Manager/HR Business Partner - Commercial & Corporate - FMCG (8-10 yrs)

Position Title: Manager - Human Resource

Department: Human Resource

Reports to: HRBP (Commercial & Corporate)

Position Summary:

- The HR Manager is expected to work closely with the HRBP on the HR strategy for Commercial & Corporate with focus on building and strengthening internal capabilities.

- The HR Manager would also partner with the HRBP to assist the business in delivering their goals.

- The role additionally will also work on driving OD initiatives, Engagement Initiatives and Supporting Training Initiatives for Commercial & Corporate functions, collaborating with the HRBP.

Job Responsibilities:

Business Partnership:

- Work with HRBP on solutions designed for business success.

- Prepare and share HR Dashboards on a monthly basis to Stakeholders.

- Share insights and trends with key stakeholders to drive more effective / efficient HR and strategy.

- Work with HRBP on AOC recommendations for FTE's.

- Compile workforce analytics to develop people insights, sharing with HR Director.

- Interpret HR and business challenges to develop appropriate HR responses.

Change Management:

- Support change execution, supporting client group in understanding and embracing changes.

- Conduct impact analysis and assess change readiness, including identifying training needs with reference all changes occurring in the businesses.

- Engage with stakeholders to align change management to action plan.

- Ensure cross-functional teams are aware and engaged in the change.

- Apply appropriate change management methodology, executive plan and follow-up on impact.

- Evaluate effectiveness and course correct as needed.

- Ensure the effectiveness of the HR function, collaborating with CoEs and the Employee experience Centre as appropriate.

Performance Management:

- Drive implementation of performance management activities at the business level to ensure adherence with organization wide guidelines.

- Drive quarterly reviews and year-end reviews and work with HRBP on calibrations, annual merit discussions with Business Leaders.

- Drive Performance Improvement Plans for low performers.

- Work with HRBP to ensure HR Programmes designed are enabling a high performance culture.

Engagement Champion:

- Key role in leading and anchoring employee engagement for Commercial & Corporate functions.

- Driving innovative methods of engagement to build impactful Employee Welfare and Fun at Work initiatives with clear cut VOC.

- Coach and Train the people managers to develop action plans.

- Collaborate with managers and HRBPs in execution of action plan. Publish dashboards to build accountability among managers.

- Drive communication around the engagement survey at various phases.

Talent Management:

- Work with HRBP to support Talent Reviews for Commercial & Corporate functions and work on outcomes.

- Work on Streamlining Graduate and Post Graduate onboarding with homogenizing the roadmap and anchoring the trainee Program.

- Ensure Success Framework Launch in collaboration with HRBP across Commercial & Corporate functions.

Training & Development:

- Key role in leading learning and development for Commercial & Corporate functions as part of Talent.

Review outcomes:

- Collaborate with the HRBP to activate McCain Learning Academy (MLA) along with Digitalization of MLA.

- Work with Business Leaders to design the primary offerings for MLA.

- Design the training calendar and roll out of the training calendar for McCain India under the MLA umbrella.

- Work on facilitating MDP's for Key Talent.

- Work with HRBP, Line Managers, External Partners on content for training.

- Ensure all data for training is maintained on a monthly and YTD basis and also updated on Success Factors. Publish monthly dashboards on Learning.

- Drive initiatives to increase usage of Degreed and share data with Managers to influence usage.

Employee Investigations and CoC Compliance:

- Lead and manage investigations into CoC violations, ensuring a fair and unbiased process, conducted with confidentiality, integrity and respect for all parties involved.

- Work closely with legal teams and functional leads/managers to ensure proper documentation, follow-up and resolution of all employee issues in accordance with company policies and local/national labor laws.

- Provide recommendations for corrective action, disciplinary measures, or changes in policies, based on investigation findings.

- Promote a culture of compliance with CoC through regular communication and training programs.

Employee Pulse Connects:

- Conduct regular Pulse Connects with all employees in HO and over Teams Calls with other location based/remote employees (upto Grade 5) to gain insight into pulse on the floor, employee morale trends and any underlying issues or concerns.

- Recommend specific, actionable initiatives based on insights from Pulse Connects, aimed at improving employee satisfaction, retention and productivity.

- Provide regular findings/updates to ensure that progress is measured, and issues are addressed promptly.

Measures Of Success:

- Talent Management - Succession coverage; Retention of HiPo/HiPro; Diversity, Revamp of MT/GT process.

- Organizational Development - development plans in SF ; client requirement fulfillment.

- Employee engagement- 100% survey participation, 100% managers driving FGD.

- Safety.

- Budget (direct / indirect) management.

Key Qualification & Experiences:

- Post Graduate Management / MBA.

- Experience - 8+ years. Experience in HR with atleast 5 years working in FMCG. Added experience of leadership development, DEI is a plus. Excellent spoken and written command of the English Language.

- Strong Knowledge on Talent Management and OD.

- Must demonstrate the ability to lead and influence others.

- Strong business acumen and project leadership skills.

- Knowledge of local employment-related laws and regulations.

- Strong communication and facilitation skills.

- Ability to translate business requirements into workable solutions.

- Ability to apply HR knowledge / experience across all HR policies, programs, processes, and functions.

Strategic Partner:

- Ability to understand the business.

- Understands the business/function/plant vision and goals.

- Understands the strategies developed to achieve those goals.

- Takes knowledge of the business, goals and strategies and develops people-related initiatives to achieve goals.

- Measures the results of these initiatives to determine impact on top line growth or bottom line profitability.

Technical Expertise:

- Knowledge of labour legislation and company policy.

- Knowledge of HR best practice.

- Knowledge of HR theory.

- Knowledge of organisational HR initiatives.

- Ability to apply full range of HR knowledge to the organisation's goals and strategies.

Change Agent:

- Understanding of change management principles.

- Ability to design and implement change strategies.

- Ability to leverage relationships and influence people to effect change.

- Communicate from a position of authority.

Leadership:

- Acts decisively in the best interest of the organisation.

- Manages resources to ensure achievement of organisational goals.

- Applies conflict resolution methods.

- Act ethically at all times.