CHEP helps move more goods to more people, in more places than any other organization on earth via our 347 million pallets, crates and containers. We employ approximately 13,000 people and operate in 60 countries. Through our pioneering and sustainable share-and-reuse business model, the world’s biggest brands trust us to help them transport their goods more efficiently, safely and with less environmental impact.

What does that mean for you? You’ll join an international organization big enough to take you anywhere, and small enough to get you there sooner. You’ll help change how goods get to market and contribute to global sustainability. You’ll be empowered to bring your authentic self to work and be surrounded by diverse and driven professionals. And you can maximize your work-life balance and flexibility through our Hybrid Work Model.

Job Description

No Relocation Offered

Key Responsibilities May Include:

• Serve as the first point of contact for employees and managers, providing advice and support on HR processes, policies, and employee-related queries.
• Support and implement programs that align organizational structure, people capabilities, systems, and culture with business strategy.
• Develop and maintain effective programs for employee retention, promotion, engagement, talent management, organization design, performance management, compensation, and benefits.
• Coach and guide line managers on using the HR self-service model, including Workday case creation and accessing resources on the central employee hub.
• Ensure compliance with legal requirements in day-to-day employee management, partnering with the legal department when necessary to mitigate risks.
• Support and enhance the delivery of onboarding, training, and compliance initiatives for new starters and existing employees.
• Provide support and training for annual HR processes, including performance reviews, annual salary reviews, talent reviews, and employee engagement surveys (e.g., Pulse Surveys).

Role, Scope, Responsibilities changed. Find updated JD attached.

The HR Generalist acts as a trusted HR partner for Supply Chain operations in Germany, providing expert guidance on employee relations, works council matters, employee engagement and wellbeing initiatives. The role partners closely with Plant Managers and leadership teams to foster a positive employee experience, maintain productive employee and works council relationships, support organisational change, and ensure compliance with German labour legislation. The position plays a key role in driving engagement, strengthening leadership capability, and creating a high-performing and inclusive workplace culture across the German and selected European manufacturing network.

Scope:

• HR support for CHEP Supply Chain Operations DACH and selected European manufacturing locations.
• Approximately 150+ employees across multiple operational sites.
• Primary focus on manufacturing and plant operations.
• Lead HR support on Employee Relations, Works Council collaboration, employee engagement and wellbeing initiatives.
• Support cross-border HR projects within the European Supply Chain organisation.

Measures

• Employee Engagement results and action plan completion.
• ER/LR case management: Successful resolution of Employee Relations cases.
• Quality of Works Council relationships and delivery of co-determination processes.
• Employee retention and turnover metrics.
• Employee wellbeing indicators and absenteeism trends.
• Talent and succession plans for key operational positions.
• Manager capability and satisfaction with HR support.
• Compliance with labour law and internal policies.

Major/Key Accountabilities

Employee Relations & Works Council

• Serve as the primary HR contact for employee relations matters across DACH Supply Chain operations and further continental European Service Centres.
• Lead and coordinate complex employee relations cases, ensuring fair, consistent and legally compliant outcomes.
• Partner closely with local and central Works Councils, preparing consultations, negotiations and agreements where required.
• Provide coaching and guidance to managers on labour law, employee relations, performance management and disciplinary processes.
• Support organizational restructuring, change management initiatives and workforce planning activities.

Employee Engagement & Wellbeing

• Develop and execute local engagement action plans based on employee feedback and engagement survey results.
• Drive wellbeing initiatives that support employee health, safety and overall employee experience.
• Partner with site leadership teams to strengthen a culture of inclusion, recognition and continuous improvement.
• Monitor engagement, retention and absenteeism trends and recommend appropriate actions.

HR Business Partnership

• Act as trusted advisor to Plant Managers and leadership teams on all people-related matters.
• Support talent reviews, succession planning and leadership development activities.
• Partner with Talent Acquisition to attract and retain high-quality operational talent.
• Support implementation of regional and global HR programs within Supply Chain operations.
• Collaborate with HR Centres of Expertise and HR Operations to ensure efficient service delivery and continuous process improvement.

Challenges/Problem Solving

• High volume HR activities in an operational/manufacturing environment
• Managing complex employee relations and works council matters in a unionized operational/manufacturing environment.
• Supporting organizational change while maintaining employee engagement and business continuity.
• Balancing operational needs with legal and employee considerations.
• Driving engagement and wellbeing initiatives across geographically dispersed locations.
• Influencing stakeholders within a matrix and Global/international organization.
• Recruitment of new plant colleagues

Authority/ Decision Making

• Support on all facets of HR with managers and employees
• Project delivery in line with budgets where appropriate
• Guidance to key stakeholder to enable them to make business and people decisions

Experience

• 5+ years HR experience, ideally within manufacturing, logistics, supply chain, industrial or other operational environments.
• Strong Employee Relations and Works Council experience in Germany & proven experience in explanation of HR policies and procedures
• Strong Employee Relations and Works Council experience in Germany.
• Sound knowledge of German labour law and co-determination processes.
• Experience supporting engagement, wellbeing and culture initiatives.
• Experience partnering with operational leaders in a fast-paced environment.
• Experience working within an international matrix organization.

Skills and Knowledge

• Demonstrated experience interacting with employees and management at all levels and providing excellent customer service
• Strong Employee Relations and labour law expertise.
• Works Council consultation and negotiation skills.
• Stakeholder management and influencing skills.
• Change management and conflict resolution capabilities.
• Strong coaching and relationship-building skills.
• Data-driven approach to engagement and retention initiatives.
• Ability to work independently across multiple locations within Europe

Languages

German, English + other European Language

Remote Type

Fully Remote

Skills to succeed in the role

Adaptability, Empathy, Employee Experience, Experimentation, Human Resource Case Management, Organizational Change Management, Performance Management (PM), Relationship Building, Succession Planning, Taking Ownership, Teamwork, Understand Customers, Work Performance

We are an Equal Opportunity Employer, and we are committed to developing a diverse workforce in which everyone is treated fairly, with respect, and has the opportunity to contribute to business success while realizing his or her potential. This means harnessing the unique skills and experience that each individual brings and we do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state, or local protected class.

Individuals fraudulently misrepresenting themselves as Brambles or CHEP representatives have scheduled interviews and offered fraudulent employment opportunities with the intent to commit identity theft or solicit money. Brambles and CHEP never conduct interviews via online chat or request money as a term of employment. If you have a question as to the legitimacy of an interview or job offer, please contact us at [email protected].