Senior HR Business Partner, Commercial & Marketing at Diageo

About The Role

• Our performance ambition calls for us to create the best performing most trusted and respected consumer products company in the world; this requires us to guarantee our plans with the right people and capabilities.
• The Senior HRBP will lead and run the end-to- end People/HR agenda within a business area, reporting into the HR Director.
• Guinness Nigeria has a population size of 800+ people (excluding 1500 third party Contractors).

Role Responsibilities

• Customer engagement: Ability to build strong reliable relationships/partnerships across the functions, HR Global & Shared Services Teams
• Solid ability to balance employer and employee advocacy.
• Excellent numerical ability: the spontaneous ability to connect (read or sense) with data with ease, and use same to make quick and sound judgement.
• Strong analytical skills: Ability to analyse and use systems & data to understand people, trends & issues to ensure we have the talent to meet business needs.
• Excellent interpersonal skills
• Effective role model and ambassador of the Company’s values and ways of working
• A continuous improvement & growth mind-set, constantly asking what needs to happen to bring transparency, simplicity & agility.
• Transparency on the talent agenda & how diversity throughout the organisation will deliver the outcomes
• Strong coach for line managers on people related matters
• Self-starter who commits to high performance with a servant leadership mentality
• Ability to achieve demanding goals to a high standard

Strategy

• Understands the entire business operations thoroughly and on this basis, guides and supports the business leader on the implementation of the People Strategy within the overall business strategy, and on all people policy issues within current and anticipated regulatory/statutory requirements.
• Ensures legal compliance on people issues.

Engagement

• Work with the Demand business leaders to develop/maintain high levels of engagement. Hold the team to account for delivering super engagement goals by linking and underpinning everything with Diageo’s values.

Talent Management

• Owns and deploys the Multi Year Talent Plan (or elements of it depending on business/function)
• Ensures succession plans are in place for the function/business unit.
• Develop & implement clear plans to retain and attract talent.
• Responsible for Workforce planning & forecasting for functions covered.

Leadership

• Acts as a Breakthrough performance coach to business leaders. Role models outstanding coaching and communication skills consistently.

Employee Relations

• Participate in Employee Conduct investigations. Advises employees and management staff on the interpretation of HR policies, programs and procedures, and ensures legal compliance thereof.
• Collaborate on investigations & actions. Responsible for connecting & supporting appropriate employee groups & representatives.

Organisation Effectiveness, Culture and Leadership

• Fully embeds the change programmes & delivers the OD metrics.
• Leads headcount & overheads within Company targets & blueprint numbers.
• Implements tools and practices to ensure the productive development of the business way of working through our Surveys, and acts on the results and insights.

Resourcing/Learning & Development

• Create and implement robust Onboarding programmes for new staff, enabling them to optimise their productivity in the shortest time possible.
• Works with the Line Managers to create individual development plans place that are fully aligned to our current and future performance needs, which will help to close performance gaps and deliver Succession Plans.

Reward and Analytics

• Own reward agenda end to end, knows the market reward environment and intervenes, builds and challenges as appropriate
• Improve impact of reward strategies across Sales and Marketing teams for both contract and permanent employees
• Partners with Reward and Shared Services to deliver the annual reward cycle

Employee Relations

• Conducts interviews and investigations on ER issues (HR related), complaints, and grievances, connecting with First Point (Operations Team) to ensure proper case management and record keeping.

Financial Management

• Lead, influence & review the total overhead budget for the business/function and the non-staff related costs. Assess the costs against business targets & budget

Employee Relations

• Conducts interviews and investigations on ER issues (HR related), complaints, and grievances, connecting with First Point (Operations Team) to ensure proper case management and record keeping.

Financial Management

• Lead, influence & review the total overhead budget for the business/function and the non-staff related costs. Assess the costs against business targets & budget

Experience / Skills Required

• Bachelor’s Degree or equivalent experience.
• HR Certification is desirable
• At least 12 years experience in the field of Human Resources
• Validated ability in Human Resources, 4 of which must have been at senior management level.
• Proven success in a senior Business Partner role
• Ability to influence, persuade, facilitate, and build credibility at all levels within the business.
• Organisational effectiveness including building high performing teams and employee engagement.
• Proven understanding of Nigerian Labour Law
• Good grasp of recent National Industrial Court decisions
• Good grasp of HR trends
• Sufficient commercial insight and experience preferably in an FMCG or Sales environment
• Operational knowledge of all elements of the talent management cycle.
• Excellent numerical acuity: the spontaneous ability to connect (read or sense) with data with ease and use same to make quick and sound judgement.
• Strong analytical skills: Ability to analyse and use systems, metrics & data to enhance decision support to the business leaders.
• understand people and interpersonal trends & issues to ensure we have the talent to meet business needs
• Strong use of HR metrics and data analytics to support the business
• Understanding of the local and international labour markets.
• Solid knowledge of HR systems existing in the market.
• Confirmed versatility/agility in moving across HR functionalities.
• Excellent coaching and relationship building skills.
• Has a thing for people and puts people at the heart of the business.