An exciting new role at an American FMCG company which is a mix of HRBP and Total Rewards management.
The position of HR Manager is responsible for the comprehensive HR support and strategic counsel to the commercial leadership team and employees across the operations of Sales, Marketing, RNT, Finance and Executive Office functions.
The primary purpose of the position is to provide HR best practice across the areas of Talent Management, Capability Building, Organization & Team Effectiveness, Culture & Engagement and High-Performance Team Development for all Commercial functions, and to ensure effective implementation and compliance of company policies, procedures and regulatory requirements.
In addition, the position is responsible for the development of functional strategies, tactical plans and the implementation of policies and programs, which maximize employee engagement and contribute to JK business priorities, whilst aligning with JK, regional & Global HR initiatives. The position of HR Manager-Commercial JK is required to balance the role of business partner to line management by coaching and building HR capability, and as a functional expert and confidant providing advice and guidance to employees as needed.
As the expert On Compensation & Benefits, Rewards & Recognition, the position is also responsible for liaising with the Regional Total Rewards CoE team on Compensation and Benefits activities for the Japan team. HR Manager – Commercial JK is expected to remain well versed on current and emerging trends/best practices in the areas of employee benefits, reward & recognition, and to provide support, advice and recommendations on JK program deployment to the HR team, and other stakeholder communication as required.
Role & Responsibilities
Strategic Business Partner
•Identify, design and implement HR strategies and solutions for Commercial Functions and provide operational support, coaching and advice in support of the respective Function’s strategic decisions and investments, and overall business priorities
•Partner with the Commercial Functional Leadership teams and line management (and across other parts of the company as required), to drive, influence, advise and support the HR aspects of organizational change, structure, people processes and employee / business improvement initiatives.
•Ensure best practice HR processes & procedures are in place for respective business units, and recommend new approaches, policies and procedures to effect continual improvement in HR efficiency
•Develop and implement strategies and processes to build strong employee relationships and communication.
•Develop and implement organizational effectiveness programs, and other ad-hoc projects, and report on impact / benefits of programs on employees.
•In partnership with Functional Leadership Teams and Culture & Capability Business Partner, plan for and facilitate employee development programs such as Talent Management, K Power to Grow, K Values and other L&D programs as necessary. Share insights with these partners regarding programs
•Drive K Power to Grow through the business unit leadership teams. Lead and facilitate effective functional Talent Review discussions.
•Reinforce and model the K Values, championing change, and using Talent Management tools to lead & develop the business unit teams
•Performance management & improvement- consult and coach leaders regarding team and /or employee performance issues
•Provide employee relations counseling and coordinate outplacement/transition counseling as and when needed
•Provide Compensation advice and recommendations to leaders across the Commercial functions, with support of Regional Total Rewards CoE team
•Management of any ‘out of cycle’ compensation and / or promotional adjustments for relevant employees
•Arrange appropriate Compensation Planning communication to all Commercial function stakeholders and provide leader / employee training through the annual compensation planning cycle as needed
•Provide support to Regional Total Rewards CoE with annual salary survey submissions, liaising with Functional Leaders as needed
•Drive participation and analyze results of Commercial Function’s Global Opinion Survey (GOS) results, and support the creation of Functional Action Plans to deliver on Employee Engagement metrics
•Interpretation and application of policies, procedures and agreements applicable across the Commercial functions, and for the timely review and implementation of enhancements to these work arrangements.
•Provision of timely and effective HR advice and assistance to line-managers as required e.g. employee performance and development issues, manager effectiveness, and coaching.
•Analyze and minimize company risk in decision making process. Identify and implement recommendations for maximizing employee performance.
•Recommend new approaches, policies, and procedures to effect continuous improvements in efficiency of HR function and services provided to stakeholders
•Management of all on-boarding and exit activities for employees within Commercial business units, develop action plans as necessary based on trends coming from data.
Organization & Talent Development
•Analyze, develop and implement action plans to address changing talent requirements within functions and broader Commercial functions
•In partnership with Culture & Capability Business Partner, coordinate PDP communication & training for relevant Commercial function stakeholders
•Facilitate in the planning, development and execution of talent review planning within the business units, ensuring the right people are in the right roles
•Support the development of career maps and targeted development plans for Top & Emerging Talent / Critical Roles
•Deploy Functional Career & Competency programs with support of Regional Talent CoE team
•Support major structural changes and lead other change management initiatives within the region / JK business for Commercial functions
•Partner with Culture & Capability Business Partner on strategic talent sourcing and recruitment activities for the respective Commercial function
•Actively support local / regional HR projects as and when required to deliver the HR plans and business priorities (ie: HR Transformation, Sales Execution Acceleration program, etc)
•Design and implement end-to-end compensation and benefits strategies.
•Deliver an effective service to a range of employees across the business.
•Take ownership for reward processes including payroll, salary review, bonus allocation, job grading and harmonization, ensuring regular salary and benefits benchmarking and surveying activity.
•Ensure compliance with reward processes, including data processing.
•Contribute to the selection and management of 3rd party suppliers including pension, healthcare and insurance providers.
•Manage the reward aspect of all People policies.
•Develop employee handbooks and other contractual documents.
•Support the onboarding and offboarding processes
•Support HRIS and related Reward, Compensation and Benefits policies.
Ideal Skills & Experiences
•Experience leading Compensation & Benefit programs / initiatives
•Tertiary qualifications or equivalent in Human Resources, Organizational Behavior, Employee Relations or Psychology.
•The incumbent must possess exceptional interpersonal skills, including the ability to build and sustain long-term professional relationships, influence others, communicate effectively, and on an individual and group level deal with and resolve conflict constructively, and take a difficult position, when necessary.
•Minimum 7-10 years Generalist HR Experience
•Strong working knowledge of employment legislation
•Advanced levels of Microsoft office application
•Strong planning & organizing skills
•Demonstrable Initiative with a bias for action
•Written and communication skill in English
•Strong team orientation