HRBP at Nestle

A day in the life of an HR Business Partner Operations at Nestle:

Contribute to the creation and lead the execution of the 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 whilst driving the the flawless execution of HR Initiatives. Co-ordinate and execute workforce planning for the specific customer unit. Provide timely recommendations to business head on people agenda

Organizational Design & Development (OD&D): 

• Pro-actively challenge the established organizational structure of the function to drive superior performance. . 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 business 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. Support the Line Managers 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 complex individual employee situations, legal cases and employee relations issues. Establish and maintain healhy relations with employee/labour relations organisations.

Lead the promotion of an inclusive culture that is safe, productive, empowering and equitable: 

• Coach others to behave and make decisions in line with organizations Purpose and values. Responsible for compliance and governance 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.

Connect externally as the Business Unit HR People Ambassador to continually gain insights and knowledge and drive continuous improvement.

What will make you successful?

 You must have a completed Bachelor’s degree in HR or similar.

• 3 - 5 years’ experience in a HR Management role or similar role.
• 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, implementation & 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 acumen.