ROLE SUMMARY

• What are the key objectives and expectations from this role?
• The role of this purpose is to:
• Drive the delivery of the HR-Business aligned focus areas – attracting the best, investing in leaders, leadership for change & empowering the organisation.
• Facilitate the provision of effective and efficient HR tools, systems, processes & policies whilst ensuring an adequate level of their understanding by employees.
• Lead and facilitate change, based on initiatives arising from business transformations whilst supporting the business with embedding the desired culture: energised collaborative & agile.
• Provide professional advice and support to relevant business managers ensuring appropriate people management solutions are delivered.

ACCOUNTABILITIES

• Business operations
• Deliver the HR-business aligned areas of focus within the operations function – attracting the best, investing in leaders, leadership for change – Change management, empowering the organisation.
• Contribute to business planning activities for the function, identifying and directing HR priorities, ensuring relevant interventions are planned and executed.
• Develop and drive the implementation of HR Commercial strategy within the wider HR agenda.
• Drive implementation of Integrated work systems HR Driven pillars (Organization, Leadership & Education)
• Drive specific projects identified as priorities from the HR strategy in order to improve business and organisational performance.
• Enhance an optimal business partnership & stakeholder management between Line Managers and HR, ensuring an integrated business approach.
• Employee Relations
• Deliver and provide guidance on all people decisions, in order to enhance team performance, motivation & embed the energised, collaborative & agile culture.
• Lead and facilitate change and change management interventions timely and with minimal disruptions to business operations.
• Implement leadership development interventions to ensure that all employees are fully conversant with leadership capabilities and operating at the right passages.
• Ensures that the relationship between BAT and employees is managed appropriately with a clear and transparent framework underpinned by compliant organisation policies and practices.
• Stakeholder Engagement
• Continuously engage with the relevant stakeholders to secure their cooperation and support in the realisation of business objectives.
• Lead in ensuring that line managers are trained and refreshed on internal policies & processes related to disciplinary & grievance handling.
• Build & maintain working relationships with key partners – HR specialist services (Reward, Organisational Effectiveness & Talent] and HR transactional shared services to ensure a high level of service excellence and support for the Operations function.
• Develop strong networks with HR Business Partners for Operations within the East & Southern Africa Area & across the Region to leverage on synergies, borrow & share best practises and eliminate any duplication of efforts.
• Ensure consistent and regular benchmarking with comparator companies.

EXPERIENCE, SKILLS, KNOWLEDGE

ESSENTIAL

• General skills required
• Learning agility, ability to work with minimal supervision and delivery within tight timelines.
• Highly analytical & organised, structured in approach, ambitious, courageous and resilient.
• Ability to manage pressure and coping with a changing environment.
• Strong influencing, communication & stakeholder management capabilities.
• Ability to develop strong networks at all levels of the organisation as well as externally with the relevant stakeholders.

Functional skills required

• An understanding of key business challenges and an ability to identify opportunities where the HR function can make a difference.
• Strong understanding of HR practices within other benchmark/comparator companies and ability to implement key learnings.
• Ability to leverage the understanding of the business to provide HR solutions and services that are integrated with the goals of the business strategy.

Education / Qualifications / Experience Required

• Degree holder in any business field within HR post qualification – candidates from other disciplines with relevant experience are encouraged to apply.
• At least 8 years’ working experience, out of which 3 years have been at managerial level within an FMCG or busy environment.
• Industrial and Employee Relations experience, sound knowledge of employment Laws and Legislation.