Location: BryanstonQualification: National Diploma or Bachelor's Degree in Human ResourcesClosing Date: 05 November 2024Position SummaryAs an HR Business Partner, your primary role is to support the development and execution of the HR strategy in collaboration with the local Unit strategy to ensure that they form a coherent whole. The HR strategy is translated into a set of HR plans (People Plan) that remain integral to the particular Unit plan. HR Plans in general will optimize the contribution of employees in both the short and long term to drive the long-term direction of the organization.A day in the life of an HR Business Partner:Generalist HR: Provide hands-on and strategic input, insight, and advice on people-related issues: talent management, employee relations, coaching/development, compensation, conflict management, organizational development, and training. An HR Business Partner plays an essential role in establishing and driving HR programs/talent initiatives forward within specific company functions, while always ensuring they align with a company's business objectives.Analyze and interpret various types of employee reports (e.g., compensation, job levels, and attrition) to guide decision making and provide proactive solutions to their business unit.Educate team members on compensation practices, including compensation, performance feedback, performance calibration, and career transitions.HR Governance and Control: Custodian of the strict governance and control, ensuring the observation and effective implementation of the policies and procedures.Contribute to & Execute HR Strategy: Contribute to the successful execution of the business plan through the co-creation (where appropriate) and implementation of the People Strategies that attract, develop, and retain talent.Support the organizational short- and long-term business needs to drive competitive advantage and address opportunities and threats. Drive flawless execution of Global, NiM, and local HR Initiatives. Co-ordinate and execute workforce planning for the specific customer unit.Organisational Design & Development (OD&D): Pro-actively challenge the established organisational structure of the customer unit to drive superior performance (taking account of Nestlé principles, policies & local business context). Ensure people issues are a key consideration when discussing and planning business activities. Manage effective organisational transformation and change projects using best practice methodologies. Collaborate with the business unit to champion and accelerate a culture of excellence in which people feel engaged and inspired to deliver top business results.Performance & Talent Management: Ensure Performance and Talent Management drive the achievement of business goals through objective and development plan setting, performance calibration, and talent development. Together with Lead HRBP, lead talent review/calibration to ensure high performance is rewarded and developed in line with the Management Development Cycle. Implement customer unit succession planning and talent management plans that support business goals. Ensure People Managers use tools effectively to assist individual and team performance improvement at all levels. Coaches others to interpret, apply and communicate "Total Rewards" principles/policies/strategies.Employee Engagement: Establish and maintain effective win-win working relationships with managers, employees, and their representatives through an environment that fosters communication and cooperation. Promote and foster a culture and environment that is productive, open, empowering, safe, and equitable and coach others to behave and make decisions in line with Nestlé Management and Leadership Principles and Nestlé Corporate Business Principles.HR Organizational Alignment: Be the gateway for the business into the HR function to ensure Line Managers and Employees understand the HR model and can quickly and efficiently access solutions. Collaborate and provide business insight to CoE and CoS to ensure initiatives and projects are designed and implemented that support business people plans. Provide objective and timely feedback to CoE and CoS on the quality of service to ensure the overall HR service to the business unit meets or exceeds agreed standards.Functional Development: Work as part of cross-functional HR teams to develop HR practice and process developments that enhance the HR contribution to the business. Utilise continuous improvement in HR to develop functional efficiencies and ways of working.What will make you successful:Degree level education or equivalent3 - 5 years' experience in an HRBP functionDemonstrated experience in the various HR functional areas, especially organization development, change management, Compensation and Benefits, Recruitment/Resourcing, and employee relations.Leading and managing change through the effective use of organisation design, development, and business transformation techniques.Success leading, coaching, and developing people in a high-performing team environment e.g., performance management etc.Effective influencing and coaching of leaders.Leading people and projects experience.Successful experience in contributing to the creation, implementation & execution of people strategies for a business, function, or unit.Worked within a Matrix environment, achieving results through effective influencing and collaborating.Range of experiences supporting different parts of the business in order to develop broad business acumen.
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