Stellen

HR Project Manager

Department: Group HR - Baar

We are seeking a highly motivated Project Manager to join our Group Human Resources team. This role is ideal for someone who can think strategically to scope and plan projects, while also being hands-on and collaborating with others to develop solutions and following through to deliver outcomes.

Main tasks and responsibilities include:

• Build strong relationships with Human Resources and business stakeholders and collaborate closely to align on priorities and deliver project outcomes.
• Conduct data gathering and analysis to shape insights for projects and Group HR reporting to support stakeholder engagement and inform decision-making.
• Develop and maintain the approach, tools and guidance for core talent processes (e.g., talent reviews, succession, organisation design, performance management).
• Coordinate delivery of core talent processes such as performance management and succession planning.
• Develop project plans, monitor progress, and ensure projects are delivered on time, within budget, and in line with target outcomes.
• Prepare high-quality presentations and reports to effectively communicate findings, options, and key messages to stakeholders.
• Support continuous improvement, identifying opportunities to optimise processes, tools, and ways of working to enhance efficiency and impact.
• Facilitate working sessions, and stakeholder alignment meetings to ensure engagement and buy-in.
• Support HR program governance, including reporting cadences, steering committee coordination, and decision-making protocols to ensure transparency and accountability across HR initiatives.
• Manage project risks and issues proactively, escalating where appropriate and developing mitigation strategies.
• Stay informed on industry trends and best practices, incorporating relevant insights into project recommendations.
• Connect the dots across the projects you manage, stepping back to identify interdependencies and ensure activities are creating value for Glencore.
• Support change management activities, including communication planning and stakeholder engagement, to ensure smooth adoption of new initiatives.

Our ideal candidate is:

• Overall, a willingness and curiosity to expand your knowledge and take on new challenges in a fast-paced environment.
• Strong communication skills and Spanish language skills are beneficial.
• Analytical skills.
• Attention to detail.
• Synthesise complex information.
• Stakeholder management and communication.
• Project planning and prioritisation.
• Strategic thinking and pragmatism.
• Continuous improvement mindset.
• Commitment to delivering high-quality outcomes.
• Know-how of talent management and organisational development practices.
• Proficiency with Excel, PowerPoint, and reporting/visualisation tools.

Qualifications and experience:

• Degree or equivalent qualification in HR, Business Administration, or related field.
• At least 5 years of experience in Management Consulting or Organisational Development; with a preference for Human Resources-related projects.
• Collaborating with a broad range of HR and business stakeholders to scope and deliver project outcomes on time and in line with success criteria.
• Designing and implementing global processes, frameworks, or approaches for Organisational Development topics (e.g., succession planning, performance management).
• Demonstrated the ability to bring structure to complex and ambiguous problems, to understand the problem and root causes, and shape options and recommendations.
• Applying advanced analytical skills to shape insights and findings from organisational data (e.g., structure, talent, survey, and succession data).
• Keeping multiple projects on track, with clear visibility on progress, risks, and priorities.
• Creating clear, compelling presentations and reports for senior stakeholder and governance forums conveying key findings, options, and messages in a way that builds understanding and buy-in.
• Working in a complex global organisation, navigating multiple stakeholders and competing priorities.
• Facilitating change management activities to support the successful implementation of talent and organisational development initiatives, ensuring sustainable behavioural and process change.

Benefits

• We are committed to providing benefits, which promote mental, physical, and financial well-being. From healthy meal options in our restaurants and bistros to free use of the in-house gym including sport classes with professional trainers.
• We reimburse public transport for commuting to work; alternatively, we offer free parking space.
• We provide tuition assistance for further education and training courses.
• We have a competitive parental leave policy. Our childcare benefits also include emergency childcare services and financial assistance towards daycare costs.
• Employees- Swiss Pension 2nd pillar is fully paid by Glencore.

Who we are

Glencore is one of the world-s largest global diversified natural resource companies and a major producer and marketer of more than 60 commodities. Through a network of assets, customers and suppliers that spans the globe, we produce, process, recycle, source, market and distribute the commodities that advance everyday life.

With over 140,000 employees and contractors and a strong footprint in over 30 countries in both established and emerging regions for natural resources, our marketing and industrial activities are supported by a global network of offices.

Glencore-s customers are principally industrial consumers, such as those in the automotive, steel, power generation, battery manufacturing and oil sectors. We also provide financing, logistics and other services to producers and consumers of commodities.

Important information:

This material does not purport to contain all of the information you may wish to consider. For further important information, including in connection with forward-looking statements and other cautionary information, refer to the Important notice section of Glencore-s 2025 Annual Report, which is available at glencore.com/publications. By their nature, forward-looking statements involve known and unknown risks, uncertainties and other factors which may cause actual results, performance or achievements to differ materially from any future events, results, performance, achievements or other outcomes expressed or implied by such forward-looking statements. This document does not constitute or form part of any offer or invitation to sell or issue, or any solicitation of any offer to purchase or subscribe for any securities.

Other information:

The companies in which Glencore plc directly and indirectly has an interest are separate and distinct legal entities. In this document, -Glencore-, -Glencore group- and -Group- are used for convenience only where references are made to Glencore plc and its subsidiaries in general. These collective expressions are used for ease of reference only and do not imply any other relationship between the companies. Likewise, the words -we-, -us- and -our- are also used to refer collectively to members of the Group or to those who work for them. These expressions are also used where no useful purpose is served by identifying the particular company or companies.

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