MAJOR TASKS AND RESPONSIBILITIES
Strategic Business Partner:
- Collaborate with business leaders to understand their objectives and translate them into HR initiatives.
- Provide guidance on talent management, workforce planning, and succession planning.
- Analyze HR metrics to identify trends and develop strategies for continuous improvement.
Organization Design:
- Lead and support organization design efforts to optimize structure, roles, and responsibilities in alignment with business objectives.
- Conduct organizational assessments to identify areas for improvement and efficiency.
- Drive change management initiatives to ensure the successful implementation of new structures and processes.
Employee Relations and Engagement:
- Act as a trusted advisor to managers and employees on HR-related matters.
- Manage employee relations issues, investigations, and conflict resolution.
- Implement initiatives to enhance employee engagement, morale, and retention.
Talent Acquisition and Development:
- Partner with the Talent Acquisition team to drive recruitment efforts, ensuring the hiring of top talent.
- Develop and implement onboarding programs to facilitate new employee integration.
- Identify training and development needs, and collaborate with Learning and Development teams to design programs.
Performance Management:
- Support the performance management process, including goal setting, performance reviews, feedback, and rewards.
- Provide coaching and guidance to managers on performance-related issues.
- Drive a culture of continuous feedback and improvement.
HR Policy and Compliance:
- Ensure compliance with employment laws and regulations.
- Develop and implement HR policies and procedures, keeping them up to date with best practices.
- Conduct audits and assessments to mitigate risks related to HR compliance.
HR Projects and Initiatives:
- Lead HR projects such as HRIS implementations, process improvements, and change management initiatives.
- Provide data-driven insights to support decision-making and continuous improvement.
- Support diversity, equity, and inclusion (DEI) efforts within the organization.
- Participate in cross-functional teams to drive business and HR-related projects.
QUALIFICATIONS:
Education
- Preferably a university degree or equivalent, especially with the main focus on Human Resources
- Immediate English language communication both in the spoken and written form
Skills / Experiences
- 10 plus years of progressive HR experience with at least 5 years in an HRBP capacity. Consumer goods industry experience is preferred.
- Proven ability to work in a fast-paced environment, managing multiple priorities effectively.
- Proven ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
- Communications strategy and messaging skills with the ability to build long-term partnerships with internal management & staff, including the various relevant representatives of workers groups and external stakeholders.
- Experienced in multidisciplinary projects- and corresponding change management.
- Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
- Capability to work in a multicultural environment is an advantage.
