Human Resources Business Partner at Nestle Foods

A day in the life of a Human Resource Business Partner:

• Contribute to & Execute HR Strategy:  Contribute to the execution of the business plan through the creation (where appropriate) and implementation of the People Strategies that attract, develop and retain employees. Support the organisational short and long term business needs to drive competitive advantage and address opportunities and threats.  Act as People co-Pilot to the business unit, mentoring  and coaching the business head and his/her  team
  Drive flawless execution of Global, NiM and local HR Initiatives.  Co-ordinate and execute workforce planning for the specific customer unit.  Provide timely recommendations to business head on people agenda
• Organisational Design & Development (OD&D): Pro-actively challenge the established organisational structure of the customer unit to drive superior performance (taking account of Nestlé 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 Nestlé 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: Develop the People Plan and Talent Management agenda for the business unit, in cooperation with the Talent CoC
  Support the Line Mgr in delivery of key HR processes, such as succession planning or performance review
  Participate and provide insights to top level interviews
• Employee Engagement: Establish and maintain effective and positive working relationships with managers, employees and their representatives through an environment that fosters communication and co-operation.Give input to difficult individual employee situations, legal cases, employee relations issues 
•  Lead the promotion of an inclusive culture that is safe, productive, empowering and equitable
• Coach others to behave and make decisions in line with Nestlé Purpose and values. Responsible for compliance in HR (policies and practices).
• HR Organisational Alignment and Functional Development: Partner with the respective CoCs and Local HR Services team to drive development of the function and ensure the strategic needs of the business are considered as solutions are delivered. Share insight and understanding with CoCs that support the development of new requirements and drive continuous improvement.Leverage high quality resources from NiM above Market CoC Teams
  Involve F&C in budgeting and costing
• Connect externally as the Business Unit HR People Ambassador  to continually gain insights and knowledge and drive continous improvement

What Will Make You Successful?

• Bachelor's Degree in Human Resource Management 
• Exposure to CoC/CoS processes, e.g. 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, implemention & 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 accumen.
• Knowledge of HR Market Trends Strong - Accreditation with relevant professional body and maintains links with external network of HR & Business Leading thinkers to influence HR provision and HR Functional development.                      
• Knowledge of communcations strategies & tactics, including digital & social media platforms.
• Organizational design and development, behaviours and psychology. 
• Sound general knowledge of employment law.
• Utilise technology as an enabler