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Senior Human Resources Business Partner (H/F)

International Olympic Committee

Description de l'offre




Department: Human Resources
Location: Lausanne, Switzerland
Contract Type: Open-ended
Activity Level: 100%
Entry date: 01.05.2024



The International Olympic Committee (IOC) is the guardian of the Olympic Games and the leader of the Olympic Movement. A truly global organisation, it acts as a catalyst for collaboration between all Olympic stakeholders, including the athletes, the National Olympic Committees (NOCs), the International Sports Federations (IFs), Organising Committees for the Olympic Games, the Worldwide Olympic Partners and Media Rights-Holders. It also works with public and private authorities, including the United Nations and other international organisations.


If the vision to build a better world through sports inspires you, this is a unique opportunity for you to become part of the Olympic Movement and join the IOC.


As the Senior HR Busines Partner you will provide support to client departments in terms of day-to-day HR management (HR processes and management from hire to retire) and act as an internal advisor to directors and leadership in all HR related matters. Additionally, you will also act as subject matter expert on different HR initiatives and act as a change agent and HR ambassador to internal clients.





Main responsibilities




Employee experience


Collaborate with the Talent Management team to champion the organizational culture, aligning with the objectives set forth in the People Management 2020+5 programme and insights collected from « Great Place To Work » surveys.

Actively listen to employees, providing guidance, coaching and addressing their concerns to enhance their overall experience.

Support employees during their IOC journey, including career support, IOC programmes application, fostering internal mobility etc.

Assist departmental leadership in organizing regular staff meetings or stand-up sessions to ensure transparent communication of relevant information, including updates from the HR department, fostering a cohesive and informed work environment



HR guidance to leadership:


Act as single point of contact for HR related topic in dedicated departments.

Advise directors and senior leadership on topics including but not limited to organisation design, workforce planning, employee performance management, compensation & benefits…

Build and comment monthly business reviews with directors to address key topics such as recruitment, HR metrics, diversity & inclusion. Maintain organisation charts.

Hold regular meetings with internal clients to determine their needs and propose solutions in line with HR rules and policies.

Measure department’s health and lead appropriate HR actions together with other HR Business Partners.

Work in close cooperation with the line managers to ensure that recruitment requirements are met, in collaboration with the Talent Acquisition Manager.

Work in close cooperation with the line managers to enhance working relations, productivity, efficiency and employee retention.



Budget and Workforce planning


Prepare HR demands to the Plan & Budget Committee (PBC) (resource requests, organisation changes etc.) together with the requesting department and swiftly implement the decisions when communicated.

Together with the HRBP team, prepare HR budgets for dedicated departments.

Ensure proper implementation of HR & budget decisions in the departments. Propose alternative actions to meet business needs where required.

Ensure the implementation of business and PBC decisions in the HR systems and keeps them updated in close collaboration with the payroll team.



People Management Cycle:


Support the departments to define relevant yearly objectives and ensure that the objective setting exercise is completed in time according to the guidelines shared by the HR Department.

Ensure consistency, fairness and transparency in yearly HR programs, and be the ambassador of the organisation’s performance culture.

Support line managers and employees in completing midyear year-end reviews.

Act as the performance improvement driver and provoke positive changes in the people management.

Prepare the salary review in the dedicated departments together with the senior leadership and validate it with the HR leadership.



People development:


Together with Talent Management and line managers:

Identify employee training requirements. Follow up on the proper implementation of plans.

Advise the line managers in matters relating to performance management (e.g. coaching, career development, disciplinary action, etc.).

Implement succession planning in allocated departments.



HR policies and projects:


Support departments in their adaptation to new activities and projects in relation with Agenda 2020+5.

Analyse HR dashboard data to advise internal clients on the decisions/actions to take.

Help to disseminate HR communications within the relevant departments.

Maintain in-depth knowledge of the legal obligations linked to the day-to-day management of employees (working conditions, time management, social security, etc.) to better advise internal clients and thereby reduce the risks of non-compliance.

Support as subject matter expert in HR projects and initiatives as defined in the yearly team review.



Employee relations issues resolution and grievance management


Work closely with management and employees to further improve work relationships, using staff delegates as support where necessary.

Provide guidance on employee behaviour and conflict resolution.

Conduct investigations in response to employee complaints, in close collaboration with the Ethics & Compliance office.





Our requirements




Swiss federal diploma in HR (or equivalent) or university education in human resources management.

Significant experience in an HR Generalist role.

Knowledge of international and multicultural environments.

English or French fluency, with excellent writing and speaking of the other language.

Full proficiency in MS Office 365 programs (Word, Excel, PowerPoint, Teams, SharePoint, OneNote…)

SAP an asset.

Power BI an asset.

Good knowledge of labour law, particularly the organisation’s legal obligations in social matters.

Ability to take an active part in achieving common objectives through one’s engagement and ability to respect the contributions of all the members of a team Service-orientation with a clear sense of priority.

Good negotiation skills.

Data driven mindset., solid analytical skills linked to HR metrics and dashboards.

Strong professional ethics; sense of initiative; ability to work in a dynamic environment while respecting deadlines.

Proactivity and autonomy

Ability to multi-task; diligence in following up on tasks.

Attention to detail and ability to solve problems creatively.

Ability to communicate clearly ideas and to adapt to audience.

Ability to foster a working environment in which team spirit helps to improve performance.

Strong sense of confidentiality and tact to communicate difficult decisions.

Ability to adopt a neutral point of view and listen actively to the parties concerned.

Ability to maintain a positive and reassuring working atmosphere in all kinds of environments through specific and reliable conduct.

Ability to consider interpersonal differences as a source of added value and interact constructively with everyone.





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