1. JOB PURPOSE
Contribute to the Group HR Strategy and drive the implementation of local strategic and operational HR programs aligned with the company wide goals and in compliance with local legislation.
Support business initiatives which have significant people implications and ensure effective employee engagement through implementation of HR best practices and compliance with policies, procedures and local legislation. Provide creative and flexible HR solutions to support business growth whilst balancing the company’s interests and the business requirements.
2. JOB ACCOUNTABILITIES LINKED TO OBJECTIVE AREAS (MAXIMUM OF 10)
- Partner, consult and manage line managers to educate and advise on all stages of the employee life cycle including performance management, employee development, retention, training, recruitment, induction, employee relations, conflict management and Occupational Health and Safety/workers compensation.
- Implement corporate HR initiatives such as the development of new systems and the introduction of new HR tools, services or benefits. Support the development of HR and corporate policy/processes by researching and analysing data, facilitating management buy-in, through management awareness and staff communication. Liaise with Remuneration and Planning on policy changes based on changes to the labour law and/or market practice for the relevant country.
- Lead the performance management process within the business area by guiding and advising managers on continued staff development by setting objectives, development plans, coaching and providing feedback. Consult with line managers to proactively identify and address employee performance issues.
- Influence the organisation’s global HR systems and infrastructure strategy, providing unique insights into employee needs. Work closely with the finance team in the management of the local payroll and recommend improvements to management of time and attendance and payroll processes and systems.
- Review and initiate process improvements to improve productivity and add value whilst improving the overall employee experience.
- Participate in the annual pay review by researching and presenting any relevant information to HR Remuneration to support cases for changes to pay scales, benefits and allowances.
- Lead, plan, schedule and formulate the recruitment schedule for the year liaising with the business on the various selection and recruitment methods in order to attract and retain the best candidates. Manage the recruitment process including shortlisting, interviews, references, psychometrics, salary negotiations and the on-boarding process.
- Identify opportunities to enhance employee engagement and morale based on feedback from climate surveys, exit interviews etc throughout the business by liaising with departmental managers to assist with productivity and retention building a positive working environment.
- Coach, guide and manage Human Resources professionals (where applicable) to ensure compliance of all Human Resource standards with a key stakeholder focus. Ensure budget accountabilities that fall under HR are well managed and resources are optimally utilised.
- In liaison with the Remuneration and Planning team, interpret any Collective Labour Agreements, industrial award (where relevant) and actively participate during any relevant negotiations. Develop, implement and maintain appropriate human resources and administrative policies, procedures, protocols and guidelines, ensuring legislative and applicable Collective Labour Agreement compliance.
