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For over 100 years, Nestl South Africa has delivered on its Good Food, Good Life promise to its consumers, ensuring that they are always able to access our established, well-loved brands as well as new and innovative products that respond to their evolving needs. We exist to DELIGHT our CONSUMERS who have enabled the growth of our business and company by ...
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Position Summary
The primary role of an Factory / Site HRBP is to develop and implement the HR strategy in collaboration with the local Unit strategy to ensure that they form a coherent whole. The HR strategy is translated into a set of HR plans (People Plan) that remain integral to the particular Unit plan. HR Plans in general will optimize the contribution of employees in both the short and long term to drive the long-term direction of the organization.
A day in the life of:
a HRBP at our Chocolate Factory in East London
Define & Execute HR Strategy: Drive the creation & execution of the People Strategies & Plans that attract, develop and retain employees to support the organisational short and long term business needs to drive competitive advantage and address opportunities and threats. Drive flawless execution of local, NIM and Global Nestle HR Initiatives. Coordinate and execute workforce planning for the specific business unit.
Organizational Design & Development: Pro-actively challenge the established organisational structure of the business 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 smooth organizational transitions using best practice change management methodologies, in accordance with Nestlé Leadership Principles. 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 define team and organisational development needs to design and facilitate delivery of solutions e.g. team development events.
Performance & Talent Management: Ensure Performance and Talent Management drive the achievement of business goals through objective and development plan setting, performance calibration and talent development. Lead talent review/calibration to ensure high performance is rewarded and developed in line with the Management Development Cycle. Implement business unit succession planning / talent management plans that support business goals. Ensure People Managers use tools effectively to assist individual and team performance improvement at all levels.
Employee Engagement: Establish and maintain effective win – win working relationships with employees and their representatives through an environment that fosters communication and cooperation. Promote and foster a culture and environment that is productive, open, empowering, safe and equitable and coach others to behave and make decisions in line with Nestlé Management and Leadership Principles and Nestlé Corporate Business Principles.
HR CoE & CoS services: Ensure Line Managers and Employess understand the HR model and can quickly and efficiently access solutions. Collaborate with CoE and CoS to ensure iniatitves and projects are designed and implemented that support business people plans. Provide objective and timely feedback to CoE and CoS on the quality of service to ensure the overall HR service to the business unit meets or exceeded agreed standards.
Functional Development: Work as part of cross functional / NiM CoE HR teams to develop HR practice and process developments that contribute to enhancing the HR contribution to the business.
Employee Relations: Maintain effective working relationships with employees and their representatives.
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