HR Business Partner EMEA - French or German Speaking (7 months contract)

Who We Are

At Brooks, we believe movement is the key to feeling more alive. That’s why we’re driven to create gear and experiences that take people to the place that makes them feel more alive — whether it’s a headspace, a feeling, or a finish line.

Everyone who works at Brooks is propelled by a company culture that sparks excitement, fuels collaboration, inspires creativity, and ignites innovation.

Our brand values help bond us together and drive our success:

• Runner First

We act in the best interest of the runner

• Word is Bond

We do what we say we’ll do

• Champion Heart

We give our all in everything we do 

• There is no “I” in Run

We stay generous with our humanity

• Keep Moving

We find ways to move every day, because joy is kinetic!

• Execute strategies essential to build talent capabilities and shape company culture including: Talent Management, Performance Management and Succession Planning.
• Partner with leaders and teams to enhance team performance and organizational effectiveness.
• Work with business leaders on organizational design, talent assessment, change management strategies and tactics.
• Assess the business's current and future talent needs. Build and act on workforce plan. Cultivate the next generation of leaders.
• Champion DEI in every aspect of your job, from 1:1 conversations with an employee to participation programs connected to Brooks DEI Strategy.
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees in the EMEA region, reducing legal risks and ensuring regulatory compliance.
• Facilitate the yearly merit increase and bonus review processes for EMEA, with pay equity always at the core 
• Serve as a first line resource to managers and employees on employee relations issues. Provide advice, counsel and support in resolving employee performance issues, disputes and other sensitive matters.
• Communicate HR initiatives and serve as a liaison between partner groups and HR functional areas regarding service delivery. Proactively maintain an open line of communication with managers and employees on new and existing HR services.
• Track trends in employee behaviors and share observations within HR and with management for action.