HR Business Partner - Linbro Park at RCL Foods

Job Description    

In this role, you'll have the chance to:

• Collaborate with leadership to develop and implement HR strategies that drive business success.
• Foster a positive, inclusive workplace culture where every voice is heard and valued.
• Lead initiatives that enhance employee engagement, performance, and development.
• Navigate the challenges of a fast-growing industry with creativity and a can-do attitude.

If you're ready to bring your HR expertise to a fun, dynamic, and forward-thinking company, Vector Logistics is where your career journey begins. Join us, and let's shape the future of logistics together!
    
Minimum Requirements    

• Must have at least 5 years’ experience as a HR generalist, of which 1 must be in an advisory role.
• Knowledge and experience of labour legislation is preferred 
• Solid experience working with unions.
• Degree in Human Resource Management
• Valid Code EB drivers’ licence

Duties & Responsibilities

Vector Logistics entrusts the HR Business Partner to

• Be a “trusted advisor” to the leadership team.
• Support the implementation of HR strategy in the business by ensuring that HR delivery is fully aligned to business goals within their functions.
•  Be the HR lead for multiple sites 
• Support managers and teams in business delivery through enhancing their capability to deliver Strategy into Action (SIA) components, manage their people, implement change and build relations with key stakeholders (internal and external).
• Utilise the talent development process and related tools to provide and develop a diverse talent pipeline for the short term needs of the company.
• Collaborate with the business for the creation a high-performance culture by supporting the implementation of team and organisation design solutions.
• Bring HR insight (including Employee and Industrial Relations) to bear on all people related issues (people, capabilities, organisation, leadership and culture).
• Facilitate HR service delivery to the business.
• Work in partnership with the leadership team to provide professional HR advice, coaching and solutions that support the business in the identification and management of workforce issues and major change programmes.
• Develop workforce plans that support the region and the organisational strategy and agenda.
  Support the development, integration and implementation of corporate HR policy and practice.
• Establish and maintain effective and efficient workforce practices and relations within the plant or region.

Duties & Responsibilities    

Workforce Strategy and Plan Formulation

• Work in partnership with the leadership team to establish the HR strategies and plans necessary to support the achievement of targets.
• Work closely with managers to identify and develop future staffing and talent needs.
• Monitor the achievement of strategies and plans and adjust, when necessary.

Talent Attraction and Management

• Support the activation of the talent strategy for the business by developing insight and analysis of people-related business issues and opportunities
• Manage the recruitment, selection and appointment process, ensuring that the right person for the job is appointed.
• Analyse workforce information and productivity measures and work with the leadership team to implement the  performance management and appraisal system.
• Analyse the results of the process and facilitate the implementation of interventions to improve performance results.
• Manage the succession planning process.Oversee terminations and exits according to policy guidelines.

Talent Development

• Identify specific employment and development issues from workforce trends and staff feedback mechanisms.
• Drive the implementation of training, mentoring and coaching programmes to address the identified need.
• Monitor and assess the impact of the training on individual and plant or regional performance.

Workforce Modernisation

• Act as an advocate of change and modernisation in support of business and HR strategies.
• Identify and implement workforce modernisation (including identification of new ways of working, role redesign and improved performance measurement systems) opportunities that support effective and efficient production and operations.

HR Practice Management

• Champion best practice human resource management.Influence key business decisions to ensure the effective management of staff through the fair, efficient and pragmatic application of best practice. This will include the training and coaching of managers in HR policy and practice and the monitoring and development of best practice to embrace diversity in the workforce.
• Support the collection of HR/organisational effectiveness metrics and measurement for the business across a HR lifecycle.
•  Interface with HR service providers for delivery of core HR services to the business and monitor quality and timeliness of service provision.
• Escalates HR service provision issues through the Functional HRBP.

Employee Relations

• Lead management in employee relations and conflict resolution.
• Manage and monitor conduct/misconduct, disciplinaries and grievances in the plant or region.
• Advise managers on complex employee relations issues.
• Support the business with employee and industrial relations by having knowledge of legislative requirements, an understanding of impact on the organisation and developing a relationship with the works council, unions, government, regulatory bodies and the community.
• Encourage groups and individuals to work collaboratively by focusing on the common purpose of the team.

Change Management

• Lead (and project manage) key HR initiatives and change programmes to ensure that they are delivered in accordance with agreed requirements realising effective coordination of people and resources.
•  Ensure that, as appropriate, such initiatives are embedded and the benefits realised.

Coaching

• Advise, coach and support managers on the wide range of staff leadership activities, ranging from the design, implementation and leadership of change programmes, to the management of individual cases, in order to ensure that all staff are managed efficiently and effectively and in accordance with organisational practice.
• Enhance leadership capability through workforce models and development of people management