Job Description

The role:

Organisation Development & Effectiveness

Continually scans the organisation for opportunities to enhance capabilities and productivity, and acts as "hands-on consultant" to management in addressing opportunities for improvement

Partners with business leaders to drive all aspects of organisation restructurings to achieve business goals (e.g. confirming goals, evaluating various organisation designs, defining job requirements, facilitating employee selection, developing internal communications, etc.)

Partners with leadership to confirm organisation needs, job requirements, and reviews and approves internal/external job postings

Plays a critical role in talent assessment to ensure we hire the best talent for the job and high potentials for the future.

Assists in onboarding key talent to ensure new hires become productive quickly

Performance Management & Talent Development

Provides input and implements core processes to improve employee performance and build organisation capabilities

Facilitates performance assessment & calibration and individual development planning processes; ensures appropriate documentation and follow-up

Coaches people-managers at various levels to be effective leaders and team members

Ensures appropriate succession plans are in place for key positions and talent

May develop and/or deliver leadership or employee training through the L&D team

Creating meaningful coaching plans for the senior leadership team

Employee Relations and Engagement

Uses engagement survey or other available information to drive proactive employee communications and engagement initiatives

Utilises employee relations issues to diagnose and solve underlying HR issues throughout client groups and develops and implements strategies to address these root causes

Demonstrates and balances company and employee advocacy in working with client groups to address/mediate issues or capture opportunities

Assists client groups in disciplinary procedures and corresponding paperwork/documentation; partners with internal/external legal counsel as necessary

Total Rewards

Partners with internal/external subject-matter experts to ensure all employees understand our core compensation & benefits principles, programs, & practices; provides consultation to client groups & governance as required

Industrial Relations

Acts as the company representative for the associated Union

Provides the manufacturing facility with a partnership model with the unions

Required Knowledge, Skills, and Abilities

Degree educated or equivalent Relevant experience in Human Resources Leadership role in a manufacturing or logistics environment required Experience working for a large organisation is essential, minimum previous responsibility of 600+ headcount Food manufacturing industry or non-durable consumer products background, preferred Direct people-management experience required Must be able establish credible, "consultancy-based" relationships with senior leadership, demonstrating solid business acumen in order to provide value-added HR solutions Excellent oral and written communication skills are essential Strong working knowledge of appropriate legislation and external best practices pertaining to employment, compensation & benefits, and other related human resources functions Detailed knowledge of company policies and procedures, including employment practices, compensation practices, company benefit plans, and business practices and product information Ability to develop and present compelling people-related business cases and recommendations Strong analytical and problem solving capabilities; emphasis on providing solutions vs. pointing out problems Agility to anticipate changing business needs, adapt accordingly, and demonstrate flexibility to effectively coordinate multiple priorities Has an inquisitive nature, willingness to learn, and desire to continually improve personal and HR effectiveness Broad perspective from working in various industries, functions, or business situations Demonstrated ability to take on new/unfamiliar assignments and increasing responsibilities Effective coaching, negotiation, conflict-management, and mediation skills Excellent judge of talent and character Proactively identifies, initiates, and drives necessary business-change within or across functions Ability to balance the need to think strategically and act with urgency to "get things done"