HR Business Partner - Logistics Firm

Job Purpose Statement:

Supports the translation of H.R. programs, policies & practices for MEISA into legal & effective versions tailored to the specific requirements of one or more countries.

Participates in the development of new local country initiatives as required.

Provides advice & support to management & employees on the correct interpretation & application of employment law, policies & programmes in relation to diverse H.R. topics/ issues that include those of a complex nature.

Key Accountabilities:

- Provides advice & practical support to management in all stages of the recruitment & selection processes for management, professional & front-line employee positions. Includes advising on the most appropriate & cost effective processes & tools to ensure competent people who match the job requirements are consistently & legally recruited. With an appropriate level of guidance, plans & leads recruitment campaigns for any type of position within local country or new country openings.

- Develops an in depth knowledge of developments in HR methodologies and the local country/ies business environment (includes legal, social, economic & cultural changes, business practices etc) and translates the knowledge into legal, best-practice advice & recommendations for management.

- Develops & recommends changes to existing country specific policies & procedures that guide management in the correct application of FedEx people practices whilst respecting all relevant legislation. Ongoing advises management & employees of changes/ new policies and on the interpretation & application of P &P.

- With an appropriate level of guidance develops & implements the P&P manual for a new country opening ensuring compliance with local legislation.

- Supports complex or high impact H.R./business programmes or initiatives (new station openings, integration of companies/ departments, introduction of country specific programs etc) that support the use of best people practices & improve the overall business results. May lead less complex initiatives.

Presents at MD/Senior Manager meetings to gain input & commitment for ideas & to ensure that programs & requirements are understood.

- Participates in the development of H.R. related I.T. systems that support effective information management & informed decision making. Uses p.c. based software tools to create/maintain databases that complement the mainframe applications.

- Uses HR reporting tools to generate reports that improve own understanding of specific issues or trends & to address individual customer needs. Helps each customer to interpret the report content & develop realistic action plans that address either the route causes of issues identified or to improve on existing practices.

- Participates in the development & delivery of local H.R. related training courses. Supports H.R. education programs by participating in the development & delivery of appropriate tools (presentations, communication packs, posters, intranet etc).

- Conducts an appropriate amount of research to develop & recommends the most appropriate solutions to individual employee issues, which may be complex or sensitive, whilst working within the respective CLA frameworks. Supports the manager in negotiating with internal union representatives on a day to day basis, as needed. Participates in the research & collation of relevant information in preparation of CLA, works council, ECF negotiations/meetings.

May present at meetings when needed.

- Supports the SFA process by improving the understanding of managers & employees regarding the process & actions needed. Facilitates manager/senior manager feedback sessions to achieve an open & honest dialogue & development of realistic action plans.

- Supports the maintenance of an effective and harmonious working environment by acting as an advisor & mediator in diverse types of individual and collective employee issues. This includes representing HR at certain types of appeals & grievance meetings.

- Identifies potential people related issues or opportunities and develops recommendations for HR management. Implements agreed actions.

- Supports management in developing realistic plans for employee development, together with managing career progressions & performing short-mid term succession planning. Helps individuals with their own career planning.

- Liases with external agencies & government departments regarding the application of legal obligations. Provides accurate & timely information & statistics in accordance with requirements.