Global Profilers is a Recruitment & HR Services firm specialized in recruitment in Africa; we are currently looking for an HRBP for our client who is a Multinational FMCG Organization.
Job Purpose
The individual will identify and evaluate the strategic business priorities in order to develop, integrate, deliver and manage fit-for-purpose HR strategies for the Business.
Responsibilities
· To strategically align talent in the Business Units to needs of the business through appropriate resourcing, selection and management of bench strength including the alignment of the organization & global strategies to local needs.
· To develop, manage and support strategic change initiatives.
· To assess the efficiency of the commercial structure, culture, people, capabilities and consult on ways to improve organizational effectiveness and to deliver its contract commitments.
· To manage the strategic measurement systems for improving individual contribution and driving overall organizational performance.
· To develop and manage policies and practices that foster positive working relationships between employees and the organization while meeting legal, social and organizational standards.
· To understand and apply key HR expertise areas to ensure effective delivery
· Ensure that the business has in place the most effective organization to deliver the business strategy by:
§ Applying, in conjunction with line colleagues, the HR roadmap as part of the contract process.
§ Developing organization and individual capability working with Talent/Line manager through effective change strategies
§ Refine organization structures if necessary whilst ensuring that appropriate transition plans are in place
· Implementing Group HR processes policies and standards in a way that fits the Nigerian legislative and cultural environment. Translates company polices into designated client/Business unit base-specific HR actions.
· Ensure that Group can attract, motivate, develop and retain great talent, through effective resourcing (in concert with the Resourcing and Talent Unit), training & development, performance management and reward strategies as this related to designated client base.
· Ensure that the individual and collective relationships between the business and its people are healthy, open and collaborative through appropriate communication strategies and management behaviour.
· Act as a coach and source of advice on performance and development issues – intervening where necessary to improve management and team effectiveness
· Implementing group wide initiatives in the areas such as organization development, reward, and talent management to support all of the above
· Partner with designated client base in performance management and other HR processes: potential review and organization and people review (organization review, succession planning, and individual talent development plan). Supervise the administration of Performance Improvement plan to affected staff.
· Work with the Resourcing and Talent Unit to manage new employee probation process in the designated client base.
· Work with Strategy and Rewards Unit in implementing annual merit increments.
· Conduct exit interviews for all staff that voluntarily resigns from the business (mgt and non-mgt) and passes same to Resourcing and talent Unit.
· Assist designated functional heads to formulate team HR plans and ensure execution.
· Walk the floor –pays periodic visits to the various operation sites (factory or non-factory). Meets formally and informally with staff (management and non-management) in the designated client base.
· Coordinate transfers/redeployments within designated client-base.
· Work with all teams to ensure that competency levels are tracked with plans are in place to close gaps/upscale competencies
· Collaborate with Learning and Development (Resourcing and Talent Mgt Unit) on training for client base.
Responsibilities by Function
Strategic HR Direction
· Ensure that the business has in place the most effective organization to deliver the business strategy by:
§ Understanding the business within its competitive environment
§ Completing strategic environmental analysis
§ Applying, in conjunction with line colleagues, the HR roadmap as part of the contract process
§ Assisting Managing Director to formulate team HR plans and ensure execution
§ Making timely strategic decisions
HR Change Facilitation
· Diagnose the need for change
· Develop organization and individual capability through effective change strategies
· Refine organization structures if necessary and ensuring appropriate plans are implemented
Organizational Effectiveness
· Implement group wide initiatives in the areas such as organization development, reward, and talent management to support all of the above
· Implement Group HR processes policies and standards in a way that fits the Nigerian legislative and cultural environment. Translate company polices into designated client base-specific HR actions.
· Walk the floor – pay periodic visits to the various operation sites (factory or non-factory). Meet formally and informally with staff (management and non-management) in the designated client base.
· Work with Strategy and Rewards Unit in implementing annual merit increments.
· Conduct exit interviews for all staff that voluntarily resigns from the business (mgt and non-mgt) and passes same to Resourcing and talent Unit.
· Coordinate transfers/redeployment within designated client-base
Performance Improvement
· Act as a coach and source of advice on performance and development issues – intervening where necessary to improve management and team effectiveness
· Partner with designated client base in performance management and other HR processes: potential review and organization and people review (organization review, succession planning, and individual talent development plan).
· Supervise the administration of Performance Improvement plan to affected staff.
· Work with the Resourcing and Talent Unit to manage new employee probation process in the designated client base.
Key Outputs/KPI
· Effectiveness of HR processes in the Business Units supported.
· Evidence of strategic HR contribution to the function
· Current industrial relations atmosphere
· Effective collaborations with Unions (Internal & External)
· Management of Change and changes that are on-going within the business
· Effective employee communications
· Effective IPA management with 100% completion year on year
· First Degree
· At least 8- 10 years’ experience in a HR, 2years experience in a HRBP role in an FMCG environment.
· Breadth of insight especially around people
· Commercial understanding and experience
· Integrity and courage
· Consulting and problem solving skills
· Coaching and facilitation skills
· Strong customer and contracting orientation
· A well-developed organisational ‘antennae’
· Flexibility and open-mindedness - enjoying ambiguity and change
· Excellence in operational execution
Skills/Competencies
· Strong interpersonal, communication, networking and influencing skills
· Supply Chain understanding and experience
· Integrity and courage
· Consulting and problem solving skills
· Coaching and facilitation skills
· Strong customer and contracting orientation
· A collaborative style
· A well-developed organisational ‘antennae’
· Flexibility and open-mindedness - enjoying ambiguity and change
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