Posted on :
20 Jul, 2010
20 Jul, 2010
Diageo has more than 20,000 talented people working with us to grow our business and nurture our brands. We have a guiding purpose – to celebrate life every day, everywhere, which permeates our work. We want our people to thrive at Diageo and are committed to their professional and personal development and to simply ensuring that Diageo is a great place to work. Diageo (Guiness Nigeria) recruits HR Business Partner (Aba)
Job Title: HR Business Partner (Aba Site)
Level: L5 (M2)
Reports To: HR Partnership Manager, Supply
The Business Partner will lead and manage the end to end People/HR agenda within the business area reporting into the HR Partnership Manager, Supply to ensure the business objectives are achieved through the utilisation and deployment of the programmes, tools, policies & frameworks developed in the Centres of Expertise and the monitoring (through agreed SLAs) and supporting HR services delivered via HR Service Delivery team.
Key relationships with:
· Functional leadership team
Talent Delivery team
Reward & Recognition team
· HR Service Delivery team
The HR Business Partner is required to play a significant leadership role within the HR team to ensure that the functional and business agendas are closely aligned.
Top 3-5 Accountabilities:
Own and manage the manpower resources for the business.
2. Talent and Learning & Development
Work with the business area to identify and build talent
Contribute to PTR; conduct effective calibration sessions
Communicate and embed career development frameworks and support individual coaching
As part of building the desired culture, manage and monitor employee engagement interventions and practices
Understand and review the organisational structure in business area to ensure this is fully optimised (e.g. metrics such as front/back; overhead to NSV, etc)
Reward & Recognition Programmes – identify any workforce specific requirements and work with Reward team for expertise and advise in development and implementation
Fully aware of all applicable Reward and Recognition programmes, principles, practices and accountabilities and how these are utilised in market to achieve business results
Oversee (and conduct where appropriate in conjunction with the line manager) in market interviews and investigations on ER issues, complaints, and grievances, connecting with HR Service Delivery to ensure proper case management and record keeping.
Responsible for connecting & supporting appropriate employee forums
HR Operating Model
Is the role model for utilisation of the HR Model and directs HR queries to the appropriate channels
Coach and direct line managers in fulfilling their people management responsibilities and educate on when/how to use the HR operating model, processes and tools
Accountable for compliance in their business area against HR CARM requirements
Qualifications and Experience Required:
Degree level qualification.
Change management experience.
Ability to take commercial insights and translate into the Organisation & People Agenda.
Proven ability to facilitate, persuade, influence and build credibility with all levels and all functions.
Analytical, interpretative and decision-making skills.
Consultancy skills, specifically diagnosis and contracting.
Excellent coaching and relationship building skills.
Broad awareness and empathy for Talent, Reward and Organisation Effectiveness agendas.
Barriers to Success in Role:
Inability to manage relationships with varied stakeholders
Flexible working options: