HR Business Partner Plant & Employee Relations
Mondelez International
Total years of experience :13 years, 5 Months
Running the HR agenda and ensure effective delivery of HR services that drive top-tier performance of the assigned client departments through a solid partnership journey with the ISC management and leadership team for the site. Serves all on site colleagues HR related requests in coordination with HR Solutions team.
My role is accountable as well to build and drive an employee relations strategy inspired by the Organization's principles through embedding a positive work environment, following right practices and putting in place a proactive union relation ways of working (WOW) / shop-floor engagement agenda based on transparent management, robust communication and ongoing consistency.
Main responsibilities:
• Building Employee Relations strategy to ensure proactive management of relations and consistency of activities, process and initiatives with relevant stakeholders.
• Leading communication with plants' unions, own monthly meetings and calendar of activities to ensure full collaboration and proactive management of union relations.
• Responsible for developing and implementing an engagement agenda for relevant colleagues.
• Advising and supporting all parts of the business on employee relations matters to ensure their effective management. Issues include: disciplinary, grievances and performance issues.
• Acting as partner to the Management team and provide solutions on organizational development, process management, performance management and training and development.
• Ensuring that the site's resourcing plans are fulfilled through a robust man power planning process and in line with agreed organization structures to meet the business agenda.
• Leading the implementation of the organization development strategy to deliver current and future organizational capabilities and to build an effective culture aligned with MDLZ purpose and values.
• A change agent who leading and supporting the transformation of the business in relevant functions to ensure business stability during critical times.
• Ensuring retention and continuous development of Talent through managing the Talent Management process for all departments in accordance with policies and principles
• Coach line managers in identification, development & retaining a pool of talents for their functions.
• Working closely with line managers to determine business and leadership development needs and to enhance business capability.
• Aware of all KPIs and strategy of the respective departments and the total company in order to align HR processes/practices with business strategy.
Supporting and contributing to all HR core process implementation, and rolling out HR initiatives and projects.
Duties:
•Personally executing NEA's OD & Learning agenda i for staff and FL (1500 Employee), and ensuring quality realization, together with the timely and accurate submission of all periodic reports.
•Play significant role in enhancing and managing the company's performance management process, including but not limited to, input into design and execution of training. Ensure effective utilization of tools in this process and that the program drives a culture of on-going feedback and high performance.
•Roll out NEA's values & Code of conduct campaigns as per the set timelines.
•Work with line managers to facilitate effective transfer of learning back to the workplace.
•Facilitating FL and staff on boarding sessions for all new hires across NEA.
•Assist in driving implementation and adoption of Project Management initiatives cross functionally.
•Providing advice on all queries related to OD activities to all stakeholders, and compiling and processing feedback reports.
•Assist and provide follow-up on development action plans to ensure implementation through performance appraisals.
•Evaluates effectiveness of training programs, utilizing best practice methods to identify, recommend and implement improvements.
•Partnering with Strategy & capability through designing and developing HR training programs for non-management employees
•Leading launch and execution of new learning initiatives through partnering with Business/HR stakeholder's.
•Provides a broad range of consultative services to all levels of employees regarding policies and procedures.
•Identify employees’ needs through data collection, observation, employee feedback and discussions with managers and staff.
•Leader of Healthy Living Team /Agenda in Pepsi Co Headquarters; managing budgets, planning and executing events.
Responsible for all Support functions population in CFI Plants and Distribution Centers.
Handling the recruitment cycle starting from receiving the hiring request forms and posting
the ads via the website.
Conducting initial interviews with the middle levels and creating shortlists for the most
appropriate candidates.
Handling the training programs including the preparation of handouts, logistics and
instructors.
Preparing/Communicating monthly payroll effects including all additions or deductions
(overtime, penalties, etc.) to the Payroll team.
Holding the responsibility for executing and achieving 100% completion of different HR
processes (PMP, OHS, MQPI).
Supervising and executing the PMP cycle for Staff / FL across the Support function.
Issuing HR letters and certificates to employees.
Developing and executing In-touch sessions for organizational sensing, and setting action
plans and following up to ensure solving employees’ problems.
Maintaining personnel files in compliance with applicable legal requirements.
A member of healthy living Team in PepsiCo Headquarters - Managing budgets & creating -
executing events.
Monitoring monthly updates on the Organization chart to meet organizational changes and
deliver accurate head count results.
Providing full support to employees’ queries to ensure their compliance to the company's
policies and values.
Preparing the monthly vacation balance/O.T report prior to sending it to the FHR, and
performing any required analysis for employees' vacations and Overtime, and
communicating the findings to the top management.
Setting Business/People objectives for staff / FL annual performance appraisals.
Handling customer calls.
• Receive inquiries, answer them and log them on the system.
• Build a long-term relationship with the customer.
• Provide support to customers over the phone.
• Troubleshooting customer's problems.
• Surveying customer satisfaction rate.
• Proactive with customer queries in terms of follow up and escalation.
The Graduate Diploma programs are offered under the academic supervision of Group ESLSCA faculty in Paris, and are applicable to the Master Degree program MBA. - Contemparory Managment (3 cr) -Tranning & Development (3 cr) -Performance managment (3 cr) -Career coaching (3 cr) -Strategic Career planning (3 cr) -Strategic Human Resources (3 cr)