General Description of the Role

The Senior HR Business Partner is assigned to large and complex Functions within the business, and partners closely with assigned Functional Managers to align, create and deliver business people plans that support the achievement of business goals and objectives, build memorable employee experiences and grow talent that will enable a high performance culture and the organization's future success.

Key Activities & Responsibilities

The job has been successfully performed when:

• Strategic and Business People Plans are aligned, created and reviewed annually to support achievement of business goals and objectives
• Required HR/People information, Headcount, Labour Cost and Budget updates are submitted for the Strategic Planning (Strat-Plan) or Business Review Processes and expenses are managed in line with approved budget
• Global and Regional and Local HR/People and Culture programmes, projects and initiatives are implemented locally with quality, within guidelines and timelines
• Organizational changes are reviewed, effectively communicated and implemented as planned
• Employee experience and employee engagement levels are at, or above established benchmarks as you partner with relevant stakeholders to shape our culture from onboarding to exiting
• Performance targets are consistently met and teams rate the performance management process as fair and transparent or overall satisfactory
• Talent Management including Individual Development and Succession Planning processes are effectively managed and there is a robust talent pipeline and viable successors for key positions
• Disciplinary Actions are managed effectively and expeditiously through collaboration with relevant stakeholders including People Managers, Trade Unions and Industrial/Employee Relations experts
• People Managers are aware and embrace their roles and are supported to complete their processes with quality and in a timely manner
• Partnership with COEs (i.e. Talent Acquisition, Talent Management, Total Rewards, CAMPUS etc.) and local HR team is effective to deliver end-to-end HR/People needs to People Managers and employees.
• No major audit gaps are reported for the relevant HR processes within the portfolio including relevant data quality and data privacy requirements
• Expenditure for areas of responsibility is maintained within the established budget
• The organization is compliant with local employment regulations and relevant policies and procedures
• There is strict adherence to established health and safety policies and practices
• Other job-related duties are performed as assigned.