Job Description

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Senior HR Business Partner - Global Business Services

Date: 12 Sep 2023

Company: Kerry

About the Role:

A key accountability for the role will be to partner with and contribute to the GBS APMEA & EUROPE Team in the areas of Leadership, Talent & Capabilities and Engagement for a successful execution of our People Plan.

You will partner with and support the Leadership Team and their direct reports to ensure that they stay closely aligned with our functional/regional People priorities. This includes your active contribution to the GBS HR Strategy and execution. You will be working with and report to the GBS Global Head of HR and will align with the GBS AMERICAS HRBP to ensure consistency in our People Plan and leverage from best practices for the GBS organisation.

This role is responsible for leading and working with our people managers to execute day-to-day Talent & Development, Employee Relations, in addition to ensuring communication and engagement effectiveness, as agreed with the GBS Global LT, in GBS APMEA & EUROPE. To be successful in the role you will adopt a proactive and solution-focused approach, applying leading practices to deliver on GBS priority. As a key contributor and leader of GBS APMEA & EUROPE, the successful candidate will establish themselves as a trusted advisor & effective HR partner and role model collaboration, Continuous Excellence practices and effective stakeholder management.

Key Individual Responsibilities:

General:

• Responsible for delivering our People Plan for GBS APMEA and EUROPE
• Implement GBS APMEA & EUROPE workforce planning and use data analysis to inform business decisions: align current and future skills in full alignment with GBS “Together we Grow” framework
• Drive Talent Management practices in partnership with people leader with a strong focus on building a succession pipeline
• Drive advanced HR solutions by optimising our HR Operating Model and building strong relationships with our HR COE’s
• Develop close working relationships with key stakeholders in GBS and across the business
• Partner with and contribute to the GBS Regional Leadership Team for all HR related matters
• Engage, develop and coach People Leaders, providing guidance ensuring impactful development plans

Organisational Effectiveness:

• Leverage external insights and leading practices to regularly review and enhance existing HR capabilities and practices
• Leverage existing and build leading people analytics to drive insights activation in order to ensure GBS is a high performing organization with high level of engagement and empowerment
• Participate in or lead ad-hoc projects, committees, or task forces as needed
• Ensure that the culture is consistent with the company's mission, vision, and values to drive positive organisational health

Talent & Development:

• Implement employee development and talent programs to help unlock potential and nurture people-aligned to business objectives
• Partner with people leaders to provide coaching and proactively manage the retention and development of key talent 
• Ensure Learning & Leadership Development pillar is rolled out effectively.

Talent Acquisition:

• In partnership with our Talent Acquisition teams, lead the GBS recruitment and retention execution including talent acquisition, onboarding, and employee engagement initiatives
• Uses knowledge of the external market to identify future capabilities against industry trends in order to design and execute the workforce plan ahead of time (skills of the future need 2 to 3 years to be developed and embedded) 

Employee Experience:

• Ensure that we are nurturing people by providing a positive employee experience & environment
• Leads day to day practices to build a diverse and inclusive environment where Diversity, Inclusion & Belonging is effective 

Reward:

• Ensure that the Reward strategy is aligned with Kerry’s overall goals and objectives, and that it is competitive in the market
• Align GBS to local and regional practices, with a strong partnership with regional Reward COE’s

Key Shared Accountabilities:

• Consult with the Regional HR Team to deliver the People plan
• Together with the Regional GBS Leadership team, contribute to and deliver on the GBS Scorecard
• Together with Regional Continuous Excellence leads identify the required knowledge, skills and competencies to embed CE capabilities and drive the day-to-day application of Learning & Leadership Development practices

Qualifications & Experience:

• Appropriate professional people qualification - CIPD, SPHR or PHR or equivalent preferred 
• Experienced professional, with a minimum 5 to 7 years' experience in a HR Business Partnering role in an international fast-paced/matrix environment, where there is responsibility for managing change and senior stakeholders
• Deep HR knowledge and experience to manage complex escalations and decision making ideally in a progressive HR Operating model
• Knowledge of GBS environments and associated operational measures desired
• Experience of leading and working with geographically dispersed teams 
• Demonstrated influencing skills
• Proven ability to quickly engage, inspire and influence at a senior level
• Excellent problem-solving, conflict resolution and decision-making capabilities
• Demonstrated experience in the management of complex People / HR transformation programmes 
• Learning agile, with proven ability to work with ambiguity; and maintain effectiveness during high-pressure times 
• Strong People skills including communication skills, listening and coaching
• A digital first mindset, considers how digital can improve the HR function at Kerry
• Understanding of Continuous Excellence practices desirable
   

Beware of scams online or from individuals claiming to represent us. A Kerry employee will not solicit candidates through a non-Kerry email address or phone number. In addition, Kerry does not currently utilise video chat rooms (e.g., Google Hangouts) to conduct interviews. Refuse any request that asks you to provide payment to participate in the hiring process (e.g., purchasing a “starter kit,” investing in training, or something similar). Kerry will not ask you to pay any money at any point in the hiring process with the exception of reimbursable travel expenses. In addition, any payments made by Kerry will be from official firm accounts bearing the Kerry name. 

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