activities. • Represent P&C in strategic business planning and provide subject matter expertise to support business decisions. • Partner with business leaders on workforce planning, talent management, co-worker engagement, organizational effectiveness, and change management. • Support managers on talent-related matters, including onboarding, performance management, coaching, succession planning, and employee development. • Ensure consistent application of compensation, benefits, reward structures, and pay equity practices. • Implement people strategies and initiatives across assigned business areas, ensuring alignment with local and global P&C principles and guidelines. • Facilitate performance reviews, calibration sessions, talent reviews, succession planning, and Performance Improvement Plans (PIPs) as required. • Manage onboarding, offboarding, contract extensions, and voluntary and involuntary exits in accordance with company policies and legal requirements. • Identify, assess, and monitor internal and external labor relations issues that may pose risks to the business. • Implement a consistent approach to employee relations, ensuring fairness and conducting root-cause analysis in collaboration with relevant stakeholders. • Support the implementation of local P&C initiatives and maintain accurate HR data and documentation to ensure compliance. • Approve personal and mass data changes, contract extensions, and off-cycle compensation adjustments in line with country-specific governance requirements. • Review benefits metrics, compensation proposals, and salary impact assessments, ensuring appropriate action plans are in place where needed. • Analyze workforce data, industry trends, and talent insights to support key talent and business discussions. • Identify capability gaps and partner with stakeholders to define learning and development priorities. • Ensure effective people planning through optimized staffing processes, scheduling practices, workforce management tools, and accurate market data. • Maintain the availability of accurate and up-to-date market information to support effective workforce and people planning decisions.
To support the management of the organization’s people and culture. Activities include developing people and culture management strategies and policies to meet business needs; planning, administering, and reviewing activities concerned with recruitment, training and development, compensation and benefits, mobility, talent acquisition, diversity, talent management & organisation development and co-worker relations. The activities of this family also include payroll.
At IKEA, we believe in people. You’ll be part of a diverse, inclusive, and dynamic culture that celebrates creativity, collaboration, and the opportunity to grow. As the People & Culture Manager, you’ll have the chance to truly shape the future of our workplace and make an impact on both co-workers and business.
WE ARE AN EQUAL OPPORTUNITY EMPLOYER:
At IKEA, we value diverse backgrounds, perspectives, and skills. We are committed to providing coworkers with a work environment free of discrimination and harassment. We encourage individualism and invite you to come join our team and be yourself with us! We are an Equal Employment Opportunity employer and do not discriminate based on race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability status, or any other applicable characteristic protected by law. All employment decisions are based on qualifications, merit and business need.
