Key Roles & Responsibilities:


Partner with Leadership team to develop and implement the People Strategy
Support the teams to manage as well as support delivering on business priorities
Ensure that the HR service delivered in the Region drives business results and supports the business strategy
Build capability and credibility for the People function through robust development and coaching
Embed the People Cycle
Lead the annual target setting processes, ensuring an aligned collective effort focused on strategic priorities
Manage individual reward matters, with support from COEs and in line with policies
Co-ordinate OPR process / Talent Management process
Manage the talent processes to support the current and future development and deployment needs
Support the recruitment process, including ensuring effective onboarding
Consolidate and analyze talent data and work with line leaders to ensure that this data is used to inform talent planning
Ensure that all relevant legislative diversity requirements are met and support is provided to line managers around the diversity agenda
Support IR policies and practices are understood and employed by all
Manage the resolution of employee relations issues in the region
Work with the line leadership to assess learning needs required to deliver the business strategy and work with L&D COEs to develop and holistic L&D plan to address gaps
Link L&D to Talent Development
Develop the people reporting dashboard aligned to business needs
Diagnose business performance problems and collaborate with specialist teams to create effective and integrated solutions for teams & individuals
Monitor organization performance & provide data for the people/organization scorecard
Review feedback from Employee Engagement surveys as well as other people data [e.g. exit interviews, KPI scorecards) to understand issues associated with engagement
Develop and implement appropriate plans to focus on building engagement


Profile

Education:


A relevant HR or business-related degree and post graduate qualification


Experience:


Strong coaching and communication skills
Stakeholder/relationship management and analysis & diagnostic investigation
Knowledge of local labour legislation and experience in labour relations is required
Demonstrated experience in managing the HR processes related to the end-to-end employee life cycle
Track record of building excellent relationships and credibility with senior business leaders based on solid commercial understanding and an ability to identify customer needs and go beyond just delivering defined HR solutions
A track record of building HR capability, shaping culture and leadership behaviours
Proven experience in solving strategic business problems with pragmatic solutions
Credibility, presence and resilience
Experience in FMCG is preferred