People Manager - Supply & Logistics at International Breweries

Job Summary

• The People Manager is accountable for shaping and driving the AB-InBev people agenda within the regional teams.
• The people manager will have specific responsibility for coaching and working with line management to implement and manage the people cycle and priorities and delivering all the key people processes.
• Manage and quality-assure world-class HR approaches and processes, and ensure that the interests and needs of the business unit and its employees are addressed, in order to create and sustain the dream, people and culture principles.    

Key Outputs and Responsibilities
Operations:

• Partner with the Plant Leadership Team to lead, manage and support their teams to delivering on business priorities.
• Ensure that the HR service delivered drives business results and supports the business strategy.
• Build HR capability and credibility through robust development and coaching.
• Embed the People Cycle in the Region.
• Embed the VPO Program in the Region
• Support the annual target setting processes, ensuring an aligned collective effort focused on strategic priorities.
• Manage individual reward matters, with support from COEs and in line with policies.

Recruitment:

• Manage the talent processes to support the current and future development and deployment needs of the Region.
• Support the recruitment process in the Region, including ensuring effective on-boarding.
• Consolidate and analyze talent data and work with line leaders to ensure that this data is used to inform talent planning.
• Ensure that all relevant legislative diversity requirements are met, and support is provided to line managers around the diversity agenda.

Industrial Relations:

• Ensure IR policies and practices are understood and employed by all.
• Manage the resolution of employee relations issues in the Region.

Learning and Development:

• Work with the line leadership to assess learning needs in the Region required to deliver the business strategy and work with L&D COEs to develop an L&D plan to address gaps.

Reporting:

• Diagnose business performance problems and collaborate with specialist teams to create effective and integrated HR solutions for teams & individuals.
• Provide feedback to specialist teams about HR solution effectiveness and work with them as appropriate to identify continuous improvement opportunities.
• Monitor organization performance & provide data for the people/organization scorecard.

Employee Engagement:

• Review feedback from Employee Engagement surveys as well as other people data [e.g. exit interviews, KPI scorecards)
• To understand issues associated with engagement. Develop and implement appropriate plans to focus on building engagement.

VPO:

• Lead the People Pillar VPO Agenda across the Plant

Expected Standards:

• SKAP
• Site Technical Skills
• TTP
• Turnover
• Use QFR's (As per triggers)
• Complete 5 WHY's (As per triggers) with relevant team members
• Contribute towards AB reports as required
• Anomalies: Report, execute 5-whys together with Support Technicians, collaborate to deploy corrective actions.

Qualifications & Experience

• A relevant HR or business-related degree and post graduate qualification.
• Knowledge of local labour legislation and experience in labour relations is required
• Knowledge of local labour legislation and experience in labour relations is required
• Demonstrated experience in managing the HR processes related to the end to-end employee life cycle
• Track record of building excellent relationships and credibility with senior business leaders based on solid commercial
• Understanding and an ability to identify customer needs and go beyond just delivering defined HR solutions.
• A track record of building HR capability, shaping culture and leadership behaviours.
• Proven experience in solving strategic business problems with pragmatic solutions.
• Credibility, presence and resilience.