HR Business Partner

  • Full-time
  • Location: Kosice
  • Company: Deutsche Telekom System Solutions Slovakia
  • Language: English

Company Description

Our brand Deutsche Telekom IT Solutions Slovakia entered the life of Košice region in 2006 under the name of T-Systems Slovakia and ever since has been inextricably linked with the region when became one of the founding members of Košice IT Valley. We have managed to grow from scratch to the second largest employer in the eastern part of the country with more than 3900 employees. Our goal is to proactively find new ways to improve and continuously transform into the type of company providing innovative information and communication technology services.

Job Description


HR Business Partner is responsible for the strategic consultation of business regarding the defined 6 core competencies: Business Enabler, Total Workforce Management, Talent and Performance Management, Leadership Culture, Social Partner Management, overlapping projects with business impact.                                                                                                                

Key accountabilities:

Business Enabler
• responsibility for and contribution to HR topics based on the respective division’s business strategy and ensuring of appropriate topic visibility and prioritization
• derivation of HR impact from business strategy (e. g. new business areas, products) and consultation on concrete recommendations regarding implementation and measures
• consultation and steering of organizational changes

Total Workforce Management (TWM)
• steering and implementation of overall TWM process using the instruments according to the product list
• derivation of personnel planning, including budget planning for qualification measures based on business planning and business strategy
• steering of HR share in business, financial planning and forecast process (within the dimension of TWM)
• integration of business plan and business and finance planning
• preparation of qualitative and quantitative Internal Workforce/ External Workforce planning (costs and stock), skill planning (skill development), planning of sourcing/purchasing concept – all taking into consideration of company / management demands (e.g. fair share, prevention of false self-employment)
• steering of personnel restructuring measures in supervised business divisions including the respective qualitative and quantitative deallocation of personnel restructuring operations
• derivation of requirements for action from forecast planning and introduction of target achievement measures
• consulting services and sparring partner for business regarding sourcing instruments

Talent and Performance Management
• ensuring transparency and supervision of the performance process; derivation of strategic follow-up measures (incl. performance and qualification management)
• development of transparency (processes, results) in talent development and Fair Share; derivation and steering of strategic follow-up measures
• management of staff portfolio in terms of skills, performance and succession, Fair Share, age structure and internationality; Set-up of target state in co-operation with business
• strategic skill planning (qualification board) in collaboration with Competence Centers

Leadership Culture
• continuously push Leadership Culture at the (respectively) highest management level and support of operationalization, e.g.
• change: anchorage of change topics in business change projects
• employee survey follow-up: consultant and sparring partner
Social Partner Management
• shaping of consultation and negotiation processes as a gatekeeper and in alignment with Competence Centers, business and social partners
• chief negotiator regarding employment agreements, with the respective committees
• negotiation of business issues that go beyond local operational structure

Overlapping Projects with business impact
• HR BP is the sponsor in HR-(sub)-project
• member of Steering Committee; involvement of HR/Business perspective and decision maker
• effective and resource-optimal solution complex HR problems - under time pressure or with a spontaneous change of conditions – with continuously excellent results up to the highest management levels
• application of innovative capacities and inventiveness while developing and executing a sustainable and value-increasing approach to solving HR problems (creative mind-set)
• convincing top management of new and creative HR solutions
• participation in the creation of long-term change processes in the segment, such as transformation projects (near-offshore, personnel restructuring, etc.)
• steering and implementation of projects in complex surroundings together with relevant stakeholders
• E2E responsibility for the management and execution of projects and sub-projects or project phases based on project management methodologies
• responsibility for final completion of project purpose



  • Master


  • Human Resources Management – 3
  • Human Resources Operations – 3

Soft skills

  • Communication skills
  • Analytical thinking
  • Presentation skills
  • Conflict management

Finance Skills

  • General financial maturity

Other Skills

  • General HR knowledge
  • Labour Code
  • Project management


  • English – Upper intermediate (B2)

Other criteria or requirements:

Personal Competencies

  • service orientation and consulting abilities
  • strength of implementation
  • persuasiveness
  • result orientation
  • decisiveness
  • customer orientation
  • flexibility, resilience and ability to establish contacts
  • ability to work in a team
  • autonomous work style
  • intercultural competencies

Professional Competencies

  • knowledge of HR portfolio and standard HR processes and products
  • knowledge of MS Office applications and knowledge of HR IT tools
  • knowledge of organizational structure and the structure of the company
  • knowledge of economics, HR KPIs and steering parameters
  • knowledge of labour law and labour management law

Additional Information


We believe in balance between work and personal life. An attractive and extensive work-life balance portfolio guarantees lasting motivation for employees and thus a better quality of life, promotes physical and mental well-being and contributes to a positive work environment. All this with the aim of providing more freedom in reconciling work, career growth, private life and individual lifestyle. Therefore we offer to our employees over 25 different benefits to improve their personal and professional life in these areas:

  • Financial benefits
  • Benefits with focus on learning and development
  • Benefits with focus on health and sport
  • Benefits with focus on family and work – life balance
  • Other benefits

For more information about our benefits click to Benefits


Final salary is negotiable.

We are offering base salary depending on seniority level and previous experience of candidate. In addition to base salary we provide variable part and other financial benefits. Base salary will not be lower than 1650 € /brutto.

Additional information

* Please be informed that our remote working possibility is only available within Slovakia due to European taxation regulation.

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