Job Description

Location: Mosselbay
Qualification: National Diploma or Bachelor's Degree in Human Resources
Closing Date: 14 March 2024

Position Summary
As 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:

• 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 organisational 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 Nestlxc3xa9 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. Shape the culture to align with Nestlxc3xa9 goals & initiatives through supporting & coaching Line managers in their implementation of core people processes. Work with leaders to enhance current and future functional and leadership capability needs.
• 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 co-operation. 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 Nestlxc3xa9 Management and Leadership Principles and Nestlxc3xa9 Corporate Business Principles. Responsible for compliance in HR (policies and practices).
• 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 exceeded agreed standards.
• Functional Development: Work as part of cross functional / NiM CoE 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 or working.

What will make you successful:

• Degree level education or equivalent
• 3 - 5 years' experience in a HRBP function within FMCG
• Demonstrated exposure to Talent Management, Learning & Development, Employee Relations, Compensation & Benefits, Recruitment/Resourcing.
• Leading and managing change through the effective use of organisation design, development and business transformation techniques.
• Experience of working in Industrial and employee/labour relations.
• 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.

Location: Mosselbay
Qualification: National Diploma or Bachelor's Degree in Human Resources
Closing Date: 14 March 2024

Position Summary
As 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:

• 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 organisational 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 Nestlxc3xa9 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. Shape the culture to align with Nestlxc3xa9 goals & initiatives through supporting & coaching Line managers in their implementation of core people processes. Work with leaders to enhance current and future functional and leadership capability needs.
• 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 co-operation. 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 Nestlxc3xa9 Management and Leadership Principles and Nestlxc3xa9 Corporate Business Principles. Responsible for compliance in HR (policies and practices).
• 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 exceeded agreed standards.
• Functional Development: Work as part of cross functional / NiM CoE 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 or working.

What will make you successful:

• Degree level education or equivalent
• 3 - 5 years' experience in a HRBP function within FMCG
• Demonstrated exposure to Talent Management, Learning & Development, Employee Relations, Compensation & Benefits, Recruitment/Resourcing.
• Leading and managing change through the effective use of organisation design, development and business transformation techniques.
• Experience of working in Industrial and employee/labour relations.
• 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.

Mossel Bay, ZA

Mossel Bay, ZA

Nestlxc3xa9