Head Of Human Resources

Company Name: IFFCO Group
Location: Austrailia

Role: BUHR Head

Job Summary

1. To lead the Human Resource Management function for a BU by formulating Human Resource strategies, systems and processes that help the group meet its goals and objectives and thus facilitate individual growth, motivation and development

2. To undertake overall responsibility for staff welfare, administration and security for the assigned BU

Work experience requirement

• Minimum of 12- 15 + years of related experience, in a similar role of HR Business Partner / HR Generalist, preferably in FMCG sector in Pakistan. At least 3-5 years’ experience as a HR Head of a unit (manufacturing & sales). Experience in union management.

Qualification

• MBA in Human Resources from a reputed university

• CIPD Level 5 out of 7

Roles & Responsibilities

Financial

1. Develop Human Resources Strategy and budget for the organization and ensure adherence to the same

2. Contribute to development of the annual business plan for the BU organization by giving inputs on manpower, wage costs, training costs and costs of other HR initiatives

3. Drive cost savings by deployment of efficient recruitment and training strategies, manpower studies and productivity enhancement Operational

4. Responsible for aligning the BU HR strategy to the overall organizational strategy

5. Ensure succession planning for all critical positions

6. Conceptualize Business Unit level change initiatives to constantly remain best in class

7. Work closely with the Senior Leadership to develop business continuity plans, by developing contingency mechanisms around competency availability, people and policies

8. Guide and support the Business Unit HR team in enforcement of all Group level HR policies and procedures

9. Oversee design of initiatives to enhance the motivation and employee satisfaction levels for the sales workforce. Understand the pulse of the workforce through market visits and other regular interaction with employees

10. Support the HR team and Business Unit HR team in carrying out induction of workforce

11. Study the manpower deployment for the BU based on the internal and external manpower productivity metrics and recommend suitable changes

12. Assist the senior management (CEO & team) on a wide range of critical people issues like top management selection and development, executive compensation, leadership development, succession planning for critical jobs and critical issues related to employee relations

13. Support Corporate HR and CoEs in implementation of Performance Management System at corporate office and units to facilitate objective definition and measurement of employees’ performance and link PMS to other HR systems such as training and rewards

14. Drive leadership pipeline development for the organization through succession planning and identification of top talent within the organization

15. Collaborate with the Corporate L&D team in design and deployment of the People Capability model to ensure manpower productivity and engagement

16. Support the Corporate HR and CoEs in design, development and roll-out of compensation & benefit policies and guidelines, compensation structure and incentive programs

17. Drive a proactive program on career management and employee engagement in the BU

18. Support Target and incentive rollout for all sales team members including ensuring awareness, appreciation and alignment by sales team on the same. Collaborate with the Sales Operations and Finance team to understand employee wise pay out of incentives.

19. Review compliance to all legal and statutory requirements for the BU

20. Review industrial relation issues across all locations dealing with domestic inquiries, discipline management, absenteeism and grievance and recommend process improvements in order to bridge any gaps that may exist

21. Proactively manage all union relations and anticipate issues and take actions.

22. Oversee proper functioning of employee grievance redressal system to capture all employee issues and grievances and highlight the same to the senior management team

23. Oversee and manage all administration related activities and budgets.

KPIs

1. % reduction in hiring turn-around-time

2. % reduction in attrition rate

3.  % increase in succession coverage rate

4. % increase in Internal Fill Rate

5. % improvement in employee engagement scores

6. Adherence to HR processes and policies

7. % increase in Training penetration rate

8. % reduction in health and safety incidences

Competencies

Business Acumen

Succession Management and Career Framework

Talent Development

Regulatory Compliance

HR Policies and Processes

Driving Results

Ownership and Accountability

Self and Team Management Planning & Decision-Making

Conflict Management

Strategic Thinking

Change Management

• Seniority level

  Mid-Senior level

• Employment type

  Full-time

• Job function

  Human ResourcesAdministrativeManufacturing

• Industries

  Food & BeveragesConsumer GoodsChemicals