Senior Manager - HR Business Partner - Plant

Sr Manager HRBP Plant

Primary Purpose of Role:

- The HRBPs at the organisation look at the business goals, draws on their knowledge of HR, and develops strategies (action plans) to assist the business in delivering those goals.

- The HR Business Partner acts as a part of the connected team of HR resources that are embedded within the business, providing advisory support as it relates to workforce and strategic talent planning, HR program development, and the implementation of HR initiatives.

- This position is expected to deliver on driving the Manufacturing, Quality and Agriculture organization's end-to end agenda around the best-in-class execution strategy with deep focus on employee experience,operational excellence, and continuous improvement to drive sustainable business results.

Roles and Responsibilities & Key Deliverables:

Business Partnership:

- Provide consultation related to workforce and resource planning, performance management, change management delivery, and employee & labour relations within the targeted client group

- Influence the business by developing solutions and proactively gaining opinions.

- Apply local market knowledge to develop fact based recommendations to drive business

- Interpret HR and business challenges to develop appropriate HR responses

- Deliver results with integrity and apply the appropriate risk framework

- Influence and coach Leaders on all aspects of employee relations

- Develop and implement local policies reflecting regulatory requirements

- Driving innovative methods of engagement.

Change Management:

- Conduct impact analysis and assess change readiness, including identifying training needs with reference all changes occur in the businesses.

- Engage with stakeholders to align change management to action plan

- Ensure cross-functional teams are aware and engaged in the change

- Apply appropriate change management methodology, executive plan and follow-up on impact

- Evaluate effectiveness and course correct as needed

Organization Design:

- Identify organizational design opportunities, including new ways of working, to drive organizational effectiveness solutions to the client group

- Apply different types of organizational design Create appropriate timelines and action steps to meet targets

- Communicate findings and present recommendations to key stakeholders

Performance Management:

- Drive implementation of performance management activities at the business level to ensure Adherence with organization wide guidelines.

- Drive quarterly reviews and lead year-end calibrations and annual merit discussions with Business Leaders.

- Drive the Performance Improvement Plans for low performers

- Ensure HR Programmes designed are enabling a high performance culture

Engagement & Culture Champion:

- Partner with business leaders to establish engagement strategies

- Coach and Train the people managers to develop action plans.

- Collaborate with managers in execution of action plan. Publish dash boards to build accountability among managers.

- Drive communication around the engagement survey at various phases.

Talent Management:

- Implement Talent Management processes for the client group to ensure continuous identification, development and retention of high potential talent.

- Work with line managers on the design and delivery of appropriate and relevant IDPs for their employees

- Facilitate IJPs, Promotions and Job Rotations by developing and executing Assessment Centers across functions.

- Use Talent strategies to proactively Map talents to minimize loss of business days for MCRs

Training & Development:

- Drive the organizational development agenda; ensure delivery of comprehensive learning & development programs through effective utilization of available learning programs as well as identifying new opportunities for building learning content.

- Build capability - Partner with functions for design and execution of functional trainings, ensure delivery to last mile employee. Drive Success Frameworks and enabling employees to develop functional mastery.

- Develop leadership capability through coaching and mentoring; support employee development and achievement of IDPs. Drive implementation of competency framework and 360-degree feedback process.

- Lead Talent / skill development for first time managers & enabling supervisors to be effective people Managers.

- Develop Annual Training Calendar basis TNA. Managing annual training budget.

- Facilitator for Training Sessions

Other Priorities:

- Compile workforce analytics to develop people insights, sharing with Sr. HR Business Partner(s)and Regional VP, HR

- Provide input for quarterly and annual business planning, and outlines resourcing and "people" implications / considerations

- Supports McCain people leaders within client group to develop effective management and leadership behaviours, giving people leaders the tools to succeed as managers / leaders

- Provide input to CoEs to define and implement forward-thinking workforce strategies and solutions to meet business environment needs

- Support regional implementation of CoE-driven processes, policies and initiatives

- Gather requirements to help with the development of HR programs, processes, and policies fora specific business unit based on business needs

- Support change execution, supporting client group in understanding and embracing changes

- Refer employees to the Employee Experience Centre or the appropriate service channel to resolve inquiries / transaction request and provides self service coaching, as appropriate.

Measures of success:

- Talent Management - Succession coverage; Retention of HiPo/

- Diversity

- Organizational Development - development plans in SF; client requirement fulfillment

- Employee engagement

- Safety

- Budget (direct / indirect) management

Knowledge/Experience:

- 10 + years of HR Business Partner experience in a manufacturing organization

- Master's degree in Human Resources or a related field

- Ability to apply HR knowledge / experience across all HR policies, programs, processes, andfunctions

- Ability to understand HR compliance requirements

- Strong internal consulting skills, with working ability to influence change

- Strong business-specific knowledge and organizational behavior / design / effectiveness skills

- Ability to facilitate relationships and partner with business leaders

- Strong business acumen and project management skills

- Working knowledge of talent management lifecycle

- Expert knowledge of local employment-related laws and regulations

- Strong communication and facilitation skills

- Ability to translate business requirements into workable solutions

- Shared accountability for region/location performance and culture