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Job purpose:
In the role of HRBP you have responsibility for all aspects of the people agenda. You will ensure by effectively partnering your client group that HR policies and processes are executed effectively. You will work closely with the broader HR community, using your business expertise & insight to diagnose talent, organization, culture and capability needs in the business and deliver interventions to address these.
- You’re a coach: You’ll be able to coach, counsel, and guide employees throughout their career journey.
- You’re a changemaker: You’ll track trends in employee and line manger needs to provide insights and support to upskill the business (Capability building & Future Fitting).
- You’re a paradox navigator: You’ll recognize the importance of balancing business wants and needs with company policies, procedures, and legal compliance codes.
- You’re a culture & change champion: You will be the face of HR, supporting the business through the change from People perspective.
- You love to win and have fun doing it: With successful role delivery, you’ll make Unilever bigger and better than ever before!
Accountabilities:
Insights, Strategy & Solutions
- Brings in thinking on up to date HR practices to support creative solutions to current challenges
- Raises risks and opportunities with their manager that could impact the performance of the organization
- Considers the bigger picture at all times by making connections and drawing conclusions about the impact of activities and issues on each other
within their area of responsibility.
- Actively develops understanding of Unilever’s Strategic goals and how HR activity contributes to their delivery
- Manages the administration and assists with delivery of HR programs.
- Collects, collates and analyses HR metrics (For example T&O, FRC, HRP, FTEs, IAs, people costs)
- Collects, collates and analyses metrics, data and feedback on the impact of the changes, and provides reports and insight on their progress..
- Supports the HRBP in implementation of global HR strategy in their area of scope to ensure alignment with global priorities. Provide insight into
the development of global strategy.
- Uses external and internal observations and their implications on business performance to support the development and implementation of HR
solutions
- Takes the lead in understanding the technology used in existing HR solutions and provides guidance and support to the HRBP team and
employees on these tools.
Building Talent Supply
- Undertakes demographic profiling of the organization to understand talent risks (i.e. skills and work experience of the population, years of
service, number of IAs etc.)
- Prepares and analyses data for T&O, FRC or HRP and understands the business value of building knowledge on individuals’ talent data
- Uses analytical data to have an understanding of individual talent’s performance and potential (e.g rating, LDT position, listing status)
- Supports the development and deployment of people across the organization through administering the OJP (Jobs.Unilever.com).
- Supports the HRVP or HRSVP in the FRC process, providing data, reports and feedback as required.
- Analyses resource data (i.e. turnover, retention, new hires, productivity, profitability per employee) to produce reports and insight for the HR
Resource planning.
- Ensures that succession plan records are accurate and maintained, reflecting ongoing changes and appointments.
Organizational Effectiveness & Analytics
- Ensures organization design is aligned with related processes and policies in other skill areas
- Supports the production and maintenance of skill profiles, org charts and all relevant material for scenario planning
- Analyses data and prepares insights to support the business case and design principles for organization change decisions; such as FTEs, costs
- Ensures they are up to date on the latest current thinking (internal and external) of design principles for jobs (i.e. job scope, spheres of
influence, accountabilities, and internal relationships).
- Supports the execution of structural change, movements and exits
- Maintain documents and record changes to reflect the objective approach to decision making (e.g. job description & evaluation changes, WL
changes)
- Trains, supports and coaches managers in redundancy and severance process.
Learning & Capability Development
- Manages the communication and administration of learning and capability building interventions
- Supports the implementation of learning needs and skill gap analyses
- Makes the learning and talent development strategy ‘real’ for people. Supports staff by helping them to understand that learning and talent
development is necessary to stay ahead of competition.
Employee Relations/Industrial Relations
- Gives appropriate input and support to HR managers who are leading the resolution of ER/IR issues
- Facilitates the sharing of ideas and best practice on complex cases across the team
Performance & Reward
- Collates performance and reward information on individuals and groups to aid decision making (i.e. right people right pay data, reports from
ePDP and eReward etc.)
- Provides efficient administrative support to all levels of employee on performance and reward policies and practices. (I.e. data validation and
correction of eReward, ePDP, Peoplesoft, processing international assignment forms etc.)
- Supports HRBP in the facilitation of eReward and reward decisions
- Understands technology used in existing solutions and provides guidance to employees
- Explains deliverables and timelines of eReward to employees
- Provides feedback and insight to the expertise team to ensure that first class employee support, information and guidance is provided.
- Proactively collates feedback from managers and employees on all service delivery, performance and reward programs (including
international mobility) and provide insight to HR lead & Expertise team to inform the continuous improvement and redesign of programs.
Relevant Experience:
Bachelor Degree
4+ year’s relevant experience in HR
Preferably FMCG / Industrial Experience
Leadership Behaviors:
Growth Mind-set
Consumer & Customer Focus
Bias for action
Accountability & Responsibility
Building Talent & Teams
Key Interfaces:
Expertise teams
Service delivery providers (either in-house/ outsourced)
HRBP community
Line Managers
Employees
Legislative bodies (external)
External HR bodies of best practice (relevant to market)
Internal corporate departments, such as Legal and Finance
Unilever is an organisation committed to equity, inclusion and diversity to drive our business results and create a better future, every day, for our diverse employees, global consumers, partners, and communities. We believe a diverse workforce allows us to match our growth ambitions and drive inclusion across the business. At Unilever we are interested in every individual bringing their ‘Whole Self’ to work and this includes you! Thus if you require any support or access requirements, we encourage you to advise us at the time of your application so that we can support you through your recruitment journey.
