Description Pizza Hut Germany is in an exciting phase of growth and transformation. We are seeking a commercially minded, operationally savvy HR Business Partner to be our dedicated in-market HR presence in Germany. This is a critical, standalone generalist role that sits at the intersection of operational HR delivery and strategic people partnership. Reporting into the European HR function (UK-based), you will be the primary HR contact for Germany – embedding global and regional people initiatives on the ground, owning the full employee lifecycle, and ensuring our people practices are consistently compliant with German employment law. You will operate with a high degree of autonomy while remaining closely aligned to the broader international HR team. What We Offer The opportunity to build and shape the HR function for one of the world's most iconic restaurant brands in Germany. High-visibility role with direct access to European and Global HR leadership. Flexible/hybrid working with autonomy to manage your own workload. Competitive salary, bAV pension, and market-aligned benefits package. A genuine opportunity to make a tangible difference during a pivotal growth phase. Responsibilities German Employment Law & Compliance Act as the in-market subject matter expert on all aspects of German employment law, including the Arbeitszeitgesetz (AZG), Betriebsverfassungsgesetz (BetrVG), Allgemeines Gleichbehandlungsgesetz (AGG), Kündigungsschutzgesetz (KSchG), and TzBfG. Ensure all employment contracts, policies, and practices are compliant and reflect current German legal requirements. Manage Betriebsrat (works council) relations where applicable, including consultation and co-determination obligations. Act as first point of escalation for complex employee relations matters, disciplinary proceedings, and potential tribunal risk; engage external German employment counsel as needed. Keep the UK/global HR team proactively informed of German legislative changes and their operational implications. Act as first point of escalation for complex employee relations matters, disciplinary proceedings, and potential tribunal risk; engage external German employment counsel as needed. Keep the UK/global HR team proactively informed of German legislative changes and their operational implications. Strategic HR Business Partnerting Partner with the Germany General Manager and senior operational leaders as a trusted people advisor, providing insight and challenge on workforce planning, talent, and organisational effectiveness. Translate UK-led and global people strategy into localised implementation plans, balancing global consistency with German legal and cultural requirements. Support leadership capability development; coach managers on people management practices, performance conversations, and change leadership. Contribute to headcount planning, restructuring, and workforce change programmes as they arise. Payroll & Benefits Management Own end-to-end monthly payroll for Germany in partnership with the payroll provider, ensuring accuracy, timeliness, and full statutory compliance (Lohnsteuer, Sozialversicherung, etc.). Serve as the primary liaison between the business, the payroll bureau, and where relevant, the UK finance team. Manage the German benefits portfolio including occupational pension (bAV), health provisions, and any market-specific allowances, ensuring competitiveness and compliance. Lead annual benefits review cycles and make recommendations for market-relevant enhancements. Ensure accurate and timely reporting of payroll data for German statutory submissions and internal management accounts. Time & Attendance (T&A) Manage and continuously improve the Time & Attendance system and processes across Germany, ensuring compliance with the Arbeitszeitgesetz (daily/weekly hour limits, rest periods, documentation requirements). Partner with operations teams to ensure accurate T&A recording, particularly across shift-based restaurant environments. Produce regular T&A analytics and highlight risks or anomalies to operational managers. Lead any T&A system migrations or upgrades in Germany as part of wider technology programmes. UK & Global Initiative Delivery Be the on-the-ground delivery lead for people initiatives driven by the UK or global HR team, including engagement surveys, performance management rollouts, L&D programmes, DEI initiatives, and policy updates. Localise materials, communications, and toolkits to ensure relevance for German employees and legal robustness. Represent German business needs and employee voice in global HR project teams and working groups. Manage the Germany HR project plan and provide regular progress updates to the European HR Director. Employee Lifecycle & Operational HR Lead all aspects of the employee lifecycle in Germany: onboarding, probation reviews, contractual changes, internal moves, and offboarding. Maintain and manage German HR records in line with GDPR/Bundesdatenschutzgesetz (BDSG) requirements. Develop and maintain an up-to-date suite of German employment contracts, annexures, and HR policy documents. Manage absence processes including sick leave (Entgeltfortzahlungsgesetz), parental leave (BEEG), and occupational health referrals. Support recruitment for Germany as needed, working with hiring managers and any retained search partners. Reporting & HR Analytics Provide regular, meaningful HR reporting to both local leadership and the UK/European HR team (headcount, turnover, absence, T&A, payroll cost). Identify trends and translate data into actionable insights and recommendations. Maintain a Germany HR dashboard aligned to global reporting frameworks. Qualifications Essential Experience & Knowledge Minimum 5 years' HR generalist/HRBP experience, with substantial experience gained in Germany. Demonstrable, in-depth knowledge of German employment law (including BetrVG, AZG, KSchG, AGG, TzBfG, BEEG, SGB). Proven experience managing German payroll (in-house or bureau-managed) and benefits administration. Experience with Time & Attendance systems and German working time compliance. Track record of partnering with operational/line managers in a fast-paced, consumer-facing or hospitality/retail/QSR environment preferred. Experience working within a matrix organisation and influencing remotely without direct authority. Hands-on experience managing works council (Betriebsrat) relationships and co-determination processes. Strong track record of delivering cross-border HR projects and rolling out global/regional initiatives locally. Skills & Competencies Fluent in German and English (written and spoken) – both are essential for this role. Commercially minded with a pragmatic, solutions-focused approach to HR. Highly organised; able to manage multiple workstreams simultaneously with limited local support. Strong communicator and influencer at all levels; comfortable working with senior leaders in Germany and across borders. Analytical and data-literate; comfortable with HR metrics and payroll data. Trustworthy and discreet in handling sensitive employee and commercial information. Self-starter with the resilience and adaptability to operate as a standalone HR presence in-market. Desirable Degree in HR, Business, Law, or equivalent qualification; CIPD or German equivalent (e.g., geprüfter Personalfachkaufmann/-frau) advantageous. Experience in QSR, hospitality, food service, or multi-site retail. Familiarity with SAP SuccessFactors, Workday, or similar HRIS platforms. Experience working for an international brand with a UK or US parent company. To apply, please submit your CV and a brief cover letter outlining your relevant experience and motivation for the role. Applications should be submitted in English. We are an equal opportunities employer and welcome applications from all qualified individuals regardless of background.