北京招聘

Role purpose

The Senior Business Partner (BP) is responsible for delivering the Fonterra people strategy and ensuring that people processes, programs and systems are aligned to the Business Unit (BU) strategy and objectives.

They will achieve this by working closely with the senior leadership team to understand the business challenges and opportunities. They will also work in partnership with the specialist HR teams to leverage expert knowledge and experience.

The Senior BP is responsible for leading Business Partners who work with their client group to deliver the business unit’s or function’s people plan.

？ Partners with the BU to deliver and drive performance through people

？ Develops and delivers people programs and initiatives that creates competitive advantage within the BU

？ Provides consulting advice and actions key people practices to support the Fonterra people strategy

？ Leads change to enable sustainable people practices

？ Manages the team

Role accountabilities

1. Partners with the BU to deliver and drive performance through people by:

1.1 Providing coaching and advice to senior leaders on a broad range of people issues

1.2 Influencing business decisions by providing best practice advice and wise counsel

1.3 Helping business leaders to understand the people implications of business decisions

2. Develops and delivers people programs and initiatives that create competitive advantage by:

2.

2.1 Understanding the business drivers and metrics and providing BU leaders with insights and recommendations relating to their people to influence informed decision making

2.2 Using insights to priorities HR activity and develop appropriate interventions for the BU

2.3 Developing a people plan for the BU that is aligned to the Fonterra People Plan and BU needs

2.4 Brokering appropriate services and solutions from centralized HR groups

2.5 Establishing clear deliverables and measures of success that are endorsed by the business

3. Provides consulting advice and actions key people practices to support the BU by:

3.

3.1 Organization Development, design and change management

Developing and implementing organization structures and related change programmed aligned to the achievement of the BU/function’s strategic objectives

3.2 Developing capability

3.2.1 ？ Identifying key capability gaps in the BU: technical and leadership – is future focused

3.2.2 ？ Develop and deliver appropriate actions, in consultation with subject matter experts, to address key capability gaps to meet future technical and leadership requirements

3.2.3 ？ Coaching leaders to enable them to build their leadership capability

3.3 Managing and building BU Talent

3.3.1 ？ Using the Fonterra talent process to identify talent and assess succession risks in the BU

3.3.2 ？ Recommending and taking actions to strengthen the talent pipeline through retention, acquisition and development strategies

3.3.3 ？ Connecting with the pan Fonterra Group talent process as appropriate

3.4 Creating the desired Culture

3.4.1 ？ Working with the BU leadership team to define the desired culture and create a high performing organization

3.4.2 ？ Building leadership capability to support the development of a high performing culture

3.4.3 ？ Providing guidance and feedback to leaders to reinforce the desired behaviors that will build the culture

3.4.4 ？ Encouraging a collaborative way of working across the BU

3.4.5 ？ Effectively applying performance management processes to create a high-performance culture

3.5 Workforce Planning

3.5.1 ？ Understanding the implications of the workforce planning strategy for the business unit and deploying actions to proactively manage workforce supply and demand

3.5.2 ？ Managing local restructuring programs of work

3.6 Enhancing Employee engagement

3.6.1 ？ Facilitating the development of the action plan to address key areas of focus from the annual employee engagement survey, ensuring alignment with the company action plan

3.6.2 ？ Working with the leadership team to deliver actions that will drive an increase in engagement

3.7 Employee Relations

3.7.1 ？ Representing local ER issues to the central ER team for advice and action as required

3.7.2 ？ Managing site issues with unions

3.7.3 ？ Advising on case management and local disciplinary actions as required

4. Leads change to enable sustainable people practices by:

4.1 Engaging with senior leaders to develop the BU’s capacity and readiness for change

4.2 Developing and implementing effective change processes to support the people strategy

4.3 Building the capability of leaders to drive and manage change in a sustainable way

5. Manages the team by:

5.1 Setting the direction and accountabilities for the team and ensuring they are appropriately resourced

5.2 Providing a positive role model by demonstrating the Fonterra Values and providing a working environment that drives high performance and attracts and retains talent

5.3 Building individual and team capability through coaching and mentoring

5.4 Demonstrating commitment to Health, Safety and Wellness

Requirement:

1. 8+ years’ experience in generalist HR or related roles

2. Deep and broad knowledge of generalist HR processes gained in a large, dynamic organization

3. Expertise Negotiation and facilitation skills

4. Strong relationship management and influencing skills – ability to engage and influence senior leaders

5. Excellent communication skills and highly service orientated

6. Strong consulting skills

7. Business partnering capability – consult and collaborate

8. Developed and implemented a people plan with a 12 month time horizon

9. Coaching skills

10. Design and develop innovative people programs and initiatives

11. Uses data to create business insights and actions

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