Trinity Procurement GmbH (“Trinity”) is a brand new enterprise formed to manage the global procurement activities of SABMiller plc, one of the world’s largest brewers with brewing interests and sales and distribution agreements spanning six continents.
Headquartered in Steinhausen in the Canton of Zug, Switzerland, Trinity will create value for its customers and investors through excellence in purchasing across an extensive range of commodities, including brewing materials, packaging materials, capital equipment and other assets and non-production spend. The steady state annual value of spend under management is expected to exceed US$10bn by 2016. By this time, Trinity is targeted to deliver annual savings in excess of US$200m for its customers and investors referenced against 2008 spend levels.
A global centre of excellence, Trinity will act economically and fiscally as an entrepreneur, taking on varying degrees of risk in purchasing. In respect of this it will earn reward; either a mark up on the cost of its goods sold or a fee for service delivery.
Whilst the headquarters operation in Zug will provide the strategic leadership and intellectual nucleus of the business, the organisation will also comprise three regional teams dispersed strategically across the international customer and supplier network. Forming part of the overall international matrix structure, these teams will be located in Johannesburg (South Africa), Bogotá (Colombia) and Baar (Switzerland). When fully established, the business is expected to employ almost 100 staff, representing a highly complex, multi-cultural workforce comprised, in many instances, of international leaders in their field and characterised by its intellectual rigour, strategic appreciation and focus on value creation.
The creation of the required structures to support this global procurement organisation and to develop the optimal sourcing strategies is now well underway. A critical component of this focuses on securing, retaining and developing the required talent referred to above and developing and embedding an appropriate employment infrastructure and culture to underpin the fulfilment of the company’s highly demanding goals.
1. Key Purpose Statement
The HR Specialist supports the business in the delivery of its strategic objectives through the identification of business opportunities and business needs and translating these into requirements, developing solutions to people issues whilst building relationships with internal customers/business partners and providing specialist knowledge and advice. This expert knowledge is used to analyse problems, make recommendations and identify opportunities to implement change, producing improvements in business efficiency and effectiveness.
The post holder will work as part of cross functional teams on a number of projects supporting business change.
2. Organisational Context
The HR Specialist will report to the Head of HR.
3. Key Dimensions
The HR Specialist will be responsible for providing a HR service to their internal client group including providing advice on the embedding of the Performance Management Way, Talent Management Way and compensation and benefits matters within their client group which consists of approximately 100 employees based in Zug, Bogota and Johannesburg.
4. Outputs and Accountabilities
· Partner with managers to identify people issues within their client group.
· Design and implement appropriate and effective HR solutions.
· Provide effective commercial HR business advice and support to managers that address both business and people issues whilst balancing legal risk, people impact and cost.
· Work as a business partner sitting on client management teams, challenging and influencing business thinking and strategies on the whole range of people issues.
· Coach and influence line managers so that both people and systems are utilised appropriately to maximise business efficiency.
· Act as a centre of excellence on the Performance Management Way including providing advice on goal setting, performance reviews, performance ratings, monthly 1:1s etc. This will include facilitating annual team goal setting meetings and performance rating calibration meetings with all client groups and coaching managers and employees on their role and the performance management calendar.
· Act as a centre of excellence on the Talent Management Way including candidate sourcing, assessment/selection, employee development, employee engagement and analysis/measurement. This will include ensuring that all managers have conducted career discussions with their people, all employees have a meaningful Individual Development Plan and every function has an employee engagement plan.
· Act as a centre of excellence on Employee Relations issues, in particular, employment law, performance management, handling disciplinaries and grievances, absence management and employee consultation.
· Design and deliver workshops on people matters (e.g. people policies, the Performance Management Way and Talent Management Way, compensation and benefits), providing expert advice, coaching and guidance on how to deal with issues.
· Coach, guide and support managers and employees on people and change issues.
· Provide appropriate and timely support and advice on business change projects. This may include organisational design, communication, consultation, coaching etc.
· Advise managers on all disciplinary and grievance hearings as well as redundancy situations and flexible working applications. This includes appeal hearings and Arbeitsgericht (labour court) claims.
· Analyse and interpret information, including the identification of risks in order that a sound business case can be presented in support for recommendations for change.
· Manage external suppliers through effective relationship management to ensure effective business performance.
- Collaborate with both Group Talent Management and Group Organisation Development Departments to ensure that Trinity Procurement’s needs and wishes are aired, considered and met.
5. Competence Requirements
5.1. Knowledge and Experience Required
· An appropriate Bachelors degree is necessary to successfully perform in this role
· An appropriate HR related qualification is essential (i.e. CIPD qualification or masters in human resources)
· Experience, and therefore understanding, of the organisation value chain and how HR relates to the business value chain thereby relating decisions to financial and non financial work results
· Ability to create presence in the business, consulting, and applying advocacy skills, to position HR as a strategic business partner
· Experience of working as a true business partner in a generalist HR role, developing a wide network of relationships to understand business trends and anticipate key issues
· Working knowledge of reward, compensation and benefits and job evaluation, employment law and change management.
· Experience of successfully managing difficult employee relations issues (e.g. disciplinaries, grievances, Arbeitsgericht, consultation etc).
5.2. Skills and Attributes Required
· Commercially astute
· Superb interpersonal and influencing skills and a persuasive and convincing nature
· Strategic insight and analytic rigor
· A good coach with extensive coaching experience
· Ability to manage complexity and ambiguity
· Understanding of when to shift from analysis to action
· Culturally sensitive and empathetic
· Good employee relations skills
· Demonstrated problem solving skills (for example, identifying performance gaps and recommending solutions to close these gaps)
· Must be a champion of customer service
· Ability to manage self and working environment
· A proactive catalyst and initiator
· Planning, budgeting and organisational skills
· Ability to recognise critical problems and opportunities
· Ambitious worker eager to progress in the organisation
· Honesty and Integrity
· Ability to communicate with third party suppliers and management to board level
· Energy, drive, commitment, determination, tenacity
· Flexible, adaptable, pragmatic
· Has a “can do” attitude
· Has the personal gravitas and credibility necessary to influence Senior Managers and Trinity Leadership
The company is looking to recruit a talented individual with high potential who wants to develop a global career within SABMiller. Therefore candidates must be geographically mobile. |
HR Business Partner (Switzerland) Zug
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